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Critchfield genuinely believes that people are the most important asset of any law firm, from the Managing Member to the newest, entry-level staff member.

“Working at Critchfield is a fantastic feeling, knowing that I am able to make a living and take care of my family but also help people and be a resource to the community.”

Nicole Hawks, Associate

Delivering the high-quality legal services our clients demand requires attorneys and staff of equally high quality. For this reason, the Critchfield Law firm places the highest value on recruiting, mentoring, developing, and retaining its attorneys, and we recognize that all of these functions are part of the same overarching goal of constantly improving ourselves as professionals. At our firm, mentoring starts on the first day as a summer associate and ends with retirement. The mentoring program consists of formal, planned mentoring—which is emphasized early in an associate’s career—and informal or organic mentoring that grows from the natural relationships developed by our attorneys over the course of their careers. All newer associates will have an assigned mentor whose efforts are overseen by the firm’s mentoring committee.

“I am proud to have been a member of the Critchfield family for more than 30 years.”

Peggy Schmitz, Of Counsel

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Equal Employment Opportunity

It is Critchfield’s policy that all employees and potential employees will be evaluated on the basis of qualifications and ability without regard to race, color, religion, sex, national origin, ancestry, age, disability, veteran status, or any other protected characteristic, in all personnel actions, including recruitment, hiring, promotions, training, transfers, demotions or layoffs and in all matters involving compensation and benefits.

The firm will, upon request, in accordance with the Americans with Disabilities Act, provide reasonable accommodations to enable employees with disabilities to perform the essential functions of their jobs. Employees wishing to request such accommodations should contact the Human Resource Manager. Questions or complaints of discrimination should be directed to the Human Resource Manager or to the Managing Member.

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