How to hire an associate professor of law

How to hire an associate professor of law, step by step

Here's a step-by-step associate professor of law hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an associate professor of law job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new associate professor of law
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring an associate professor of law, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   An associate professor of law's background is also an important factor in determining whether they'll be a good fit for the position. For example, associate professors of law from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of associate professors of law and their corresponding salaries.

   Type of Associate Professor Of Law	Description	Hourly rate
   Associate Professor Of Law	Postsecondary teachers instruct students in a wide variety of academic and career and technical subjects beyond the high school level. They also conduct research and publish scholarly papers and books.	$19-70
   Law Enforcement Technician	A law enforcement technician is responsible for communicating with field units and emergency services to support the functions of the police department. Typical duties include assessing the appropriate dispatch unit to respond, collaborating with other law enforcement agencies, and fielding incoming calls... Show more	$12-35
   Justice	Justices are court officials in charge of making the final decision of cases on the Supreme Court and appeals courts. They can be appointed or elected by the higher court officials... Show more	$15-40

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Criminal Law
   • Faculty Appointments
   • Litigation
   • Property Law
   • Legal Research
   • Family Law
   • Seminar
   • Faculty Committees
   • Criminal Procedure
   • Ethics
   • Courses Taught

   Responsibilities:

   • Used blackboard online to manage students tests, grade papers and assign materials.
   • Participate in institutional projects, including Cooley's application for accreditation with ABA, and supervise students involve in externships.
   • Collaborate with team of researcher conciliators to handle consumer domestic law arbitration cases.

3. Make a budget

   Including a salary range in your associate professor of law job description is one of the best ways to attract top talent. An associate professor of law can vary based on:

   • Location. For example, associate professors of law' average salary in hawaii is 56% less than in district of columbia.
   • Seniority. Entry-level associate professors of law 72% less than senior-level associate professors of law.
   • Certifications. An associate professor of law with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in an associate professor of law's salary.

   Average associate professor of law salary

   $78,437yearly

   $37.71 hourly rate

   ---

   Entry-level associate professor of law salary

   $41,000 yearly salary

   Updated December 15, 2025

   Average associate professor of law salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$122,780	$59
   2	Virginia	$112,328	$54
   3	California	$112,024	$54
   4	New York	$111,775	$54
   5	Massachusetts	$107,474	$52
   6	Illinois	$106,703	$51
   7	North Carolina	$102,356	$49
   8	Utah	$100,925	$49
   9	Nebraska	$92,974	$45
   10	Arizona	$87,293	$42
   11	Colorado	$81,567	$39
   12	Iowa	$77,125	$37
   13	Wisconsin	$76,600	$37
   14	Indiana	$75,328	$36
   15	Montana	$73,542	$35
   16	Idaho	$72,353	$35
   17	Florida	$71,793	$35
   18	Louisiana	$69,315	$33
   19	Texas	$66,761	$32

   Average associate professor of law salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Seyfarth Shaw	$227,428	$109.34
   2	Debevoise & Plimpton	$221,284	$106.39
   3	Pillsbury Winthrop Shaw Pittman	$212,152	$102.00
   4	Mayer Brown	$210,907	$101.40
   5	Lewis Brisbois Bisgaard & Smith	$191,811	$92.22
   6	Columbia University in the City of New York	$178,700	$85.91	38
   7	The City University of New York	$129,248	$62.14	177
   8	Georgetown University	$107,985	$51.92
   9	Fordham University	$103,801	$49.90
   10	University of Colorado Boulder	$103,799	$49.90	30
   11	University of Arizona Foundation	$100,057	$48.10	131
   12	Florida International University	$99,877	$48.02
   13	JBA International	$92,473	$44.46	5
   14	University of Nebraska System	$92,259	$44.36
   15	Golden Gate University	$90,353	$43.44
   16	LA State University Continuing	$89,232	$42.90	340
   17	University of Idaho	$89,085	$42.83	4
   18	PSEA	$88,818	$42.70	1
   19	University of Virginia	$85,859	$41.28	123
   20	Lee Law Offices	$81,254	$39.06

4. Writing an associate professor of law job description

   A good associate professor of law job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an associate professor of law job description:

   Associate professor of law job description example

   Posting Details
   
   I. JOB OVERVIEW
   
   Job Description Summary:
   
   Established in 1865, The George Washington University Law School is the oldest in Washington, DC. The school is accredited by the American Bar Association and is a charter member of the Association of American Law Schools. The law school is located on the GW campus in the downtown neighborhood familiarly known as Foggy Bottom.
   
   The Program Associate at The George Washington University Law School will be responsible for supporting administratively the daily work of subject-area Programs at the law school. The incumbent will support the following programs: International & Comparative Law; Business & Finance Law; Environmental Law; Energy Law; Animal Legal Education; and Litigation & Dispute Resolution. The Program Associate works closely with the Law School's Communications Office and its Office of Graduate & International Programs.
   
   The Program Associate will have the following duties and responsibilities:
   
   Administrative Support - Program Documentation and Data .
   •Maintain and update program LLM and MSL study plan forms, and JD Concentration applications;
   •Create and maintain a program that allows program directors to share information about students in a "docket-like format" to facilitate advising and clearance for graduation;
   •Develop a means for Program Directors to review student information to facilitate advising, job placement, and tracking after graduation (for mentoring, and job referrals). This includes access to Banner, with appropriate screens and controls as needed; and integrating across all the various databases and reporting systems to provide improved "customer service" to students;
   •Assist Program Directors and LLM and MSL Advisor to ensure curricular requirements are met for degree programs and concentrations;
   •Track student internships and externships and employment upon graduation, and maintain contact and employment information for all graduating students;
   •Assist with creating exit surveys, ensure graduating students complete surveys, and compile data regarding survey responses;
   •Complete congratulatory letters for graduating students for Program Directors and mail letters with pins to graduating LLM, MSL, and JD Concentrators;
   •Collect and maintain data on course enrollments to facilitate Program Director curriculum planning; and
   •Prepare quarterly budget and update reports for the dean's office to manage finances and reporting for each program.
   
   Event Planning, Social Media, and Marketing
   •Coordinate with Program Directors and Law School staff on all aspects of event planning.
   •Assist with organizing, planning, and implementing programs.
   •Arrange for facilities, catering, and event set up and secure travel and financial reimbursements.
   •Assist with marketing, communication, and managing social media with Graduate Programs, these following duties will be ten percent of the incumbent responsibilities as outlined below.
   •Serve as liaison between communications and marketing, Development & Alumni Relations to publicize events.
   •Consistently update website listings for each program;
   •Post information to the Master Calendar; the GW Law App; and other information portals.
   •Provide ongoing publication of information about events with photos and articles including links to program documents and curricular information;
   •Assist with student recruitment efforts as requested. Gather information on competitors' programs, including degrees, courses, and new "products."
   •Conduct other research for Program Directors as requested.
   
   The omission of specific duties does not preclude the supervisor/s from assigning duties that are logically related to the position.
   
   Minimum Qualifications:
   
   Qualified candidates will hold a Bachelor's degree in an appropriate area of specialization. Degree must be conferred by the start date of the position. Degree requirements may be substituted with an equivalent combination of education, training and experience.
   
   Additional Required Licenses/Certifications/Posting Specific Minimum Qualifications:
   
   Preferred Qualifications:
   •An undergraduate degree in Graduate studies preferred.
   •Strong administrative, academic, IT, writing, and research skills. Experience with communications, social media, and events coordination is preferred.
   •Enjoys interacting with & helping students
   •Proficient in utilizing Microsoft Office, Adobe Acrobat, and similar operating systems.
   •Attentive to details.
   •Ability to be agile, skilled in prioritizing multiple assignments, and the ability to apply project management skills in order to meet deadlines.
   •Ability to coordinate and organize conferences, symposia, meetings, and other special events.
   •Ability to interact with faculty, students, and staff in a team environment.
   •Ability to communicate both orally and in writing to a diverse audience.
   
   Typical Hiring Range
   $48,370.44 - $66,469.34
   
   II. JOB DETAILS
   
   Campus Location:
   Foggy Bottom, Washington, D.C.
   
   College/School/Department:
   GW Law School (LAW)
   
   Family
   Academic Affairs
   
   Sub-Family
   Program Administration
   
   Stream
   Individual Contributor
   
   Level
   Level 1
   
   Full-Time/Part-Time:
   Full-Time
   
   Hours Per Week:
   40
   
   Work Schedule:
   9:00 am to 6:00 pm Monday through Friday (some evenings and weekends when required)
   
   Will this job require the employee to work on site?
   Yes
   
   Employee Onsite Status
   Hybrid
   
   Telework:
   Yes
   
   Required Background Check:
   Criminal History Screening, Education/Degree/Certifications Verification, Social Security Number Trace, and Sex Offender Registry Search
   
   Special Instructions to Applicants:
   
   We are committed to increasing the representation and inclusion of those who have been historically excluded from participating in higher education to ensure that we are best positioned to understand and help resolve the pressing challenges of our times.
   
   Employer will not sponsor for employment Visa status
   
   Internal Applicants Only?
   No
   
   Posting Number:
   S011364
   
   Job Open Date:
   08/15/2022
   
   Job Close Date:
   
   If temporary, grant funded or limited term appointment, position funded until:
   
   Background Screening
   Successful Completion of a Background Screening will be required as a condition of hire.
   
   EEO Statement:
   
   The university is an Equal Employment Opportunity/Affirmative Action employer that does not unlawfully discriminate in any of its programs or activities on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or expression, or on any other basis prohibited by applicable law.

   Copy this example

   

5. Post your job

   To find the right associate professor of law for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with associate professors of law they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit associate professors of law who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your associate professor of law job on Zippia to find and attract quality associate professor of law candidates.
   • Use niche websites such as k12jobspot, learn4good, serious teachers, teachingjobs.com.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with associate professor of law candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new associate professor of law

   Once you've selected the best associate professor of law candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   After that, you can create an onboarding schedule for a new associate professor of law. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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