Job intelligence
Legal Counsel - Product, Privacy and IP
Pluralsight
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
The available details do not point to a single standout advantage yet. The clearest issue to weigh is the salary benchmark is still shallow.
The range is usable, but the comparable sample is still too shallow for a strong relative-pay call.
The listing contains work-authorization language that may limit where the employer can hire.
The listing does not make the minimum education or experience threshold clear enough yet.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
5 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Compensation
- Work arrangement
- Advertised location
- Application closing time
- Employment type
Core evidence complete
All five core facts are stated. Other details can still matter, so continue with the qualification, mobility, employer and application checks below.
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
Nothing stands out strongly enough yet to call a clear advantage. The role may still be attractive for reasons the listing does not spell out.
Trade-offs to weigh
- The salary benchmark is still shallow: Pay is disclosed, but the current comparison pool is too small for a strong relative-pay conclusion.
- Location rules could change the fit: The listing contains work-authorization language that may limit where the employer can hire.
Questions worth asking before you invest more time
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
Associate Counsel
RYZE Superfoods · Remote — Worldwide
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Federal Civil Litigation Attorney - Remote
YO AI Labs · Remote — Worldwide
Why it is nearby: Same seniority band · Similar work arrangement · Recently posted
Counsel, Regulatory (Pharmacy)
hims & hers · USA
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
About 29% higher advertised midpoint
Different angle: Seniority is not explicit
Litigation and Risk Paralegal
ANGI · USA
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
About 35% lower advertised midpoint
Different angle: Seniority is not explicit
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Legal & compliance roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (135) · GBP (1). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Shows the subset with enough stated evidence for a more informed first comparison.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Only same-currency opportunities with usable annualized pay enter this comparison. Other currencies are not converted or treated as lower.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
Uses only roles with a stated employment type.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 442 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation. About 68% of the bounded current role sample does the same.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is mixed but appears in at least half of the current role sample.
Employer-level comparison is withheld until enough current employer listings are available.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: advertised pay range, current same-currency market context, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
Usable advertised compensation is available.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- What retirement or pension contribution does the employer provide?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- legal service manager
- mergers and acquisitions analyst
- scopist
- lawyer linguist
- legal administrative assistant
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Paralegals and Legal Assistants 23-2011.00
- Legal Secretaries and Administrative Assistants 43-6012.00
- Legal Support Workers, All Other 23-2099.00
- Lawyers 23-1011.00
- Compliance Managers 11-9199.02
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
legal service manager
Usually essential in this ESCO occupation
- cost management
- write work-related reports
- provide legal advice
- legal department processes
- comply with legal regulations
- advise on legal services
- liaise with managers
Context-dependent ESCO skills
- mergers and acquisitions
- use communication techniques
- negotiate in legal cases
- provide legal advice on investments
- prioritise requests
O*NET · U.S. occupation
Paralegals and Legal Assistants
O*NET occupation skills
- Writing
- Active Listening
- Reading Comprehension
- Speaking
- Critical Thinking
- Active Learning
- Complex Problem Solving
- Judgment and Decision Making
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Adjacent current roles to investigate
Accountant
Lemartec Corporation · Remote — Worldwide
same seniority band · same employment type · similar work-arrangement evidenceImplementation Consultant (Finance System)
IMP Software · Remote — Worldwide
same seniority band · same employment type · similar work-arrangement evidenceProject Manager Digital Solutions - Remote EMEA (M/F/D) (COLLEGNO TORINO, TO, IT
TE Connectivity · Remote — Worldwide
same seniority band · same employment type · similar work-arrangement evidenceAdjacent-family roles are exploration prompts from current HPJ inventory. They are not inferred qualification matches and they do not imply a promotion path.
Career move map
What sits one step away?
This listing is currently read as Mid-career. Nearby roles one visible seniority step away can help you judge whether to widen the search, stretch upward or compare the responsibilities more carefully.
Stretch direction
Commercial Counsel
Instacart · USA
Similar work arrangement · Same employment type · Recently posted Advertised midpoint is about 46% higherSenior Counsel, Commercial
Dandy · USA
Similar work arrangement · Same employment type · Recently posted Advertised midpoint is about 59% higherThese are live roles one visible seniority step away in the same broad occupation family. They can reveal nearby options, but they are not a guaranteed promotion path and do not account for your personal experience.
Skill bridge
What does this role connect to?
Cybersecurity is one of the signals this listing shares with skills appearing often across current Legal & compliance roles opportunities.
Skills named in this listing
Shared with the current career sample
- Cybersecurity Seen in 10 sampled listings
- Machine Learning Seen in 7 sampled listings
- Procurement Seen in 20 sampled listings
Combinations also appearing together
- Cybersecurity + Procurement appeared together in 5 sampled listings
- Machine Learning + Procurement appeared together in 3 sampled listings
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Cybersecurity, Machine Learning, and Procurement rather than relying on a keyword-only claim.
- The listing mentions extra application steps. Review those requirements before starting so you can prepare the requested material in one pass.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Finance & accounting roles and Operations & program roles. This is exploration context, not a qualification match.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 51 contain a recognized skill signal.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
Cybersecurity
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Machine Learning
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Procurement
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Prepare for a stated application step
A portfolio or work sample is explicitly mentioned.
Questions worth resolving before you rely on the opportunity
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
Decision analysis
What the listing really tells you
For Legal Counsel - Product, Privacy and IP at Pluralsight, the most useful clues right now are the range is useful even though the comparison pool is small, work-location flexibility has usable detail, and the visible application effort can be estimated. Looking at them together makes the trade-offs easier to see.
The range is useful even though the comparison pool is small
A usable USD salary is available, but there are not enough comparable current observations for a strong percentile statement yet.
Work-location flexibility has usable detail
The work-location pattern is “Highly location-flexible”, with Remote Freedom at 86/100. The most important location constraint is the listing contains work-authorization language that may limit where the employer can hire..
The visible application effort can be estimated
Provider-mediated application path · 1 visible process step. The external application may contain additional steps that are not visible from the listing itself.
Source continuity adds useful context
The opportunity currently has 1 renewable source path across 1 source classes. Multiple independent paths can strengthen continuity, but they are not a substitute for checking the application destination.
How this analysis is assembled
Built from the pay, location, qualification, mobility, application and source details available for this vacancy. Anything the listing leaves unresolved stays unresolved.
Analysis evidence coverage
How much analysis can the current evidence support?
Only 8 comparable salary observations are available. At least 10 are needed before showing a High Pay Score.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The configured source supplied structured salary fields, a usable currency and a focused comparison value.
The listing was posted about 5 days ago.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
- The available work-location evidence indicates strong location flexibility.
Visible cautions
- The listing contains work-authorization language that may limit where the employer can hire.
Still unknown
- There is not enough comparable salary evidence to establish this job’s current pay position.
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Opportunity Efficiency not assessed
The current pay position is not reliable enough to weigh compensation against the stated barriers.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Current comparable pay position is unavailable.
- Education requirement is not established.
- Required prior-experience level is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
The observable Remote Freedom evidence is strong and contains few explicit restriction signals.
Still check: The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Explainable opportunity highlight
Why this opportunity stands out
These are supported signals from the current listing and comparison sample—not a guarantee that this is the best job for you.
The source provides structured salary information with a comparatively focused range, improving the usefulness of pay comparisons.
The observable work-location signals indicate unusually strong location flexibility.
Compensation intelligence
How competitive is this pay?
Only 8 comparable salary observations are available. At least 10 are needed before showing a High Pay Score.
Why this analysis?
- Only 8 comparable salary observations are available. At least 10 are needed before showing a High Pay Score.
- Salary confidence: High. The configured source supplied structured salary fields, a usable currency and a focused comparison value.
- Range quality: Focused salary range.
Employer compensation communication
Pay transparency at Pluralsight
Only 1 current listing from this employer is indexed. At least three are required before employer-level pay transparency is summarized.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
Pluralsight — current opportunity snapshot
Only 1 current listing from this employer is visible. At least three are needed before an employer pattern is shown.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Highly location-flexible
Why this score?
- The source describes the role as open worldwide or globally.
Location restrictions detected
- The listing contains work-authorization language that may limit where the employer can hire.
Flexibility signals detected
- Worldwide or global remote eligibility is explicitly indicated.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
No obvious trade-off appears in the available job details. That does not mean the role has no drawbacks, so the original listing and employment terms are still worth reading carefully.
Current alternatives
Better-paying alternatives
These current roles show a materially higher annualized salary midpoint in the same broad occupation and currency. Similar seniority, country, work arrangement, employment type and recency are preferred where possible; higher pay alone does not make an alternative a better fit.
Counsel, Regulatory (Pharmacy)
hims & hers · USA
Region-restricted remoteWhy comparable: Similar work-location arrangement · Same employment type · Recently posted
Check: Seniority is not explicit in the alternative listing.
Commercial Counsel
Collibra · USA
Region-restricted remoteWhy comparable: Similar work-location arrangement · Same employment type · Recently posted
Check: Seniority is not explicit in the alternative listing.
Legal Counsel, Identity & Trust Products
Socure · USA
Region-restricted remoteWhy comparable: Similar work-location arrangement · Same employment type · Recently posted
Check: Seniority is not explicit in the alternative listing.
Alternatives are drawn from the current inventory rather than presented as application recommendations. A pay difference needs to be meaningful—about 3% or more at the midpoint—and different currencies are not compared.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: himalayas.app · HTTPS
Visible application steps or requirements
- A portfolio or work sample is explicitly mentioned.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
Job Description:
Job Summary
We are looking for a hard-working, competent, and adaptable attorney to support our rapidly growing and evolving Pluralsight teams. This position will focus primarily on Privacy, Product and Marketing compliance, SaaS contract review and negotiation, Intellectual Property (including trademarks and marketing IP), while also providing legal counsel on a range of Product and Marketing-related matters, including AI/ML and the EU AI Act. The role will also support the broader legal team, as available and as needed, in other substantive areas.
What you’ll do
The right candidate for this position will assist the Chief AI, Privacy and Digital Risk Counsel across four areas of focus:
Privacy, Cybersecurity and AI
- Provide guidance to key internal stakeholders (PrivacyOps, Marketing, Product, Tech, Finance, Support, and Employment) on privacy, AI, and security matters
- Maintain a working knowledge of privacy and AI laws and regulations, including GDPR, CCPA, sectoral privacy laws, and the EU AI Act, and keep up with emerging regulation
- Maintain, develop, and evolve privacy notices, policies, procedures, DPIAs, and DPAs, including subprocessor determinations and notifications, and support internal training
- Oversee the DSAR process, subprocessor audits, and Trust Center content, directing outside counsel on escalated DSARs, complaints and disputes, annual policy and playbook updates, and process and website audits
- Provide AI guidance and support AI product development, including AI assessments, AI vendor reviews, disclaimer guidance, and EU AI Act compliance
- Work closely with the Data Governance team on global privacy initiatives in furtherance of Pluralsight's legal obligations to protect the data of our customers, employees, vendors, and other third parties
- Review and maintain customer and vendor security and privacy questionnaires (such as SIG and CAIQ) and related field guidance documents, and regularly review and maintain Data Privacy/Cyber Security, Marketing, and AI handbooks and job aids
- Support the CISO org during a Security Incident, including regulatory and customer notification, contractual requirements, root cause analysis reviews, and internal and external communications
- Assist with annual ISO and SOC assessments and audits, and review and update relevant GRC policies annually for legal and regulatory changes
SaaS Contracts, Technology Transactions and Partnerships
- Review, draft, and negotiate SaaS agreements, DPAs, NDAs, vendor agreements, and partnerships, with a focus on privacy and AI/ML terms, balancing risk with business goals
- Review high-priority contracts and procurement requests, and handle escalations on contract terms and obligations (for example, export control and government customer terms)
- Scope and conduct initial legal reviews of partnership initiatives, such as content, channel, and technology partnerships
- Direct outside counsel on in-depth technical reviews of major contracts as needed
- Create and enforce templates, and keep playbooks, written guidance, and talking points current for the Contracts and Sales teams on recurring Privacy, Cybersecurity, IP, and AI/ML topics, including quarterly training meetings
- Assist the demanding business teams in responding promptly to legal inquiries on customer and vendor questionnaires
- Review and keep up with emerging regulations as they apply to customer, vendor, and partner agreements and the Products and Marketing we support
Marketing IP, Trademarks, Copyright and Brand
- Review marketing collateral, content, Help Center articles, sales enablement materials, and promotional campaigns for copyright, licensing, third-party rights, claims, and disclaimers, flagging risks
- Maintain a working knowledge of marketing and advertising laws, including CAN-SPAM, TCPA, DNC, telephone marketing, cookie consent, and the FTC Negative Option Rule, and guide Marketing accordingly
- Assist with trademark matters, including clearance, registration, portfolio maintenance, enforcement, and brand protection escalations
- Advise on copyright, ® marks, and publication review for content and author materials
- Maintain brand guidelines and guide teams on their proper use
- Support patent filings and IP agreement creation and negotiation in close collaboration with outside counsel
- Advise on IP issues in product development, including AI/ML training data, outputs, and open source
Product Development and Other Legal Support
- Support product and project development from inception to GTM and EOL, including project scoping, initial technical legal reviews, and regular product meetings
- Provide regular guidance to Technical Support, Sales, Authors, Marketing, Security, and other teams on Product and Privacy issues, including support escalations
- Work with outside counsel and a paralegal or assistant to delegate routine and specialized work, and help evaluate that model
- Coordinate with Finance and Corporate Legal, and drive process improvements
- Support other legal initiatives and special projects when needed
Experience you’ll bring
- Substantial experience reviewing and negotiating SaaS agreements, including data processing, security, liability, and AI/ML-related terms
- Strong working knowledge of privacy law and practice, with hands-on experience in DPAs, DPIAs, and customer privacy and security questionnaires
- Good communication (oral and written) and interpersonal skills within and across departments and externally; must be proactive in providing counsel to clients
- Sound judgment; ability to clearly make reasoned recommendations; ability to cross-think and determine who should be kept informed
- Self-starter with good business sense and a sense of urgency, honesty, and fairness
- Excellent team player, calm under pressure, with a can-do attitude
- In-house experience with a technology/SaaS company
- Certified Information Privacy Professional (CIPP/US) or Certified Information Privacy Manager (CIPM) certification
- Experience working with external regulators and customers
- Experience with technology transactions and partnerships (content, channel, and technology), including working with outside counsel on in-depth reviews
- Working knowledge of intellectual property law, including trademarks, copyright, and marketing IP, and familiarity with patent filings in collaboration with outside counsel
- Familiarity with privacy and marketing laws (including CAN-SPAM, TCPA, and DNC) and with the EU AI Act and emerging AI regulation
- Experience supporting security incident response, including customer and regulatory notification, and ISO/SOC audits and assessments
- Comfort managing outside counsel and working with paralegal or assistant support to scale the team
- Preferred current bar membership in good standing
Who you’re committed to being
- A true team player: collaboration is a must-have for this role, and you lift up your legal colleagues, business partners, and cross-functional teams
- A go-getter with a can-do attitude who takes ownership, finds a path to yes, and gets things across the finish line
- Positive in demeanor and able to thrive in a fast-paced, high-output, team-oriented, practical environment
- Passionate about solving problems and adding value to the company
- Courteous, highly organized, proficient, reliable, and proactive, using independent judgment
- Committed to personal growth and development by actively seeking feedback, providing feedback, and responding with action
- Open and honest in communications with all partners – legal colleagues, management, cross-functional teams, customers, and others
- Trusted to handle highly confidential information with professionalism and unquestionable integrity
Requirements
- A minimum of 5 years of substantive legal experience with a legal department or a nationally recognized law firm
- JD from an ABA-accredited law school
Why you’ll love working here
- We work in a blended environment that supports collaboration, flexibility, and connection across teams.
- We are mission-driven, shaping the future of tech upskilling and delivering impact that matters.
- We foster a culture of inclusion and belonging, where everyone can contribute and thrive.
- We are always learning, creating an environment where you can take on new challenges, expand your skills, and grow with purpose.
- Benefits include competitive compensation, bonus eligibility, comprehensive medical coverage, unlimited PTO, wellness reimbursement, professional development funds, and more.
About us
Pluralsight provides the only learning platform dedicated to accelerating the technology skills and capabilities of today’s tech workforce. Thousands of companies, government organizations and individuals around the world rely on Pluralsight to support critical technology skill development in areas that are crucial to innovation including artificial intelligence, cloud computing, cybersecurity, software development, and machine learning. We offer highly curated content developed by vetted technology experts, industry leading skill assessments, and hands on, immersive learning experiences designed to help individuals skill-up faster.
Physical Requirements
Work is performed in an office (or home office) environment and requires the ability to operate office equipment and keyboards.
EEOC & Accommodations Statement
Bring yourself. Pluralsight is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or veteran status. We also consider qualified applicants with criminal histories, consistent with EEOC guidelines and local laws.
If you need an accommodation to apply, interview, or perform essential job functions, please email . Learn more about our commitment to diversity, equity, inclusion, and belonging in our DEIB Report.
Work Eligibility
Applicants must have the existing legal right to work in the country where this role is located, on an ongoing basis, without any sponsorship or assistance from the Company. The Company will not sponsor, file, transfer, extend, or otherwise support any visa, work permit, employment authorization, or other immigration benefit for this position, whether now or in the future. This includes, without limitation, new or renewed work visas, visa transfers, extensions or changes of status, and employment-based residency or permanent residence applications.
Pay Transparency
The annual US base salary range for this role is $129,200 - $170,000 USD. Actual compensation will depend on location, skills, experience, and other factors. Additional benefits and bonuses may apply. Applications must be submitted within 90 days after the initial posting date to be considered.
Recruiting Scam Notice
Please be aware of recruiting scams. We’ll only contact you from an @pluralsight.com email or verified channels. We never ask for sensitive personal info or payments as part of the hiring process. All openings are posted on our Careers page.
AI Use
Pluralsight uses AI-assisted features and separate automated technology to support parts of our recruiting process — for example, to help source candidates and draft job postings/descriptions, and to help flag potentially fraudulent or bot-generated applications for review. These tools do not evaluate your qualifications or suitability for a role and are not used to make automated hiring decisions, including rejections. All evaluation and selection decisions are made by our human recruiters and hiring team. Pluralsight’s complete Candidate Privacy Notice and applicable state supplements can be located here. If you have questions, please contact .
Originally posted on Himalayas
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed in the current source window
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Himalayas. Destination: himalayas.app. The application opens in a new tab so you can keep this report open.
