Foley Hoag's technology specialists are an integral part of our patent practice group, working side-by-side with our patent attorneys. They arrive at the firm with advanced scientific degrees and postdoctoral and/or industry experience and are then trained to prepare, file and prosecute patent applications, to evaluate the patentability of inventions, and to identify patents that could be infringed based on the manufacture, use or sale of a particular technology or product. They also provide technical support for patent litigation matters.
Law School Program
After gaining experience and expertise in our patent practice, many of our technology specialists are given the opportunity to attend law school during the day or evening, with the firm covering the cost of their tuition and books under our law school tuition policy. Upon graduation, it is expected that they will join the ranks of Foley Hoag patent lawyers with advanced seniority in recognition of their experience.
Compensation and Benefits
Our technology specialist salaries are competitive with other major firms in the Boston area and are based on relevant years of experience. Salaries are adjusted appropriately for technology specialists who decide to work part-time in order to attend law school during the day.
Technology specialists receive the same benefits as the firm's associates. Comprehensive individual and family medical, dental, life and disability insurance benefits are available, and they are entitled to four weeks of vacation annually. Technology specialists become eligible to enroll in the firm's 401(k) plan after a brief waiting period.
Foley Hoag LLP is an equal opportunity employer. This means that Foley Hoag LLP considers applicants for employment, and makes employment decisions without unlawful regard to sex, race, color, religion, citizenship, national origin, ancestry, sexual orientation, age, marital or domestic partner/civil union status, military service, or veteran status, physical and mental disability, and any other characteristic covered by applicable federal, state or local nondiscrimination laws.