Focused positioning
A Calgary-based brand devoted to family law, supported by practical resources and local search visibility.
The opportunity
A platform for an experienced family lawyer
We are building a strong Calgary family-law team and want to meet a lawyer who can carry files with confidence while helping shape how the firm grows. The structure may be an employee associate or counsel relationship, depending on experience, practice and mutual fit.
This is not a promise that a website or intake system will build a practice for you. It is an invitation to work inside a firm investing seriously in the systems that help excellent lawyers become easier to find, easier to engage and better supported.
Lawyers with roughly four or more years of family-law experience will usually be the closest fit. Strong candidates with three years of relevant experience are welcome to start a conversation.
The platform around the practice
Good legal work deserves good infrastructure
Our goal is not to automate judgment. It is to build a disciplined operating platform around the lawyer: clear intake, responsive client handling, useful technology and a better view of what is working.
Centralized intake
A shared process for responding to new inquiries, qualifying opportunities and moving suitable clients forward.
Modern operations
CRM, attribution and reporting designed to reduce guesswork and improve the client journey over time.
Professional home
Downtown Calgary office infrastructure and a team environment built for serious, collaborative practice.
The legal work
Lead files. Solve hard problems. Earn trust.
What you may do
- Advise clients on separation, divorce, parenting, child and spousal support, and family property.
- Develop strategy, negotiate resolutions and represent clients in mediation, arbitration and court.
- Manage files and client expectations with disciplined communication, proportionality and care.
- Work with assistants, lawyers and intake staff to move matters forward cleanly.
- Contribute to precedents, knowledge, service design and the continuing improvement of the firm.
What we are looking for
- Membership in good standing with the Law Society of Alberta, or a realistic path to transfer.
- Substantive family-law experience and the ability to carry files with appropriate independence.
- Strong drafting, negotiation and advocacy skills, with good judgment about when each tool is needed.
- A calm, humane way of working with people in high-conflict or high-stakes moments.
- Comfort using modern practice systems and improving them through thoughtful feedback.
Clarity early
Structure and economics
The right structure depends on whether the relationship is employee associate or counsel, the lawyer’s experience, existing practice, responsibilities and goals. Compensation, benefits where applicable, origination treatment, overhead, expectations and growth path will be discussed in the first substantive conversations and reflected in a written proposal.
We would rather surface the important questions early than leave either side guessing.
A respectful process
Start with a conversation, not a performance
Career decisions and practice transitions deserve candid, mutual diligence. The first step is deliberately simple and discreet.
Say hello
Email the careers address with the path that interests you. A résumé is welcome but not required for the first conversation.
Compare goals
We discuss practice, timing, working style and what a good outcome would look like for both sides.
Test the fit
We move into role-specific diligence, including conflicts and professional requirements where appropriate.
Make it clear
If there is a fit, scope, economics, responsibilities and next steps are put in writing before anyone commits.
Common questions
Before you reach out
Is the role fully in-office?
The practice is anchored in our downtown Calgary office, with hybrid flexibility appropriate to the lawyer, the team, court and client needs. The working pattern will be discussed directly.
Do I need an existing book of business?
No single model is assumed. Existing client relationships and referral sources are relevant, but so are legal ability, judgment, capacity and the potential to build a practice within the firm’s platform.
Will the firm guarantee files or revenue?
No. The firm is investing in marketing, intake and client experience, but file volume depends on demand, fit, conflicts, capacity and conversion. Any concrete commitments would need to appear in a written agreement.
Can the first conversation remain discreet?
Yes. Initial conversations are handled discreetly and limited to the people needed to assess mutual fit, subject to professional and legal obligations.
Take the first step
You do not need a polished pitch to begin.
Tell us which path you are considering and what you want from the next chapter. We will arrange a discreet introductory conversation.
Please do not include client-identifying, privileged or other sensitive information in your initial email. Accommodation is available throughout the recruitment process on request.
