NALP Directory of Legal Employers

Directory Year: 2022

Stinson LLP
Firm-wide

Hiring Attorney: Mr. Aalok Sharma

Hiring Attorney: Mr. Jere Sellers

Recruiting Contact: Ms. Jessica Pixler
Director of Attorney Recruiting
1201 Walnut Street
Suite 2900
Kansas City, Missouri (MO) 64106
United States

Contact Info: Phone: 816-842-8600
[email protected]
To apply online, go to:: https://www.stinson.com/careers-current-opportunities

Other Office Locations: Bismarck, ND - 1
Dallas, TX - 15
Denver, CO - 19
Jefferson City, MO - 6
Kansas City, Missouri - 134
Minneapolis, Minnesota - 134
New York, NY - 1
Omaha, NE - 10
Phoenix, AZ - 18
St. Louis, Missouri - 58
Washington, DC - 28
Wichita, KS - 13

Complex legal challenges are best approached with sharp insight and creative solutions. At Stinson, our attorneys combine industry knowledge and business acumen to deliver practical legal guidance to clients ranging from individuals to privately-held enterprises to international corporations. With approximately 450 attorneys in 12 offices nationwide, we take pride in our collaborative approach, our lasting relationships and our unique perspectives.

Summer Associate Program

Stinson’s Summer Associate Program has three components: substantive work, mentoring and networking. Stinson offers students professional experience and development and the opportunity to network with seasoned attorneys. The program is designed to give law students a realistic, on-the-job portrayal of daily life as an Associate Attorney.

Stinson’s 2022 summer program will include in-person opportunities but will also give Summer Associates the opportunity to work remotely within a set schedule. In response to the COVID-19 pandemic, Stinson's 2021 summer program was held virtually. In addition to Stinson's traditional summer programming, this gave Stinson's Summer Associates a real-world view of how the firm has adapted to serve client needs while prioritizing constituent and client safety.

Our program features numerous unique components that set us apart from other firms. For example, Summer Associates assume a realistic workload and manage multiple projects in a variety of practice areas. They engage in current client matters and in pro bono legal service. Summer Associates do not go through a formal rotation program; rather, they receive projects much in the same way as our Associates. We aim to give Summer Associates experience in their interest areas. The work, typically, is not limited to legal research. We look for opportunities for Summer Associates to work directly with attorneys on projects that involve client contact, factual investigations, witness interviews, negotiations, hearings, depositions, trials and the closing of transactions.

We also understand the value of mentoring. Each Summer Associate is assigned an Associate mentor and a Partner mentor, both of whom can assist the Summer Associate in learning about different practice areas, facilitate meetings with firm attorneys and provide insight on their practice and legal careers. Also, because it is important for law students to network with their peers and practicing attorneys, a variety of social events are an essential part of our Summer Associate Program.

Commitment to Diversity & Inclusion

Diversity and inclusion define our culture and the way we do business. We know that combining diverse backgrounds, ethnicities, abilities, gender identities, sexual orientations and ages contributes unique perspectives, adds business value and attracts and retains top talent. Diversity is not just about smart business. It’s about doing what’s right for our clients, our people, our profession and the world in which we live. It’s about all of us thriving together.

We believe that providing a diverse and welcoming workplace is the best path to serving the needs of our clients. We are committed to equal opportunity, non-harassment, diversity and inclusion without regard to race (including hair texture, hair type, or a protective hairstyle that is commonly or historically associated with race), color, creed, religion, national origin, sex, sexual orientation, gender identity, gender expression, genetic information or characteristics (of the individual or a family member), ancestry, disability, age, citizenship status, marital status, membership or activity in a local human rights commission, status with regard to public assistance, protected veteran status or any other protected group covered by applicable federal, state or local equal employment laws and regulations. The firm participates in a broad range of efforts designed to attract, retain and promote talented individuals from a broad variety of backgrounds.

To guide our strategic diversity and inclusion efforts, Stinson has made diversity and inclusion a key element of its strategic plan and adopted a Diversity and Inclusion Action Plan ("DIAP") to provide a detailed roadmap of how Stinson can accomplish its diversity and inclusion objectives.

The DIAP focuses on four key areas:

  • Recruitment: Enhance the firm's work product, competitive edge and access to top talent by obtaining a critical mass of diverse lawyers and staff
  • Success: Increase retention of diverse lawyers and staff by creating an inclusive, welcoming and supportive culture
  • Engagement & Growth: Enhance business relationships and raise the firm's brand as a leader in diversity and inclusion
  • Accountability: Create accountability and establish incentives for diversity and inclusion

The firm’s Diversity Committee and Chief Diversity and Inclusion Officer are charged with leading these diversity and inclusion initiatives and implementing the diversity and inclusion action plan.

2021 Diversity & Inclusion Annual Report: https://www.stinson.com/assets/htmldocuments/2021%20Diversity%20and%20Inclusion%20Annual%20Report.pdf 

Commitment to Well-Being

Stinson has a long-standing commitment to well-being in the workplace.  A signatory of the American Bar Association's Well-Being Pledge, we have committed our active engagement in the ABA's campaign to improve well-being across the profession. The firm established a Well-Being Committee to implement that pledge framework, which includes education and training for lawyers and staff on well-being topics, reducing the expectation of alcohol at firm events, providing resources and tools for managing substance use disorders and mental health challenges, and implementing policies and practices that support well-being as a core value of the firm.

In 2021, Stinson became one of the first law firms to hire a Director of Well-Being to bring a full-time, expert focus to these efforts.  The Director of Well-Being is charged with leading the implementation of Stinson's vision, strategy, and programming to help our lawyers and staff thrive in all aspects of life.  We leverage cutting-edge psychological science to provide meaningful support at both the individual and organizational level so that we can collectively reach our fullest potential.