Pre‑Litigation Manager
for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings. Remove boilerplate, duplicated lines, application instructions. Include a section ONLY when posting has real, specific content for it — never emit heading with filler/placeholder text. Prefer few substantive sections over many thin ones.
We need to parse the posting.
Company Description: includes mission, core values, etc. That's about the firm. Could be "About the role"? Actually "Company Description" could be considered "About the role"? But we have sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. The posting includes: Company Description (mission, values). Job Description (overview). Key Responsibilities (list). Qualifications (Required, Preferred). Additional Information (Benefits). Also "Key Performance Indicators (KPIs)" maybe could be considered part of Responsibilities or maybe separate but not a standard heading; we could incorporate into Responsibilities or maybe not create a separate section because not in list. We should not create sections not in allowed list unless we map content to allowed headings. The allowed headings are fixed list; we should only use those. So we need to map content to those headings.
We have:
- About the role: could include company description and job overview (mission, role purpose). Could be a prose paragraph.
- Responsibilities: list of duties (Key Responsibilities). Could be bullet list.
- Requirements: maybe required qualifications? The posting has "Qualifications" with Required and Preferred. Could split: Requirements = Required Qualifications? Or we could treat "Qualifications" heading as required qualifications, and "Skills" for preferred? But we have both Qualifications and Skills headings allowed. We need to decide mapping.
The posting includes "Required Qualifications" and "Preferred Qualifications". Also "Key Performance Indicators (KPIs)" maybe could be under Responsibilities or separate but not allowed.
We also have "Additional Information" about benefits.
Thus we can create sections:
- About the role (company description + job overview)
- Responsibilities (Key Responsibilities bullet list)
- Requirements (Required Qualifications bullet list)
- Qualifications (Preferred Qualifications bullet list) maybe? Or Skills? But we have Skills heading allowed; we could put preferred qualifications under Skills. However the posting includes "Preferred Qualifications" which includes experience managing teams, multi-office, technology platforms, process improvement. Those are qualifications/skills. Could map to Skills.
- Benefits (Additional Information bullet list)
- Pay and Schedule: not provided, so we should NOT create those sections because no specific content. The instruction: never create Pay/Schedule/Benefits sections unless posting actually states them. Benefits we have, so we include Benefits. Pay and Schedule not present, so omit.
Thus we will output:
About the role
... (company description + job overview)
Responsibilities
- ...
...
Requirements
- ...
...
Skills
- ...
...
Benefits
- ...
...
We must preserve all substantive information, not invent or summarize away detail. Must not include boilerplate like EEO, scam warning, application instructions, etc. Also remove duplicated lines.
We need to extract the substantive content.
Let's parse the posting.
Company Description:
"Join an Award-Winning Personal Injury Law Firm At The Ward Law Group, our mission is simple: Changing Lives. One Client at a Time Recognized as one of the Best Places to Work for consecutive years, we are committed to delivering exceptional legal representation while creating an environment where talented professionals can grow, lead, and make a meaningful impact every day. We believe our people are our greatest asset. We foster a collaborative, innovative, and high-accountability culture where every team member is empowered to make informed decisions, continuously improve, and deliver exceptional results for our clients. Every role contributes directly to helping injured individuals navigate one of the most challenging times in their lives while supporting the continued growth and success of our firm. Our Core Values Faith – We act with integrity, honesty, and purpose in everything we do. Accountability – We take ownership of our work, our commitments, and the results we deliver. Leadership – We lead by example, inspire others, embrace continuous improvement, and develop high-performing teams. Loyalty – We build lasting relationships through trust, respect, and dedication to our clients, teammates, and community. Service to Our Clients – We are committed to delivering compassionate, responsive, and exceptional service that maximizes every client's opportunity for success. Service to Our Teammates – We foster a culture of collaboration, respect, support, and shared success where every team member has the opportunity to grow and thrive. Service to Our Community – We believe in making a positive impact beyond the workplace by serving and strengthening the communities where we live and work. If you are passionate about helping injured clients, thrive in a fast-paced, results-driven environment, and are committed to delivering exceptional client service while continuously growing your career, we invite you to join The Ward Law Group and help us change lives—one client at a time."
That's a lot. We need to preserve all substantive information. Could be a paragraph.
Job Description: "The Pre-Litigation Manager is responsible for leading and developing the firm's pre-litigation department while ensuring exceptional client outcomes, operational efficiency, and team performance. This role oversees attorneys, case managers, demand specialists, and support staff responsible for managing personal injury cases from retention through settlement or litigation transfer. The ideal candidate is a proven personal injury leader who understands case lifecycle management, settlement strategy, team development, KPI management, and operational execution. The Pre-Litigation Manager will be accountable for department performance, client satisfaction, settlement outcomes, attorney productivity, and adherence to firm processes and standards."
We can combine with company description in About the role.
Now Responsibilities: "Key Responsibilities" with subheadings:
Department Leadership & Operations
- Oversee daily pre-litigation operations and workflow management.
- Ensure cases progress efficiently through all stages of pre-litigation.
- Monitor attorney and case management productivity, workload distribution, and performance.
- Identify bottlenecks, inefficiencies, and operational risks and implement corrective action plans.
- Develop and enforce department policies, procedures, and best practices.
- Drive accountability through measurable KPIs and performance metrics.
Case Strategy & Settlement Oversight
- Review high-value, complex, and escalated personal injury matters.
- Assist attorneys with case strategy, liability analysis, treatment evaluation, and settlement planning.
- Review settlement authority recommendations and negotiation strategies.
- Ensure cases are worked aggressively to maximize settlement value while maintaining efficiency.
- Partner with attorneys to determine appropriate litigation referrals and case escalation decisions.
Team Management
- Recruit, hire, onboard, train, and develop attorneys, case managers, and support staff.
- Conduct performance reviews and provide ongoing coaching and feedback.
- Establish individual and departmental goals and ensure accountability for results.
- Address performance concerns and implement development plans when necessary.
- Foster a high-performance culture focused on ownership, urgency, service, and results.
Client Experience
- Ensure exceptional client communication throughout the case lifecycle.
- Monitor client satisfaction and resolution timelines.
- Assist in resolving escalated client concerns and service issues.
- Ensure case teams maintain proactive communication and responsiveness.
Performance Management & Reporting
- Monitor and report on departmental KPIs and operational metrics.
- Analyze settlement performance, attorney productivity, caseload management, and case progression.
- Conduct regular audits to ensure compliance with firm standards.
- Develop action plans to improve performance, efficiency, and profitability.
Cross-Functional Collaboration
- Partner with Intake, Demand Center, Reductions, Litigation, and Client Support teams.
- Work with firm leadership to identify growth opportunities and operational improvements.
- Support the firm's strategic initiatives and expansion efforts.
We need to preserve all these bullet points.
Now Qualifications: "Required Qualifications" list:
- Florida or New York personal injury experience.
- Bilingual English/Spanish.
- 5+ years of plaintiff personal injury experience.
- 3+ years of leadership experience managing attorneys, case managers, or legal operations teams.
- Demonstrated success managing pre-litigation case portfolios at scale.
- Strong knowledge of personal injury case handling, liability evaluation, treatment management, negotiation strategy, and settlement processes.
- Experience managing KPIs, departmental performance, and operational workflows.
- Strong leadership, coaching, and employee development skills.
- Excellent communication and conflict resolution skills.
- Ability to work in a fast-paced, high-volume environment.
"Preferred Qualifications":
- Experience managing teams of 15+ employees.
- Multi-office law firm leadership experience.
- Experience with Litify, Salesforce, SmartAdvocate, or similar legal technology platforms.
- Process improvement and operational management experience.
Now "Key Performance Indicators (KPIs)" maybe we could incorporate into Responsibilities or maybe a separate section but not allowed. Could we treat KPIs as part of Responsibilities? The responsibilities already include monitoring KPIs etc. But the KPI list is detailed; we could include as a subsection under Responsibilities? But we must not create headings not allowed. Could we embed KPI details within Responsibilities bullet list? The responsibilities already have bullet points about monitoring KPIs etc. The KPI list is separate; we could add them as additional bullet points under Responsibilities (maybe under Performance Management & Reporting). But we already have those points. The KPI list includes:
Settlement Performance
- Total settlement dollars generated.
- Average settlement value.
- Settlement growth trends.
Case Management
- Time-on-desk compliance.
- Case progression and cycle time.
- Litigation referral quality.
Operational Excellence
- Attorney productivity.
- Caseload balance and utilization.
- Task completion and workflow compliance.
Client Experience
- Client satisfaction scores.
- Communication compliance.
- Complaint and escalation resolution.
Leadership & Team Performance
- Employee retention.
- Training completion rates.
- Performance improvement outcomes.
- Achievement of department goals.
We could incorporate these as bullet points under Responsibilities (maybe under Performance Management & Reporting). But we already have bullet points for monitoring and reporting on departmental KPIs etc. The KPI list gives specifics; we could add them as sub-bullets? But we only allowed - for any list; we could nest lists? Not specified but we could just add them as separate
- items under Responsibilities. That would preserve all info.
Now Benefits: "Additional Information Eligible employees enjoy a competitive benefits package, including:" then list:
- Medical, Dental & Vision Insurance
- Company-paid Life Insurance
- Short-Term Disability
- Long-Term Disability
- Supplemental Insurance Options
- 401(k) with Company Match
- Paid Time Off
- Employee Assistance Program (EAP)
We need to preserve all.
Now we must remove boilerplate: "Join Our Team At The Ward Law Group, every role contributes to changing lives. If you're looking for an opportunity to grow your litigation career, maximize client recoveries, and work alongside a high-performing legal team, we'd love to hear from you. Apply today and become part of a team committed to excellence, accountability, and changing lives—one client at a time. The Ward Law Group is not accepting unsolicited assistance from search firms for this employment opportunity. All resumes submitted by search firms to any employee at The Ward Law Group via-email, the Internet or in any form and/or method without a valid written Statement of Work in place for this position from The Ward Law Group HR/Recruitment will be deemed the sole property of The Ward Law Group. No fee will be paid in the event the candidate is hired by The Ward Law Group as a result of the referral or through other means."
That's application instructions and legal boilerplate; we must remove.
Also remove duplicated lines: there may be
for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings. Remove boilerplate, duplicated lines, application instructions. Include a section ONLY when posting has real, specific content for it — never emit heading with filler/placeholder text. Prefer few substantive sections over many thin ones. We need to parse the posting. Company Description: includes mission, core values, etc. That's about the firm. Could be "About the role"? Actually "Company Description" could be considered "About the role"? But we have sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. The posting includes: Company Description (mission, values). Job Description (overview). Key Responsibilities (list). Qualifications (Required, Preferred). Additional Information (Benefits). Also "Key Performance Indicators (KPIs)" maybe could be considered part of Responsibilities or maybe separate but not a standard heading; we could incorporate into Responsibilities or maybe not create a separate section because not in list. We should not create sections not in allowed list unless we map content to allowed headings. The allowed headings are fixed list; we should only use those. So we need to map content to those headings. We have: - About the role: could include company description and job overview (mission, role purpose). Could be a prose paragraph. - Responsibilities: list of duties (Key Responsibilities). Could be bullet list. - Requirements: maybe required qualifications? The posting has "Qualifications" with Required and Preferred. Could split: Requirements = Required Qualifications? Or we could treat "Qualifications" heading as required qualifications, and "Skills" for preferred? But we have both Qualifications and Skills headings allowed. We need to decide mapping. The posting includes "Required Qualifications" and "Preferred Qualifications". Also "Key Performance Indicators (KPIs)" maybe could be under Responsibilities or separate but not allowed. We also have "Additional Information" about benefits. Thus we can create sections: - About the role (company description + job overview) - Responsibilities (Key Responsibilities bullet list) - Requirements (Required Qualifications bullet list) - Qualifications (Preferred Qualifications bullet list) maybe? Or Skills? But we have Skills heading allowed; we could put preferred qualifications under Skills. However the posting includes "Preferred Qualifications" which includes experience managing teams, multi-office, technology platforms, process improvement. Those are qualifications/skills. Could map to Skills. - Benefits (Additional Information bullet list) - Pay and Schedule: not provided, so we should NOT create those sections because no specific content. The instruction: never create Pay/Schedule/Benefits sections unless posting actually states them. Benefits we have, so we include Benefits. Pay and Schedule not present, so omit. Thus we will output:
About the role
... (company description + job overview)
Responsibilities
- ... ...
Requirements
- ... ...
Skills
- ... ...
Benefits
- ... ...
- for any list; we could nest lists? Not specified but we could just add them as separate
- items under Responsibilities. That would preserve all info. Now Benefits: "Additional Information Eligible employees enjoy a competitive benefits package, including:" then list: - Medical, Dental & Vision Insurance - Company-paid Life Insurance - Short-Term Disability - Long-Term Disability - Supplemental Insurance Options - 401(k) with Company Match - Paid Time Off - Employee Assistance Program (EAP) We need to preserve all. Now we must remove boilerplate: "Join Our Team At The Ward Law Group, every role contributes to changing lives. If you're looking for an opportunity to grow your litigation career, maximize client recoveries, and work alongside a high-performing legal team, we'd love to hear from you. Apply today and become part of a team committed to excellence, accountability, and changing lives—one client at a time. The Ward Law Group is not accepting unsolicited assistance from search firms for this employment opportunity. All resumes submitted by search firms to any employee at The Ward Law Group via-email, the Internet or in any form and/or method without a valid written Statement of Work in place for this position from The Ward Law Group HR/Recruitment will be deemed the sole property of The Ward Law Group. No fee will be paid in the event the candidate is hired by The Ward Law Group as a result of the referral or through other means." That's application instructions and legal boilerplate; we must remove. Also remove duplicated lines: there may be