Jobs / United States / Gibson Dunn & Crutcher Llp
Lateral Conflicts Analyst
Gibson Dunn & Crutcher Llp · 🇺🇸 Century City; Dallas; Denver; Houston; Los Angeles; New York; Orange County; Palo Alto; San Francisco; Washington, D.C.
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 37 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 2 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Gibson Dunn & Crutcher Llp
The US Department of Labor certified 37 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 2 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Gibson Dunn & Crutcher Llp →
About the role
Gibson Dunn is a leading global law firm, advising clients on significant transactions and disputes. Our exceptional teams craft and deploy creative legal strategies that are meticulously tailored to every matter, however complex or high-stakes. The Firm’s work is distinguished by a unique combination of precision and vision. The Lateral Conflicts Analyst is responsible for running and analyzing conflicts searches in support of the Firm’s lateral hiring process. The role includes researching corporate information from external sources, searching the Firm’s internal proprietary databases, and compiling and analyzing conflicts results for lateral candidates, highlighting critical issues for review by Conflicts Attorneys. The position requires acute attention to detail, together with strong organizational and research capabilities. The Lateral Conflicts Analyst will need to understand legal conflicts of interest, related ethical rules, and current developments in professional services risk management. This position is responsible for upholding the standards of quality, consistency, accuracy, thoroughness, and customer service as defined and implemented by the Department. The Lateral Conflicts Analyst will work closely with Conflicts Attorneys, Resolution Analysts, other Conflicts Analysts, Lateral Partner Recruitment & Integration, Attorney Recruiting, and other members of the New Business Intake and Conflicts Departments. Because lateral clearance work involves candidate information that is highly confidential, the Analyst must exercise discretion at all times regarding candidate identities and the fact of a candidate’s interest in the Firm. This position reports to the Sr. Manager, Intake/Conflicts. Responsibilities include: • Reviewing lateral candidate submissions and matter lists to ensure clarity and completeness, and following up with the candidate and/or recruiting personnel where disclosures are incomplete or ambiguous. • Conducting conflicts searches on lateral candidates against the Firm’s conflicts database and other internal and external resources. • Performing data entry, searching, and analysis of conflicts data in the Firm’s conflicts and new matter intake systems in accordance with Firm policies and procedures. • Conducting research via external sources to establish corporate structures, affiliate relationships, and management profiles for parties appearing on candidate matter lists. • Compiling and preparing conflicts reports for review by Conflicts Attorneys, identifying and flagging potential actual, imputed, and positional conflicts for attorney assessment. • Verifying that all conflicts reports are complete, consistent, and accurate, and adhere to established standards and procedures for all conflicts of interest searches performed Firm-wide. • Supporting the implementation and maintenance of ethical screens for incoming lateral attorneys, including preparing supporting documentation and tracking certifications. • Maintaining accurate records of clearance searches, analysis, and related communications in support of the Firm’s audit-ready documentation standards. • Ensuring the timely and efficient processing of lateral clearance requests, including during periods of elevated recruiting activity. • Escalating complex, novel, or time-sensitive issues promptly to Conflicts Attorneys. • Contributing to process, procedure, and technology improvements to provide optimum customer service and efficiency. • Coordinating with other Analysts and team members in order to meet deadlines, time-sensitive issues, and other challenges. • Assisting the Department with a wide range of research and other requests as may be assigned. Qualifications: • Exceptional critical thinking and analytical skills, with a st