Newly Practising Lawyers

In light of the professional and economic challenges faced by many newly licensed lawyers — limited opportunities in both the public and private sectors, the cost of establishing and operating a private office, the absence of a stable client base, and limited practical experience — Taamneh & Partners opens its doors to help ambitious young lawyers integrate into its professional system as active members within an environment built on competence, teamwork and merit.

The opportunity is based on the principle of genuine professional empowerment, allowing the lawyer to practise within the firm’s structure as an independent professional under an institutional umbrella, benefiting from all firm facilities and administrative services, and launching their practice through the standing of Taamneh & Partners.

Team members participate in real cases and files, performing their duties according to the firm’s institutional work standards, under the direct supervision of partners and senior lawyers. Every lawyer has ample opportunity to build their own professional network and attract new clients, supported by the firm, enabling fair and sustainable income based on percentage-based fees for the legal work they perform.

General Principles

1. Merit as a basis for recognition: a lawyer’s standing is built on dedication, commitment and quality of work, not years of experience or job title.

2. Participation and integration: a culture of teamwork based on cooperation among partners and lawyers at all levels.

3. Responsible professional freedom: space to manage work and follow up with clients within the boundaries of professional discipline and the firm’s ethics.

4. Fairness in opportunity and reward: compensation proportionate to contribution and achievement.

5. Transparency and mutual respect: a work environment based on respect, trust and clarity.

Admission

Admission is open to Jordanian lawyers who are newly graduated or seeking a professional start, with no more than five years of practical experience, whether fully or partially dedicated to working at the firm. Admission is based on personal and professional competence, ethical commitment, teamwork capability, and conduct with colleagues and clients.

The process begins with an official application and CV submitted through this page, followed by an introductory meeting with a partner or representative to discuss professional vision and work values. An acceptance decision is then made, and a simple organisational memorandum is signed outlining joining guidelines without compromising the lawyer’s independence or professional rights. Newly joined lawyers undergo a professional evaluation during the first few months.

Tasks and Responsibilities

1. Commitment to institutional work: respecting the firm’s systems, internal procedures and unified policies.

2. Active participation in cases and files: preparing legal memoranda, drafting contracts, attending hearings and representing clients as assigned.

3. Maintaining professional confidentiality: upholding the highest standards regarding firm and client information, both during and after engagement.

4. Respecting colleagues and clients: professional courtesy toward all team members and clients.

5. Self-development and professional growth: continuously improving legal, research and analytical skills.

6. Time commitment and discipline: respecting deadlines, hearings and meetings.

7. Responsible representation of the firm in all interactions with official bodies, clients and fellow professionals.

Incentives and Rewards

The firm adopts a performance-based compensation model, where earnings depend directly on the lawyer’s results and contributions. Work quality, commitment and initiative are considered in awarding incentives.

• Income source: the lawyer’s income is based primarily on fees arising from work performed under the firm, especially with clients the lawyer brings to the firm, under a fair and stable fee distribution system. There is no fixed salary paid by the firm.

• Collective performance rewards: in cases handled by more than one lawyer, incentives are distributed based on actual effort per the firm’s fee distribution system.

• Exemption from operational costs: full use of all firm facilities — offices, meeting rooms, administrative services including printing, archiving and logistical support — without financial obligation.

• Exceptional performance rewards: partners may grant special rewards to lawyers who contribute to the firm’s administrative, intellectual or professional development.

• Moral incentives: enhanced professional standing, trust to handle major files, participation in strategic meetings, and potential future partnership.

Career Path

The path is based on merit rather than seniority, with advancement a natural result of achievement and assessed through periodic evaluation.

1. Joining and integration: the new lawyer is integrated into the firm’s environment and given full opportunity to practise and attract their own clients under general supervision. This is the beginning of an independent professional career, not a training period.

2. Development and participation: greater independence in file management and client follow-up, with advanced legal tasks in analysis, drafting and advocacy.

3. Excellence and accreditation: professional accreditation after proving the ability to fully manage cases and represent the firm before official and judicial entities.

4. Partnership or independence: joining the partners’ structure according to the firm’s regulations, or starting an independent practice while maintaining a cooperative relationship.

Practical details regarding cooperation, fee percentages and distribution mechanisms remain governed by the policy for newly licensed lawyers, the internal regulations, and the firm’s code of conduct.