Employment Counsel (Contractor)

Required

• You're an employment lawyer who has been the go-to person for People teams and founders at growing companies. You can answer a leave question, review a separation agreement, and scope a workplace investigation in the same afternoon.
• You give practical, risk-calibrated advice in plain language. You're responsive, empathetic, and comfortable telling a CEO what they can do, not just what they can't. We're especially excited to meet attorneys who have been the first or only employment lawyer at a company, or who have advised many startups from a firm.
• Hiring and onboarding: offer letters, employment agreements, contractor agreements, confidentiality and invention assignment agreements, and background-check compliance.
• Classification and wage-and-hour: employee vs. contractor, exempt vs. non-exempt, overtime, and pay transparency rules.
• Multi-state and remote workforce: state registration, state-specific policies, and coordination with PEOs and employers of record for international hires.
• Policies and handbooks: draft and update handbooks, remote-work, leave, and AI-use policies.
• Leave and accommodations: FMLA and state leave laws, disability and pregnancy accommodations, and return-to-work questions.
• Performance and separations: performance plans, terminations, separation and release agreements, RIFs, and WARN analysis.
• Workplace issues: triage complaints, scope and support internal investigations, and advise on harassment, discrimination, and retaliation risk.
• Restrictive covenants and equity touchpoints: non-solicits, state non-compete limits, and coordination with corporate counsel on equity grants.
• Scale the practice: turn recurring questions into templates, playbooks, and quality bars, and work with product and engineering to improve our tools.
• J.D. and active bar membership in good standing (California, New York, or another state with a large tech workforce preferred)