New 
Boston - Litigation - Cyber and Privacy Alternative Track Associate
 Morgan, Lewis & Bockius LLP | |
parental leave, paid time off, sick time, 401(k)
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 United States, Massachusetts, Boston | |
 Oct 08, 2026 | |
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Seeking a junior alternative track associate to join our litigation privacy and cybersecurity practice in the Boston office with Chamber-ranked partner(s). This position would specifically help with cyber and privacy advisory and incident response matters. The ideal applicant will have one to two years of experience handling privacy and cybersecurity matters and with compliance with state and federal privacy and cybersecurity laws. Active bar membership in the resident office required. Morgan Lewis is not currently accepting resumes from search firms for this position. If you are a search firm, you will not be compensated in any way for your submission of a candidate, even if Morgan Lewis hires said candidate. For positions in Massachusetts the starting salary is $135,000. The base salary or hourly wage range for this position will be determined during the interview process and will vary based on multiple factors, including but not limited to prior experience, relevant expertise, current business needs, and market factors. Final salary or hourly wages offered may be outside of this range based on other reasons and individual circumstances. Additionally, salary or hourly wages may be only part of the total compensation package. The total compensation package for this position may also include a full range of medical, financial, and/or other benefits (including 401(k) eligibility and various paid time off benefits, such as vacation, sick time, and parental leave), dependent on the position offered. Details of participation in these benefit plans will be provided if an employee receives an offer of employment. If hired, employee will be in an "at-will position" and the firm reserves the right to modify base salary (as well as any other discretionary payment or compensation or benefit program) at any time, including for reasons related to individual performance, firm or individual department/team performance, and market factors. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. | |