Intellectual Property Manager Jobs in Washington

At Stout, we're dedicated to exceeding expectations in all we do - we call it Relentless Excellence . Both our client service and culture are second to none, stemming from our firmwide embrace of our core values: Positive and Team-Oriented, Accountable, Committed, Relationship-Focused, Super-Responsive, and being Great communicators. Sound like a place you can grow and succeed? Read on to learn more about an exciting opportunity to join our team.

Impact You'll Make

As a Senior Manager, you'll play a leadership role in delivering complex intellectual property damages analyses while shaping engagement strategy, developing talent, and strengthening client relationships. Your work will directly influence case outcomes, team performance, and the continued growth of Stout's Intellectual Property practice.

• Lead and oversee multiple concurrent intellectual property engagements, serving as a primary driver of engagement strategy, execution, and quality.

• Provide strategic direction on damages analyses related to patent, copyright, trademark infringement, and trade secret misappropriation across diverse industries and technologies.

• Review and refine expert analyses, financial models, and reports to ensure technical accuracy, clarity, and defensibility.

• Serve as a trusted advisor to clients and external counsel, acting as a primary point of contact on key matters.

• Develop, mentor, and retain high-performing teams, contributing to long-term talent development within the practice.

• Support practice growth through business development, client expansion, and thought leadership initiatives.

What You'll Do

These responsibilities reflect the increased leadership, judgment, and autonomy expected at the Senior Manager level.

• Partner with Managing Directors and Directors to define engagement strategy, scope, staffing, and workplans for complex IP matters.

• Oversee day-to-day execution of engagements, proactively managing risks, timelines, and deliverables across multiple teams.

• Lead and review company, industry, and case-specific research, including technical, economic, accounting, and market analyses.

• Draft, review and finalize expert reports, written analyses, presentations, and graphical exhibits prepared for litigation and dispute proceedings.

• Direct and participate in document review and analysis processes, including synthesis of case documentation, testimony, court filings, and discovery materials.

• Provide clear, actionable guidance to engagement teams and ensure consistent communication with senior leadership and clients.

What You Bring

This section outlines the experience and expertise expected of a Senior Manager.

• Bachelor's degree in economics, finance, accounting, or a related field; advanced degree or professional designation is a plus.

• 6-8 years of relevant professional experience in damages quantification, preferably within intellectual property disputes.

• Extensive experience drafting, reviewing, and managing expert reports in a litigation consulting or dispute advisory environment.

• Demonstrated success leading complex, multi-stream engagements and managing teams across multiple matters.

• Advanced analytical skills in financial modeling, economics, and accounting, with the ability to assess and challenge assumptions and methodologies.

• High proficiency in Microsoft Excel, Word, and PowerPoint, including complex financial modeling and data analysis.

• Exceptional written and verbal communication skills, with the ability to communicate complex analyses clearly to clients, counsel, and experts.

How You'll Thrive

These competencies and behaviors are key to success in a Senior Manager role.

• Navigate fast-paced, high-stakes engagements with confidence, adaptability, and sound judgment.

• Balance strategic thinking with hands-on involvement to ensure quality and timeliness of deliverables.

• Build strong internal and external relationships through credibility, responsiveness, and professionalism.

• Mentor junior professionals through coaching, feedback, and career development support.

• Demonstrate ownership and accountability for engagement outcomes and client satisfaction.

• Embody Stout's core values and maintain a consistent commitment to delivering Relentless Excellence in client service, leadership, and collaboration.

Why Stout?
At Stout, we offer a comprehensive Total Rewards program with competitive compensation, benefits, and wellness options tailored to support employees at every stage of life.
We foster a culture of inclusion and respect, embracing diverse perspectives and experiences to drive innovation and success. Our leadership is committed to inclusion and belonging across the organization and in the communities we serve.
We invest in professional growth through ongoing training, mentorship, employee resource groups, and clear performance feedback, ensuring our employees are supported in achieving their career goals.
Stout provides flexible work schedules and a discretionary time off policy to promote work-life balance and help employees lead fulfilling lives.
Learn more about our benefits and commitment to your success.

https://www.stout.com/en/careers/benefits

The specific statements shown in each section of this description are not intended to be all-inclusive. They represent typical elements and criteria necessary to successfully perform the job.

Stout is an Equal Employment Opportunity.All qualified applicants will receive consideration for employment on the basis of valid job requirements, qualifications and merit without regard to race, color, religion, sex, national origin, disability, age, protected veteran status or any other characteristic protected by applicable local, state or federal law.

Stout is required by applicable state and local laws to include a reasonable estimate of the compensation range for this role. The range for this role considers several factors including but not limited to prior work and industry experience, education level, and unique skills. The disclosed range estimate has not been adjusted for any applicable geographic differential associated with the location at which the position may be filled. It is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case.