Boston, Chicago, Houston, New York, Washington, DC - Energy & Project Development - Junior/Midlevel Associate

Seeking a junior or midlevel associate with 2-5 years of large law firm experience to join our Energy & Project Development practice group. The successful applicant must possess transactional experience preferably in connection with energy and/or infrastructure, project development, finance and/or M&A. This position may be resident in Boston, Chicago, Houston, New York, or Washington, DC, and candidates must be an active member of the bar in the state of the Morgan Lewis office for which they are applying.

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 NY and/or Washington, DC, the salary wage range for this job posting is $225,000 to $365,000.

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, the employee will be in an "at-will position," and the firm reserves the right to modify the base salary (as well as any other discretionary payment or compensation or benefit program) at anytime, 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.