Substantive work and real client connections
Otten Johnson hires both new and lateral attorneys to practice commercial real estate, business transactions, real estate finance, land use, workouts and restructuring, and litigation. We hire from law schools in Colorado and nationally, and we welcome applications even when we do not have a specific opening posted.
The firm is ranked in Vault’s 2026-2027 Midsize Quality of Life Rankings, which Vault compiles from anonymous surveys of associates inside each ranked firm on factors including current career outlook, the quality of their work assignments, their work hours, and other factors.
What we look for
We hire attorneys who take on substantive work, treat their craft seriously, and can think practically and creatively about what a client needs. Strong academic record matters, but collaboration with clients and colleagues is paramount.
The work
Associates at Otten Johnson are an integral part of client teams from day one, typically involved in all aspects of a case or transaction. Attorneys get direct contact with clients and other parties early in their careers, including first-year litigators defending and taking depositions and getting trial experience. Transactional associates develop the drafting, negotiation, transaction management, and client management skills needed to close real estate and corporate deals and to work through complex annexation or entitlement matters.
We believe associates grow through direct client relationships. Opportunities for associate client contact are plentiful, and the firm supports each associate’s efforts to build a presence within the community and develop relationships outside the firm.
Mentorship and training
Each new associate is paired with a director-level mentor within the associate’s practice group. Mentors work with associates on legal skills, the breadth and depth of their workload, and the broader work of building a career as a lawyer.
In addition to one-on-one mentorship, attorneys are organized into pods of peers. These small groups create space for discussion across practice groups on topics ranging from business development to general work and life topics.
Training comes both internally, through programs led by experienced attorneys across practice areas, and externally through reputable organizations such as the National Institute for Trial Advocacy, Continuing Legal Education of Colorado, and CLE International. The firm’s Attorney Development Committee oversees all mentoring and training activities.
Work assignment and feedback
Cases and transactions are typically assigned by mentors and other directors within specific practice groups, with practice groups monitoring workload across the associates within each group.
Feedback happens in two forms. Assigning attorneys provide ongoing project-specific feedback throughout the year. Each November, associates receive formal evaluations from every attorney for whom they have done substantive work, covering analytical and drafting work, interaction with attorneys and staff, and engagement with existing and prospective clients.
Compensation, benefits, and billable expectations
The starting salary for new associates is $170,000. Associates are also eligible for yearly bonuses based on factors including billable hours, quality of work, and broader contributions to the firm and community.
The firm offers a 401(k) program and a profit-sharing plan for all full-time employees. All full-time new hires may participate in the 401(k) immediately upon hire. The Firm will match 100% of the first 1% contributed and 50% of the next 5% for a total match of 3.5% on a 6% contribution. Employee contributions vest immediately, and the firm’s contributions vest after two years. Profit sharing is provided to all employees after one year of continuous service.
The firm also provides a group health benefits program along with other employee benefits.
The expectation is that attorneys bill at least 1,750 hours annually.
Bar exam costs and continuing education
The firm covers expenses associated with taking the bar exam and provides a stipend of one month’s salary for those taking the bar and joining the firm as associates. Bar membership dues and continuing legal education are also covered.
Pro bono, community, and business development
Pro bono and community involvement are matters of personal choice, but the firm fully supports attorneys and staff who participate. Our people serve on nonprofit boards and participate in activities including mentoring programs, holiday giving campaigns, pro bono legal services, and numerous volunteer projects across the community. The firm’s charitable foundation, created in 2004, manages much of the firm’s philanthropic work.
Business development is encouraged for associates. The firm does not require associates to develop a specific amount of business, but business development is one of several factors considered for bonuses and advancement.
Diversity and inclusion
Otten Johnson was among the initial group of law firms to sign the Colorado Pledge to Diversity, a commitment to the development, recruitment, and retention of attorneys and staff from diverse backgrounds. The firm participates in The Pledge’s First Year Law Clerk Program and the Rocky Mountain Diversity Legal Career Fair. Our attorneys and staff are also members of organizations including the Center for Legal Inclusiveness. The firm is an equal opportunity employer.
How to apply
Otten Johnson welcomes applications from both new and lateral attorneys, even when we do not have a specific opening posted. Lateral applicants should send a cover letter, resume, and transcript to HR@ottenjohnson.com.