Chief Criminal Deputy Prosecuting Attorney

Job Description

Job Description

Our client, a well-established county government legal office in the Pacific Northwest, is seeking an experienced criminal law attorney to step into a Chief Criminal Deputy Prosecuting Attorney role.

This is a senior, hands-on criminal prosecution leadership role in a small, tight-knit county justice office, based in one of the most beautiful and safe island communities in the Pacific Northwest. For a seasoned felony trial prosecutor who wants real ownership, genuine trial volume, and the chance to shape how justice is delivered, this is a rare opportunity.

Reporting to the elected Prosecuting Attorney, you will be a visible, trusted leader who builds strong relationships with the sheriff and other law enforcement officials, court staff, defense counsel, and community partners. This is a permanent, onsite appointment.

Key Responsibilities

• Review police reports and evidence for legal and factual sufficiency, and make sound charging decisions across felonies and higher-level crimes.
• Independently prosecute the county's felony caseload from charging through verdict and sentencing, including trial strategy, motions, and evidentiary decisions.
• Carry cases across district, superior, and juvenile courts, and handle criminal appeals as needed.
• Conduct plea negotiations and make sentencing recommendations with sound prosecutorial judgment.
• Prepare and try felony jury and bench trials, examining witnesses and applying the law in real time under adversarial conditions.
• Train deputy sheriffs and other officers on substantive, procedural, and evidentiary law as applied to criminal investigations.
• Supervise and direct legal support staff, victim/witness coordinators, a junior district court deputy prosecutor, and interns.
• Protect victims', survivors', and witnesses' rights throughout case handling, coordinating trauma-informed support and communication.
• Advise investigators on charging standards, search and seizure, evidence handling, and report quality to strengthen outcomes.
• Build and maintain credible relationships with law enforcement agencies, court staff, defense counsel, and community partners.
• Maintain current knowledge of Washington substantive, procedural, and evidentiary law, monitoring new appellate decisions affecting charging and trial strategy.
• Travel occasionally to crime scenes, witness interviews and depositions, and out-of-county proceedings and trainings.

Requirements

• Active member in good standing of the Washington State Bar Association and admitted to practice law in Washington.
• At least six years of criminal law practice through prosecution, criminal defense, criminal appellate, or closely related criminal litigation.
• Significant experience trying felony cases, with demonstrated ability to take serious criminal matters to jury trial independently.
• Juris Doctor from an accredited law school, or completion of an approved legal clerk training program sufficient for Washington bar admission.
• Experience supervising legal staff, such as legal assistants, paralegals, advocates, or junior attorneys.
• Experience training law enforcement officers, or closely analogous experience such as academy instruction, recurring legal updates, or advising investigators on charging and evidence.
• Strong courtroom advocacy skills, including the ability to listen, analyze, communicate, and apply the law effectively under pressure.
• Strong ethics, professionalism, and public-sector judgment consistent with RCW 42.52, including conflicts awareness, confidentiality, and victim/witness sensitivity.
• Ability to complete Criminal Justice Information Services (CJIS) training within the required timeframe.
• Holds, or can obtain, a valid Washington State Driver's License to support occasional travel.

Preferred

• Prior public-sector or prosecutor's office experience, such as a deputy or chief criminal deputy from another Washington county.
• Broad criminal case ownership across district, superior, juvenile, and appellate forums, including small-jurisdiction practice requiring hands-on ownership across case types.
• Victim-centered, trauma-informed prosecution experience, including prosecution of victim-intensive crimes or collaboration with victim/witness programs.
• Appellate experience researching, preparing memoranda, and arguing before appellate courts.
• Ability to start within the county's continuity window with limited ramp-up.

Benefits

• Annual base salary of $150,000 to $195,000, based on experience.
• Medical, dental, and vision coverage.
• Life insurance and long-term disability (LTD).
• State retirement plan.
• Paid holidays and paid leave accrual.
• Temporary housing relocation assistance.

Equal Employment Opportunity and Non-Discrimination Policy

Equal Employment Opportunity Statement: Both Keller Executive Search and our clients are Equal Opportunity Employers. For all positions, whether with Keller Executive Search or our clients, qualified applicants will receive consideration for employment without regard to race, skin color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran status, disability, genetic information, or any other legally protected status.

Commitment to Diversity: Keller Executive Search and its clients are committed to fostering a diverse and inclusive work environment where all individuals are valued and respected.

Reasonable Accommodations: Both Keller Executive Search and our clients are committed to providing reasonable accommodations to individuals with disabilities and pregnant individuals. We engage in an interactive process to determine effective, reasonable accommodations.

Compensation Information: For client positions, compensation information is available in the job post. If not provided, it will be shared during the interview process in accordance with applicable laws. When required by law, salary ranges will be included in job postings. Actual salary may depend on skills, experience, and comparison to current employees in similar roles. Salary ranges may vary based on role and location.

Compliance with Laws: Both Keller Executive Search and our clients comply with federal, state, and local laws governing nondiscrimination in employment. This policy applies to all employment terms and conditions, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Workplace Harassment: Both Keller Executive Search and our clients expressly prohibit any form of workplace harassment based on race, skin color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.

E-Verify Participation: Keller Executive Search and/or our clients may participate in E-Verify. Information about E-Verify participation will be provided during the application process where applicable.

Privacy and Pay Equity:

California Residents: For more information about the categories of personal information we collect for recruiting and employment purposes, please review our Privacy Policy at
Colorado, Nevada, New York City, California, and Washington Residents: Compensation information is available in the job post or will be provided during the interview process if not initially available.
Both Keller Executive Search and our clients are committed to pay equity and conduct periodic pay equity analyses in accordance with applicable laws.

State-Specific Information:

Rhode Island: We do not request or require salary history from applicants.
Connecticut: We provide wage range information upon request or before discussing compensation.
New Jersey: We do not inquire about salary history unless voluntarily disclosed.

Veteran Status: Both Keller Executive Search and our clients provide equal employment opportunities to veterans and comply with applicable state laws regarding veteran preference in employment. If you are a veteran, please inform us during the application process.

Genetic Information: In accordance with federal and state laws, both Keller Executive Search and our clients do not discriminate based on genetic information. We do not request or require genetic information from applicants or employees, except as permitted by law.

Local Laws: Both Keller Executive Search and our clients comply with all applicable local laws and ordinances regarding employment practices in the areas where we operate.

Use of Artificial Intelligence in Recruitment
Keller Executive Search and our clients may use artificial intelligence (AI) tools to assist in the recruitment and candidate evaluation process. These tools are used exclusively to support human decision-making by helping to review and assess candidate qualifications and materials. AI is never used to automatically reject, disqualify, or make final hiring decisions about candidates. All AI-assisted evaluations are reviewed by experienced recruitment professionals, and all hiring decisions are made by qualified human recruiters. Our use of AI is designed to enhance fairness, consistency, and efficiency while maintaining our commitment to equal employment opportunity and non-discrimination principles.

Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment laws and requirements may vary depending on the employer and location.