Jobs / United States / Gibson Dunn & Crutcher Llp
Practice Manager - Appellate & Constitutional Law
Gibson Dunn & Crutcher Llp · 🇺🇸 Los Angeles; 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.
- What Gibson Dunn & Crutcher Llp paid sponsored hires in similar roles5 certified filings for “Law Clerk” (Judicial Law Clerks) in NY: $225k–$225k, median $225k. Most were filed at wage level II (80%) — 2 lottery entries, ≈31% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
- 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. Gibson Dunn is looking for a dynamic contributor that is passionate about the subject matter and work of the practice and that can act as an interface not only to the partners and associates at the firm, but also in client-facing scenarios. Based in Washington, D.C. or Los Angeles, the Practice Manager (PM), Appellate and Constitutional Law will be responsible for supporting day-to-day business and operational tasks of the practice, as well as the development and implementation of the practice’s strategic initiatives, in collaboration with practice group and firm leadership. This individual should have a strong working familiarity with the work and procedural posture of an appellate and constitutional law practice, including appellate and Supreme Court practice and procedure, constitutional law, administrative law and agency review, and significant developments before the U.S. Supreme Court, the federal courts of appeals, and state appellate courts. The PM is a key piece of the firm’s business services function and will join a growing practice management team collectively responsible for supporting practice leaders in the management and development of their groups. This role will be responsible for (1) strategic planning and management of the practice group; (2) driving talent management initiatives, including supporting the firm’s free market system, pipeline development, and productivity goals; (3)developing practice-specific education and trainings; (4) serving as a primary contact and driver of knowledge management and client development efforts for the group; (5) serving as information conduits to support cross-department and cross-office initiatives and projects; and (6) supporting initiatives and projects in collaboration with a number of firm departments, including Professional Development, Marketing & Client Development, Knowledge Management, Communications, Recruiting, Diversity, Career and Alumni Services, Technology, Human Resources, and Office Administration. Communication, leadership, subject matter expertise, and emotional intelligence are important skills needed in this role along with an understanding of the life cycle of a matter and how attorneys practice in a law firm setting. This role reports to the Firm’s Director of Practice Management, US Litigation, under the Chief Legal Operating Officer, and will take daily direction from the Practice Group Leaders, while working closely with the Firm’s other Practice Managers. Responsibilities include: Strategy & Planning • Work with the practice group leadership, in coordination with the practice group management team, to develop strategic business goals, objectives, and tactics in alignment with Firm strategy. • Assist in the preparation and implementation of the practice groups' strategic goals and objectives, as defined by practice group leadership, including required coordination and execution. Talent Management & Development • Work with practice group leadership to manage talent across the groups, including through regular assessments of firm's recruiting and senior talent pipelines, in coordination with Human Resources development of performance improvement plans, and coordination with attorney review teams. • Support the firm's free market system from both an associate and partner perspective, including by helping lawyers identify appropriate staffing for matters and opportunities for new work. • Work to manage the associate j