A prospective client asks for help with a supply contract dispute, and the first search on its name returns nothing. Clean. Then you pull its corporate family and find a subsidiary, acquired a while back under a different name, sitting on the other side of an existing client in a matter run out of another office. Catching that before the firm agrees to act is the whole point of the role. This listing sits among remote conflicts analyst jobs in law firm risk teams: full-time, home-based from any country, paying $4,850 per month in USD. In short, the conflicts analyst job description is this: you run conflict searches on new clients, matters and adverse parties in Intapp Open, work through corporate family trees, prepare conflict reports for attorneys and update party records in Elite 3E once a matter clears.
Every check starts with a form. An attorney or their assistant submits a new business intake request naming the proposed client, the matter, the opposing side and anyone else involved: co-defendants, lenders, insurers, individual officers, sometimes a target company in a deal. Your first task is to read it critically. Is the client described by its full legal name or a trading name? Is the adverse party a person or a company? Has a related party been left off because the requester did not think it mattered?
Gaps are common, and a short query to the requester early saves a second round later.
With the request tidied, you run each name through Intapp Open against the firm's history: current and former clients, open and closed matters, adverse parties, co-counsel, and parties recorded as related. A good search is set up deliberately. You choose which roles to search, which date range matters and whether to include the firm's prospective or declined matters. You also record exactly what you searched, so a later reviewer can see the check was complete.
Most hits are noise. Sorting genuine ones from coincidences is where research instinct shows.
Few businesses stand alone. A request names one entity, but conflicts can sit with its parent, a sister company or a subsidiary formed for a single project. Building the family tree means checking company registries, filings and commercial databases, then searching each relevant entity in turn. Former names matter as much as current ones, because an old matter may be filed under the name a company carried before a merger or rebrand.
You will not search every distant affiliate. Judging how far to go, and noting where you stopped and why, is part of the skill.
Names rarely appear the same way twice. One record runs a company name together and ends it with "Ltd", another splits the same name into two words and spells out "Limited", a third uses an abbreviation lifted from an invoice. Individuals are harder still: transliterated surnames, married names, middle initials that come and go. Conflicts systems offer phonetic and fuzzy matching to catch these, and you learn to adjust thresholds so the results are wide enough to catch variants without burying the real hit in hundreds of irrelevant ones.
When a near match appears, you confirm or rule it out with supporting detail such as an address, a registration number or the matter description itself.
Attorneys need a report they can act on in minutes. It sets out who was searched, what came back and what each result means. A direct hit is a clear match, for example the proposed adverse party is a current client of the firm. A potential issue is less certain: a former client in a related area, an affiliate of an existing client, or a name match you could not fully confirm. You describe each one factually, flag where the information is incomplete and point to the relevant matter and responsible partner.
What you do not do is decide whether the firm may proceed. The report informs that decision; it does not make it.
Professional ethics rules on conflicts of interest differ by jurisdiction. The firms hiring for this seat mostly apply US practice, where bar rules and firm policy shape what counts as a conflict and when consent can resolve one. In broad terms, some conflicts can proceed with informed consent from the affected clients, some cannot, and some are handled by screening particular lawyers. Those calls are made by the responsible attorneys and the firm's general counsel or risk committee, not by the analyst. Your part is to make sure they have accurate facts, to log the outcome and to track any waiver letters until they come back signed.
Once a matter clears, the records have to reflect it. You add or update the client, the matter and every party with the right role in Elite 3E, or Aderant if that is the firm's billing and practice system. That means linking parent and subsidiary entities, recording former names and setting relationship codes accurately. Sloppy entries today become missed hits next year, so this unglamorous step protects every future search.
A conflicts search reveals things that are not public: a lawsuit about to be filed, a deal being planned, a client changing firms. Conflicts analyst work from home jobs mean treating that information with the same care as in the office. Use only firm-approved devices and systems, keep your screen private, avoid discussing names in shared spaces and never copy party lists into personal notes or unapproved tools.
Speed matters too. Attorneys often want an answer the same day, and urgent requests for a court filing or an injunction can arrive late. Teams usually set turnaround targets by request type and expect you to say early when a complex family tree will need longer.
Applicants bring either a bachelor's degree or a paralegal certificate, along with between one and three years in law firm conflicts, new business intake or legal assistance. Hands-on use of Intapp Open, Elite 3E or Aderant is expected. The conflicts analyst skills firms test hardest are careful research, strict confidentiality and quick turnaround. A dedicated conflicts analyst course is not essential, though vendor training on these platforms and paralegal study both help, and no single conflicts analyst certification is required across the field.
For this seat the monthly figure is $4,850 in USD, on full-time hours; conflicts analyst salary at other firms is set firm by firm. Employers for this kind of work are mostly law firms of mid to large size with central risk or intake teams, plus some legal process providers that support them. Firms set their own rules on residence, time zone overlap and background screening.
The two roles sit next to each other and sometimes merge. An intake specialist manages the request itself: collecting client details, engagement letters, credit and identity checks, and moving the form through approvals. A conflicts analyst concentrates on the search and the analysis of what it finds. In smaller teams one person does both, so intake experience counts here.
Many analysts start as legal assistants or secretaries who handled intake forms for their attorneys. If that is you, ask to shadow the conflicts team, learn the search tool and volunteer for family tree research. Truly entry level remote conflicts analyst jobs are uncommon, because firms want someone who already understands matters and parties, so people with no experience usually build it in an office or assistant role first.
On your resume, describe the systems you used, the volume and type of requests you handled and how you kept records accurate. Expect conflicts analyst interview questions to centre on a mock intake form: which entities you would search, how you would treat a fuzzy match and how you would phrase a potential issue. Over time, analysts move to senior analyst, team lead and conflicts manager, where you set search standards, train staff and work closely with general counsel. Timing varies by firm.