TD Bank Senior Counsel — Commercial Lending & Workout Legal: role, responsibilities, compensation, and how to prepare

Table of Contents

1. Key Highlights:
2. Introduction
3. The role in context: where legal advice meets commercial risk
4. Day-to-day responsibilities: what a week looks like
5. Key legal skills and technical knowledge expected
6. Negotiation and conflict resolution: law as strategic leverage
7. Litigation management and the bridge to enforcement
8. Regulatory considerations and risk frameworks
9. Corporate governance and entity-level issues
10. The specialty of auto finance and why it matters
11. Supervision and team leadership responsibilities
12. Compensation, benefits, and career development at TD
13. What separates a strong candidate from an adequate one
14. How to prepare a strong application and interview
15. Managing compensation conversations
16. Practical examples from the field
17. Onboarding, training, and development at TD
18. Physical and travel expectations
19. Diversity, inclusion, and equal opportunity
20. How to present your legal experience effectively
21. Common pitfalls applicants should avoid
22. Making the leap: law firm to in-house transition
23. The hiring process and timeline
24. What success looks like in the first 12 months
25. FAQ

Key Highlights:

• TD is hiring a Senior Counsel for Commercial Lending & Workout Legal in Mount Laurel, NJ, offering $140,000–$231,000 base pay plus comprehensive benefits and incentive opportunities.
• The role requires a JD, bar admission, at least five years of related experience, deep commercial-lending transactional and workout knowledge, and strong negotiation, risk assessment, and client-management skills.
• The position blends transactional drafting, workout strategy, litigation management, policy review, and cross-functional collaboration across credit, relationship management, and regulatory teams.

Introduction

Corporate legal roles within financial institutions demand more than doctrinal knowledge. They require an ability to translate legal risk into actionable business decisions, to negotiate under pressure, and to manage complex restructurings where creditor rights, borrower survival, and regulatory compliance intersect. TD Bank’s Senior Counsel — Commercial Lending & Workout Legal vacancy in Mount Laurel offers a window into the responsibilities and skills that define modern bank-side commercial lending counsel.

This position combines commercial lending work and workout management. The successful candidate will advise internal stakeholders across the US Commercial Bank and Commercial Workout units, lead negotiations, oversee litigation strategies, and integrate legal theory with commercial realities. The description makes clear that TD seeks a lawyer who can advise at the intersection of law, credit risk, and business strategy—someone who can both protect bank interests and facilitate practical solutions for borrowers. The following examination breaks down the role, illuminates the daily challenges and tools of the trade, and provides practical guidance for candidates preparing to compete for the position.

The role in context: where legal advice meets commercial risk

Banks operate within tightly regulated, capital-sensitive frameworks. Commercial lending lawyers translate regulatory rules, lender rights, and credit policies into documents and processes that protect the organization while enabling lending activity. In workout scenarios—where borrowers are in distress—legal counsel shifts to a blend of preservation and restructuring: protecting collateral, evaluating forbearance or modification, negotiating intercreditor concerns, and coordinating litigation when necessary.

TD’s posting identifies several core functions:

• Provide clear, actionable legal advice tailored to business context and risk appetite.
• Identify conflicts between business proposals and bank policy or regulatory constraints, and escalate when warranted.
• Lead or contribute to high-stakes negotiations, leveraging firmness and tactical patience.
• Advise on transactional documentation, workout strategies, bankruptcy ramifications, and litigation oversight.
• Coordinate with internal legal teams and external law firms.

Those requirements map directly onto the lifecycle of a commercial loan: origination and structuring, monitoring and covenant enforcement, workout and restructuring, and resolution (either repayment, sale, or litigation).

Day-to-day responsibilities: what a week looks like

A senior in-house commercial lending counsel spends time across several predictable activity buckets, with plenty of variability driven by market conditions and portfolio health.

Typical tasks include:

• Drafting and negotiating loan agreements, security documents, intercreditor agreements, guarantees, and UCC-related filings.
• Reviewing and advising on credit memoranda and policy exceptions prepared by relationship managers and credit officers.
• Counseling on covenant construction and enforcement, and advising credit teams about triggers and remedial strategies.
• Leading workouts: negotiating forbearance agreements, loan modifications, debt-for-equity swaps, or structured repayment plans.
• Collaborating with regulators, compliance, and risk teams to ensure regulatory obligations are met, particularly for problem loans and restructuring transactions.
• Managing external counsel in litigation matters and overseeing outside counsel budgets and strategy.
• Providing training and guidance to junior attorneys, paralegals, and credit staff on documentation standards and risk-avoidance practices.

A concrete example: a mid-sized manufacturer defaults on a covenant tied to EBITDA due to supply-chain disruption. Counsel must review the loan docs for cure rights, advise on short-term waivers or covenant resets, assess collateral sufficiency, and—if the borrower cannot restructure—coordinate a credit strategy that could include appointing a receiver, negotiating with other creditors, or initiating foreclosure. All steps must be calibrated to TD’s risk tolerance and regulatory reporting obligations.

Key legal skills and technical knowledge expected

The posting lists core competencies and preferred experiences that reflect the most valuable legal skills for the role. They break down into technical, transactional, negotiation, and managerial competencies.

Technical and doctrinal knowledge:

• Strong command of UCC Article 9 for perfecting and enforcing security interests.
• Familiarity with the Bankruptcy Code’s automatic stay, preference actions, cramdown processes, and the interplay with secured creditors’ rights.
• Understanding of corporate governance at subsidiary levels, particularly when lending to multi-entity borrowers or using special-purpose vehicles as obligors.
• Knowledge of laws and rules applicable to commercial and small-business lending, and exposure to the regulatory environment in which banks operate (supervisory expectations, reporting, and enforcement trends).

Transactional and workout experience:

• Negotiation experience with complex commercial financing contracts: syndicated loans, asset-based facilities, term loans, and mezzanine pieces.
• Practical experience in commercial loan workouts, including forbearance, amendments, and restructurings.
• Knowledge of auto finance transactions is listed as a plus—useful for lenders with vehicle-secured portfolios or captive-finance arrangements.

Interpersonal, process, and management skills:

• Strong negotiation and conflict-resolution abilities.
• Ability to distill complex legal concepts into practical guidance for credit and business partners.
• Capacity to supervise paralegals, administrative staff, and junior attorneys.
• Facility with triaging issues, escalating when conflicts arise, and making defensible judgments under time pressure.

Real-world insight: a transactionalist with five-plus years who has also managed workout matters is positioned to understand not only how a term sheet should read but how a borrower’s operational fixes map back into enforceable covenants and practical collateral protection.

Negotiation and conflict resolution: law as strategic leverage

Negotiation in banking law is different from pure commercial bargaining. It requires balancing enforceable legal rights with long-term client relationships and regulatory scrutiny. Counsel must often choose between strict enforcement and pragmatic restructuring that preserves value.

Tactical approaches that work in bank-side negotiations:

• Preparation: assemble financial analysis, collateral valuation, lien priority maps, and possible legal remedies. A firm grasp of the business facts strengthens bargaining positions.
• Prioritization: identify the bank’s non-negotiables (e.g., preserving lien priority) and flexible terms (payment timelines, temporary covenant loosening).
• Use precise language: ambiguous covenants create enforcement headaches later. Draft clear trigger events, cure periods, and default definitions.
• Leverage alternatives: be ready to walk away to foreclosure or other remedies. Credible alternatives strengthen settlement positions.
• Stakeholder coordination: workouts often involve multiple parties—syndicate members, junior lenders, lessors, and secured creditors. Aligning internal stakeholders and external creditors is essential.
• Document concessions carefully: rollbacks, forbearances, or standstill agreements should include strong waiver terms and strict reporting requirements to preserve remedies if the borrower re-defaults.

Example: during an industry downturn, multiple lenders face the same distressed borrower. Bringing all lenders to a joint forbearance agreement preserves value and prevents a race to enforcement. Counsel must draft intercreditor terms that respect priorities while allowing a consensual restructure.

Litigation management and the bridge to enforcement

When workouts cannot preserve borrower viability, litigation and enforcement become central. Counsel need not be the lead trial attorney but must manage litigation strategy, budgets, and outcomes.

Key tasks:

• Identify likely litigation scenarios early (foreclosure, receivership, fraudulent transfer claims).
• Assess and select outside counsel with relevant bankruptcy and foreclosure expertise; manage scope and billing.
• Proactively preserve evidence: ensure UCC filings, collateral perfection documentation, and loan files are in order.
• Coordinate with recovery/collections groups to execute enforcement in compliance with bank policies and state law.
• Prepare for reputational and regulatory repercussions, including borrower or public scrutiny.

Real-world scenario: a borrower files Chapter 11. Counsel evaluates whether to seek relief from the automatic stay for enforcement, propose a creditor-driven restructuring, or negotiate a plan that protects secured interests. Each choice carries implications for recovery amounts and for the bank’s loss provisioning.

Regulatory considerations and risk frameworks

Commercial lending counsel work in a landscape shaped by federal and state regulations and heightened supervisory expectations. Understanding these frameworks is non-negotiable.

Regulatory touchpoints include:

• Safety and soundness standards set by federal banking regulators and TD’s internal risk appetite.
• Anti-money laundering (AML), Bank Secrecy Act (BSA), and OFAC obligations, especially for commercial transactions involving foreign entities or proceeds.
• Consumer-protection laws less likely to apply directly in commercial lending but relevant for small-business loans that may involve owner guarantees or disclosures.
• Reporting obligations for troubled debt restructurings and charge-offs under regulatory guidance.

Counsel serve as the bridge between legal compliance and commercial practice: drafting policies that reflect regulatory expectations, reviewing troubled accounts for reporting triggers, and performing heightened due diligence in higher-risk sectors or counterparties.

Example: a cross-border lending structure requires OFAC screening, anti-corruption diligence, and attention to enforceability across jurisdictions. Counsel must coordinate with sanctions and compliance teams before completing the transaction.

Corporate governance and entity-level issues

Lending to multi-entity groups raises specific governance questions. Borrowers often use subsidiaries to ring-fence assets or separate liabilities; counsel must ensure enforceability against the correct obligor and that corporate formalities haven’t been abused.

Focus areas:

• Subsidiary authorization: confirm board resolutions, officer approvals, and power-of-attorney to bind entities.
• Entity-level governance: verify that corporate action has been taken to grant liens or guarantees and that intra-group transfers don’t violate corporate law.
• Intercompany indebtedness and subordination: be mindful of upstream guarantees and possible clawback risks in insolvency.
• Corporate benefit and fiduciary duties: ensure lenders aren’t party to transactions that could expose them to claims of undue influence or improper authority.

Practical example: a holding company guarantees a subsidiary loan. Counsel must confirm guaranty execution authority and evaluate whether any shareholder or director actions could later be challenged as voidable preferences.

The specialty of auto finance and why it matters

The posting notes auto finance experience as a plus. Auto finance law contains specialized processes: titling, repossession rules, state-specific notice requirements, and lien perfection via certificates of title.

Reasons this experience adds value:

• Vehicle repossession requires precise statutory compliance to avoid conversion or tort exposure.
• Titling laws vary by state; counsel with auto finance background understands practical execution and shelf life of security interests.
• Auto portfolios often include high-volume, low-margin loans—managing enforcement economically is essential.

Example: a bank with dealer floor-plan financing needs counsel who understands dealer receivable structures, dealership bankruptcy consequences, and the mechanics of recovering vehicles without triggering additional liability.

Supervision and team leadership responsibilities

The role may include supervising support staff and junior attorneys. Effective leadership in a legal unit goes beyond assigning tasks; it means mentoring, setting documentation standards, and ensuring consistent application of legal analysis across the team.

Leadership activities:

• Train credit and business teams on legal document expectations and risk thresholds.
• Develop precedent libraries and checklists to streamline transactional work.
• Monitor outside counsel performance and optimize panels for cost-efficiency and expertise.
• Conduct post-mortems on workouts and litigations to capture lessons and refine playbooks.

Example: after a complex multi-creditor workout, the senior counsel organizes a multidisciplinary review to extract drafting improvements and identify preventative covenant language for future loans.

Compensation, benefits, and career development at TD

TD’s posting states a salary range of $140,000–$231,000. The company emphasizes equitable compensation and progression through the salary range based on skills, experience, and organizational needs. Base pay varies with geographic location and other factors.

Total rewards typically include:

• Eligibility for cash and/or equity incentive awards through participation in incentive plans.
• Health and well-being benefits, retirement and savings plans, paid time off (Vacation PTO, Flex PTO, and Holiday PTO).
• Banking benefits and discounts.
• Career development programs, internal mentoring, and an online learning platform.

Negotiation levers for candidates:

• Target roles with built-in incentive participation and equity components where available.
• Highlight measurable accomplishments—structured deals executed, recoveries realized in workouts, litigation win rates—to justify compensation at the upper end of the range.
• Ask recruiters about growth timelines and typical progression benchmarks used for salary movement.

Career trajectories from this role often lead to senior in-house legal leadership (Head of Legal for a business line), Chief Counsel for larger portfolios, or elevated roles within enterprise legal, such as Deputy General Counsel. Some candidates pivot back to law firms as partners, leveraging in-house experience to advise financial institutions.

What separates a strong candidate from an adequate one

The job posting lists fundamental requirements: JD, bar admission, five-plus years’ related experience, and the ability to apply legal knowledge to the business. Beyond those, top candidates demonstrate:

• Commercial instinct: the ability to weigh legal remedies against business outcomes and recommend paths that maximize recovery while mitigating reputational and regulatory risk.
• Document drafting that preempts litigation: clear, enforceable loan documents reduce ambiguity and future disputes.
• Cross-functional credibility: attorneys who build trust with credit, risk, and relationship management teams get consulted early and help shape deals.
• Prior workout experience: familiarity with the mechanics of forbearance, restructuring, and bankruptcy is crucial for high-value problem credits.
• Track record of managing outside counsel and controlling litigation spend.

Concrete differentiators: experience handling syndicated facility documentation, intercreditor agreements, and bankruptcy litigation; demonstrated capacity to negotiate with multiple creditor classes; and a history of leading training programs for loan originators and credit analysts.

How to prepare a strong application and interview

Applying for a bank-side senior counsel role requires both legal credibility and evidence of business impact. Recruiters and hiring managers will look for clear examples of transaction complexity, negotiation outcomes, and litigation management.

Application tips:

• Tailor your resume: emphasize commercial lending, workout, and bankruptcy matters. Quantify outcomes where possible (e.g., “Led restructuring that reduced anticipated loss by X%” or “Managed litigation portfolio with $Y recoveries”).
• Provide concrete deal descriptions: list transaction types, counsel roles, and any cross-border or regulatory complexities.
• Highlight supervisory roles: mention training, policy drafting, and staff management.

Interview preparation:

• Prepare a few detailed matter stories using STAR-like structure (Situation, Task, Action, Result). Focus on your legal analysis and the business impact.
• Expect technical questions on UCC perfection, bankruptcy stay relief, intercreditor disputes, and guaranty enforcement.
• Prepare negotiation examples that show firmness and practical problem-solving rather than litigation-only mindsets.
• Be ready to discuss how you’ve worked with risk and compliance teams and handled regulatory reporting related to troubled loans.
• For behavioral questions, emphasize collaboration, escalation judgment, and instances where you balanced legal risk against business objectives.

Sample interview prompts and how to answer them:

• “Describe a workout where you faced opposing creditor interests.” Outline the structure, your strategy to align priorities, and how documentation preserved recovery options.
• “How do you handle a business request that conflicts with bank policy?” Describe the steps taken to assess risk, methods for escalation, and how you proposed alternative solutions.
• “Explain a time you managed a bankruptcy filing involving a secured creditor.” Walk through your analysis of stay relief, perfection issues, potential avoidance actions, and outcome.

Practical task: be prepared for a writing sample or redlining exercise. Candidates who can quickly and precisely edit a commitment letter or forbearance agreement will demonstrate applied skill.

Managing compensation conversations

TD encourages candidates to ask compensation-related questions and to have an open dialogue with recruiters. Approaching compensation discussions involves:

• Research: benchmark the salary range against comparable roles in the region and sector. Consider total compensation including incentives and benefits.
• Articulate value: explain unique experience—syndicated loan experience, workout recoveries, industry-specific expertise—and link to expected impact on TD.
• Ask specifics: understand incentive eligibility, vesting schedules for equity (if any), bonus metrics, and typical performance corridors required to progress through the salary range.

Negotiation norms for in-house roles often hinge on base salary, annual bonus targets, and long-term incentives rather than billable-hour-based compensation. Candidates with strong track records of portfolio improvement and demonstrated leadership have leverage for higher base and incentive packages.

Practical examples from the field

1. Multi-party workout with intercreditor tension: A mid-market hospitality borrower defaults across a syndicated loan and a separate equipment financing facility. The bank’s counsel convenes lenders, secures cross-default waivers, and negotiates a temporary DIP-style facility to enable asset stabilization. Counsel crafts intercreditor terms to preserve senior priority while giving subordinated lenders partial payment out of DIP proceeds. The result: business continuity preserved, lender recoveries maximized, and costly liquidation avoided.
2. Syndicated facility with bankruptcy risk: A borrower in the manufacturing sector files Chapter 11. Counsel evaluates options: relief from stay to foreclose on a key asset, a short-term forbearance to allow auction marketing, or negotiation of a creditor-led plan. Counsel realizes asset-specific sale maximizes recovery and arranges a sale under Section 363 with a stalking-horse bidder, preserving value and minimizing break-up costs.
3. Auto finance repossession compliance: A dealer’s floor-plan lender identifies a pattern of diverted proceeds and potential fraudulent transfers. Counsel works with compliance to perform enhanced due diligence, secures title perfection across jurisdictions, and coordinates repossession efforts that comply with state law, avoiding conversion claims and preserving lender claims.

These examples illustrate how legal strategy intertwines with commercial judgment and stakeholder coordination.

Onboarding, training, and development at TD

TD emphasizes colleague growth and offers structured onboarding and development resources. New hires can expect training programs to familiarize them with TD’s systems, precedent libraries, and policy frameworks. The bank provides ongoing learning opportunities, mentoring programs, and performance conversations to support career progression.

What to expect early on:

• Orientation to TD’s credit and legal policies, reporting lines, and escalation protocols.
• Access to the bank’s legal precedents, internal guides, and risk appetite documents.
• Early involvement in cross-functional meetings to learn team dynamics and business expectations.
• A defined performance review cadence and opportunity to set development goals with supervisors.

Counsel who proactively seek exposure to complex credits, who volunteer to lead internal training, and who build cross-functional relationships accelerate their influence and advancement.

Physical and travel expectations

The job lists continuous sedentary work and multiple tasks as typical. Occasional domestic and international travel may be required. Physical demands are standard for office roles, including prolonged concentration, reading, and operating office equipment. Lifting and strenuous physical activity are minimal or never required. The posting includes ADA-considered essential functions and invites applicants needing accommodation to contact TD’s Workplace Accommodations Program.

Diversity, inclusion, and equal opportunity

TD states an equal opportunity policy and encourages applicants from all backgrounds, offering accommodations during the application process. The bank emphasizes a respectful workplace that values diverse perspectives and fair growth opportunities.

How to present your legal experience effectively

When positioning your candidacy, focus on outcomes, not merely tasks. Hiring managers are looking for lawyers who influence business decisions and protect portfolios.

Items to highlight:

• Recoveries, loss mitigation outcomes, or percentage improvements stemming from restructurings you led.
• Examples of policy or precedent changes you implemented that reduced risk or processing time.
• Complex negotiations you led—identify the stakes, your role, and the result.
• Experience managing outside counsel, including how you controlled costs and directed strategy.
• Training and mentoring contributions.

A strong application tells a clear story: you know the law, you can translate it into commercial outcomes, and you lead teams through ambiguity to defensible resolutions.

Common pitfalls applicants should avoid

• Overemphasizing doctrinal knowledge without showing business impact.
• Failing to quantify achievements or to explain your role in multi-party matters.
• Neglecting to display judgment on regulatory interactions or enforcement risks.
• Presenting generic transactional experience without addressing workouts or distressed situations if the role requires them.

Be precise: avoid vague descriptions such as “handled commercial loans.” Instead: “Negotiated and closed a $75 million ABL facility secured by inventory and receivables; drafted intercreditor agreements for subordinated lender.”

Making the leap: law firm to in-house transition

Many candidates move from law firms to in-house roles. Success requires adjusting mindset and metrics.

Key shifts:

• From billable-hour focus to business outcomes and cost-saving orientation.
• From advising multiple clients to becoming deeply embedded in one institution’s risk appetite and policy framework.
• Greater emphasis on cross-functional leadership and internal client service.

Demonstrate your readiness by showing examples where you provided pragmatic, business-minded advice and where you managed client expectations and budgets.

The hiring process and timeline

TD indicates outreach to candidates of interest and communication of outcomes by email or phone. Typical corporate hiring timelines include initial recruiter screen, technical legal interviews, cross-functional interviews with credit and business leaders, and references/background checks. Candidates may expect a redline or writing exercise.

Be prepared to:

• Provide detailed references who can speak to your transactional and workout handling.
• Produce writing samples that show clear legal thinking and precise drafting.
• Participate in multiple interview rounds, including with senior business stakeholders.

What success looks like in the first 12 months

Success metrics for a senior counsel in this role will blend qualitative and quantitative measures:

• Early establishment of trust with relationship managers and credit officers.
• Timely and accurate delivery of legal advice on transactional and workout matters.
• Effective management of active workouts and litigation, demonstrated by preserved recoveries or expedited resolutions.
• Improvements to documentation or process that reduce legal risk or increase efficiency.
• Mentorship and development of junior legal staff.

A successful first year often results in a visible reduction in legal bottlenecks, smoother loan closings, and clearer playbooks for handling distressed credits.

FAQ

Q: What are the minimum qualifications for this role? A: A bachelor’s degree, JD from an accredited law school, admission to the appropriate state bar in good standing, and at least five years of related experience are required. Candidates must demonstrate the ability to apply legal knowledge to business needs, strong negotiation skills, and sound judgment.

Q: What experience increases a candidate’s competitiveness? A: Deep commercial lending transactional experience, demonstrated workout management, proficiency negotiating commercial financing contracts and intercreditor arrangements, bankruptcy litigation experience, and subsidiary-level corporate governance knowledge improve competitiveness. Auto finance experience is a strong plus.

Q: What does the stated salary range reflect? A: The posting lists a base salary range of $140,000 to $231,000. The actual base offered depends on the candidate’s skills, experience, job-related knowledge, geographic location, and business needs. TD also offers incentive awards, comprehensive benefits, and professional development opportunities.

Q: How should candidates prepare for the interview? A: Prepare detailed matter summaries that include facts, your actions, and outcomes. Expect technical questions on UCC perfection, bankruptcy stay relief, workout strategies, guaranty enforcement, and intercreditor issues. Be ready to demonstrate your negotiation approach, litigation management, and cross-functional collaboration.

Q: Will this role require travel? A: The position lists occasional domestic and international travel. The role is based in Mount Laurel, New Jersey, with continuous office-based work typical and periodic travel as business needs dictate.

Q: Does TD provide accommodations for applicants with disabilities? A: Yes. TD is an equal opportunity employer and provides accommodations during the application process. Applicants who need accommodations should email the TD Bank US Workplace Accommodations Program as directed in the posting.

Q: What is the onboarding and development process? A: TD provides training and onboarding sessions, access to an online learning platform, mentoring programs, and regular development conversations. Counsel will be introduced to the bank’s legal precedents, policies, and cross-functional workflows.

Q: How does TD view career progression within legal teams? A: TD emphasizes colleague development through training, mentoring, and performance discussions. Employees can progress through salary ranges and career ladders by developing skills, taking on broader responsibilities, and contributing to business objectives.

Q: How is outside counsel managed in this role? A: Senior Counsel typically oversees litigation and complex transaction matters handled by outside law firms. Responsibilities include selecting appropriate counsel, managing budgets, controlling strategy, and ensuring outside counsel performance aligns with TD’s priorities.

Q: What are the most common legal challenges in commercial workouts? A: Borrower insolvency, priority disputes among creditors, cross-border enforcement issues, perfection defects, fraudulent transfer or preference exposure, and regulatory reporting obligations. Effective counsel anticipates these issues and drafts protections into deals or negotiates remedial measures during workouts.

Q: How does the role interact with regulators and compliance functions? A: Counsel coordinates closely with compliance, risk, and regulatory teams on issues such as reporting of troubled debt restructurings, AML/BSA and sanctions screening, and ensuring that enforcement actions comply with regulatory expectations.

Q: Is remote work available for this role? A: The posting lists Mount Laurel, New Jersey, as the work location and emphasizes continuous sedentary office work, with occasional travel. Applicants should clarify remote-work policies and flexibility directly with the recruiter.

Q: What soft skills make a candidate stand out? A: Clear communication, the ability to translate legal risk into business terms, collaborative instincts, decisiveness under pressure, and the capacity to lead cross-functional teams.

Q: How should candidates discuss compensation? A: TD encourages open dialogue about compensation with recruiters. Candidates should benchmark the role, articulate their experience and expected contributions, and inquire about total rewards beyond base salary, including incentive programs and benefits.

A senior counsel role in commercial lending and workouts places an attorney at the heart of a bank’s credit decision-making and recovery strategy. TD’s position demands a blend of doctrinal knowledge, transactional dexterity, negotiation skill, and the ability to guide business teams through legal complexity. Candidates who quantify outcomes, demonstrate a track record in workouts and bankruptcy matters, and show an aptitude for cross-functional leadership will be best positioned for success.