Fenchel Family Law PC
Remote Senior Family Law Attorney (Equity Partner Track) - Lateral Partners Welc
Fenchel Family Law PC, California, Missouri, United States, 65018
Senior Family Law Attorney – Partner Track
Lateral Partners Welcome — Fenchel Family Law, PC | San Francisco Bay Area | Remote‑Friendly
Overview Fenchel Family Law, PC is seeking a senior family law attorney or lateral partner to build and lead an independent pod within a growing, high‑performing firm.
This is a leadership role for an attorney trusted with complex matters, high‑stakes judgment, and client leadership. It offers real autonomy, strong institutional support, and a clear, realistic path to equity partnership.
You run your own caseload, control intake and strategy, and build a team around you. You practice with authority, discretion, and leverage.
This role supports remote practice, with regular Bay Area court appearances and in‑person collaboration as appropriate.
Why this role exists Our Managing Attorney oversees legal production and quality control across matters and leads a fully staffed, high‑performing pod within the firm.
That pod structure is already operating successfully with attorney and paralegal leverage and senior Of Counsel support.
As Fenchel Family Law continues to scale, we are intentionally adding another senior‑led pod run by an attorney with comparable or greater experience.
This is an independent leadership seat. It is not designed to sit beneath existing leadership.
The firm is built to grow horizontally through strong leaders, not through hierarchy or bottlenecks.
Fenchel Family Law, PC is one of the fastest‑growing private companies in the Bay Area and has been recognized nationally as one of the fastest‑growing law firms in the country.
What you will do
Run your own family law caseload with full autonomy
Independently lead high‑asset divorce and contested custody matters from intake through resolution
Set strategy and advise clients on high‑stakes financial and custody decisions
First‑chair trials and contested hearings when litigation is required
Interview, hire, and manage associate attorneys supporting your pod
Supervise drafting, court appearances, and execution to your standards
Collaborate laterally with firm leadership on growth and strategy
How we practice here Our standards reflect how we practice: disciplined, proactive, and client‑centered.
Begin cases with written roadmaps outlining strategy and expectations
Send follow‑up emails after client meetings and court appearances
Provide regular written status updates so clients are never guessing
Respond to client communications by the next business day
Take pride in professionalism, preparation, and results
This level of practice is expected and valued.
Client autonomy Because the firm has a strong and consistent marketing engine, senior attorneys are not dependent on taking every case that comes in the door.
You conduct your own strategy sessions
You decide which matters align with your standards and judgment
You are not required to accept misaligned or unreasonable clients
This allows you to build a practice shaped by quality, not scarcity.
Billing and collections support The firm has a dedicated billing department that manages invoicing and collections.
Senior attorneys are not responsible for chasing payments or managing collections conversations.
The firm maintains a
99 percent collection rate , allowing attorneys to focus on legal strategy, advocacy, and results rather than administrative friction.
Professional autonomy beyond legal work We do not require senior attorneys to attend set conferences, political events, or business development activities.
We value fit, judgment, and excellence in legal work more than forcing attorneys into a prescribed mold.
If you want to grow your own book of business, the firm actively supports that through marketing, referrals, and strategy.
If you do not, that is acceptable here.
Your value is measured by the quality of your judgment, leadership, and results.
Investment in attorney development We invest intentionally in attorney and associate attorney development.
We believe the highest level of client service is driven by the highest level of attorney support.
This is not aspirational. It is how the firm already operates.
In 2025, the firm sponsored associate attorney participation in the National Institute for Trial Advocacy (NITA) intensive trial advocacy program. In 2026, the firm will sponsor all attorneys to attend the AAML Trial Advocacy Practicum.
The firm also uses Westlaw AI and invests in modern legal technology while prioritizing ethics, judgment, and client experience.
Senior attorneys are supported in refining leadership, delegation, trial skills, and practice management so the work improves over time rather than becoming heavier.
Experience required
8+ years of family law practice, with demonstrated experience independently leading complex divorce and custody matters
Demonstrated trial experience, including first‑chair responsibility in family law matters
Significant experience handling complex financial and custody cases
Comfort working with forensic accountants, custody evaluators, and expert‑driven matters
Experience advising executives, founders, and high‑income professionals
Experience drafting prenuptial and postnuptial agreements
Compensation and partnership This role supports total annual compensation exceeding $340,000, excluding origination bonuses.
Compensation is structured and performance‑based, not discretionary. It includes:
A strong base salary
Monthly revenue bonuses for exceeding a 115 billable hour benchmark, intentionally set to preserve time for leadership and supervision
Monthly management bonuses tied directly to associate attorney performance within your pod
Client satisfaction bonuses tied to verified five‑star reviews
Origination bonuses are paid separately at 10 percent of collected fees on matters you personally originate.
Leadership and leverage are compensated directly. Long‑term earnings growth is driven by leadership, leverage, and partnership, not by increasing billable hour demands.
Performance, compensation, and advancement are reviewed on a clear and predictable cadence.
There is a clear and realistic path to equity partnership for attorneys who demonstrate sustained performance, leadership, and commitment to building within the firm.
This compensation model already exists in practice. It is not aspirational.
Who this is for This role is for a senior attorney or partner who:
Wants partner‑level autonomy without running the business
Values judgment, discretion, and professionalism
Enjoys mentoring and elevating junior attorneys
Wants to build something meaningful long term
Is successful but constrained by their current role
You are looking for a long‑term home, not a stepping stone.
How to apply Apply through Indeed or email
careers@fenchelfamilylaw.com . All inquiries are handled confidentially.
Benefits
401(k)
401(k) matching
Dental insurance
Flexible schedule
Health insurance
Paid time off
Parental leave
Professional development assistance
Referral program
Vision insurance
#J-18808-Ljbffr
Overview Fenchel Family Law, PC is seeking a senior family law attorney or lateral partner to build and lead an independent pod within a growing, high‑performing firm.
This is a leadership role for an attorney trusted with complex matters, high‑stakes judgment, and client leadership. It offers real autonomy, strong institutional support, and a clear, realistic path to equity partnership.
You run your own caseload, control intake and strategy, and build a team around you. You practice with authority, discretion, and leverage.
This role supports remote practice, with regular Bay Area court appearances and in‑person collaboration as appropriate.
Why this role exists Our Managing Attorney oversees legal production and quality control across matters and leads a fully staffed, high‑performing pod within the firm.
That pod structure is already operating successfully with attorney and paralegal leverage and senior Of Counsel support.
As Fenchel Family Law continues to scale, we are intentionally adding another senior‑led pod run by an attorney with comparable or greater experience.
This is an independent leadership seat. It is not designed to sit beneath existing leadership.
The firm is built to grow horizontally through strong leaders, not through hierarchy or bottlenecks.
Fenchel Family Law, PC is one of the fastest‑growing private companies in the Bay Area and has been recognized nationally as one of the fastest‑growing law firms in the country.
What you will do
Run your own family law caseload with full autonomy
Independently lead high‑asset divorce and contested custody matters from intake through resolution
Set strategy and advise clients on high‑stakes financial and custody decisions
First‑chair trials and contested hearings when litigation is required
Interview, hire, and manage associate attorneys supporting your pod
Supervise drafting, court appearances, and execution to your standards
Collaborate laterally with firm leadership on growth and strategy
How we practice here Our standards reflect how we practice: disciplined, proactive, and client‑centered.
Begin cases with written roadmaps outlining strategy and expectations
Send follow‑up emails after client meetings and court appearances
Provide regular written status updates so clients are never guessing
Respond to client communications by the next business day
Take pride in professionalism, preparation, and results
This level of practice is expected and valued.
Client autonomy Because the firm has a strong and consistent marketing engine, senior attorneys are not dependent on taking every case that comes in the door.
You conduct your own strategy sessions
You decide which matters align with your standards and judgment
You are not required to accept misaligned or unreasonable clients
This allows you to build a practice shaped by quality, not scarcity.
Billing and collections support The firm has a dedicated billing department that manages invoicing and collections.
Senior attorneys are not responsible for chasing payments or managing collections conversations.
The firm maintains a
99 percent collection rate , allowing attorneys to focus on legal strategy, advocacy, and results rather than administrative friction.
Professional autonomy beyond legal work We do not require senior attorneys to attend set conferences, political events, or business development activities.
We value fit, judgment, and excellence in legal work more than forcing attorneys into a prescribed mold.
If you want to grow your own book of business, the firm actively supports that through marketing, referrals, and strategy.
If you do not, that is acceptable here.
Your value is measured by the quality of your judgment, leadership, and results.
Investment in attorney development We invest intentionally in attorney and associate attorney development.
We believe the highest level of client service is driven by the highest level of attorney support.
This is not aspirational. It is how the firm already operates.
In 2025, the firm sponsored associate attorney participation in the National Institute for Trial Advocacy (NITA) intensive trial advocacy program. In 2026, the firm will sponsor all attorneys to attend the AAML Trial Advocacy Practicum.
The firm also uses Westlaw AI and invests in modern legal technology while prioritizing ethics, judgment, and client experience.
Senior attorneys are supported in refining leadership, delegation, trial skills, and practice management so the work improves over time rather than becoming heavier.
Experience required
8+ years of family law practice, with demonstrated experience independently leading complex divorce and custody matters
Demonstrated trial experience, including first‑chair responsibility in family law matters
Significant experience handling complex financial and custody cases
Comfort working with forensic accountants, custody evaluators, and expert‑driven matters
Experience advising executives, founders, and high‑income professionals
Experience drafting prenuptial and postnuptial agreements
Compensation and partnership This role supports total annual compensation exceeding $340,000, excluding origination bonuses.
Compensation is structured and performance‑based, not discretionary. It includes:
A strong base salary
Monthly revenue bonuses for exceeding a 115 billable hour benchmark, intentionally set to preserve time for leadership and supervision
Monthly management bonuses tied directly to associate attorney performance within your pod
Client satisfaction bonuses tied to verified five‑star reviews
Origination bonuses are paid separately at 10 percent of collected fees on matters you personally originate.
Leadership and leverage are compensated directly. Long‑term earnings growth is driven by leadership, leverage, and partnership, not by increasing billable hour demands.
Performance, compensation, and advancement are reviewed on a clear and predictable cadence.
There is a clear and realistic path to equity partnership for attorneys who demonstrate sustained performance, leadership, and commitment to building within the firm.
This compensation model already exists in practice. It is not aspirational.
Who this is for This role is for a senior attorney or partner who:
Wants partner‑level autonomy without running the business
Values judgment, discretion, and professionalism
Enjoys mentoring and elevating junior attorneys
Wants to build something meaningful long term
Is successful but constrained by their current role
You are looking for a long‑term home, not a stepping stone.
How to apply Apply through Indeed or email
careers@fenchelfamilylaw.com . All inquiries are handled confidentially.
Benefits
401(k)
401(k) matching
Dental insurance
Flexible schedule
Health insurance
Paid time off
Parental leave
Professional development assistance
Referral program
Vision insurance
#J-18808-Ljbffr