AI TRANSITION ADVISORY

Legal help for the changes AI brings to your business.

We help companies address vendor agreements, employee policies, ownership of work and changes to how the business operates. We also help professionals review the terms of a career transition. The starting point is your actual documents and decisions, not a one-size-fits-all AI playbook.

Jacobs Counsel LLC · Content updated September 30, 2026

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Choose a complimentary 15-minute fit-and-intake call with Jamee (no legal advice), or a paid 30-minute attorney strategy session with Drew ($350).

Where we can help

Each engagement starts with the decision you need to make and the materials available. These are possible scopes, not a bundled package.

AI vendor and customer contracts

Buying a tool or delivering work made with one raises questions about permitted use, data and training terms, confidentiality, deliverables, warranties, indemnity and liability. We can review renewal and exit terms too, including what happens to information when an agreement ends. The contract should reflect the actual tool, workflow and parties, not just a generic AI clause.

Workplace AI policies and data use

A practical policy can identify permitted tools and inputs, who reviews outputs, who approves use in client work, and what employees and contractors must keep confidential. We work with the client's IT and security team where those teams are involved. Legal review of a policy is not a technical security certification or a model audit; those require a different scope and expertise.

IP, licensing and work product

We can review tool terms, assignments and licenses, confidential inputs, and what a customer is promised in a deliverable. Contractual rights to use or deliver material are different from whether copyright law protects it. The human contribution to the expression matters; neither a prompt nor an ownership clause alone settles every protection question.

Company and workforce changes

A change in how a company works may call for governance decisions, updated employment or consulting agreements, or a review of proposed changes in roles and separation terms. Existing employment duties still apply when AI is involved. We can coordinate with employment or local counsel where a matter needs that expertise, rather than treating AI-driven change as an exemption from ordinary legal requirements.

For professionals facing a change

A proposed departure or new consulting role can bring severance, restrictive covenant, compensation and IP questions together. A review can address the written terms, what obligations continue after departure, and what to ask before signing. It does not assume that the employer's use of AI itself makes a decision unlawful.

Tell us the employer and jurisdiction, what documents you have, and any response deadlines. We can then assess conflicts, permitted scope and whether the firm is suited to the work. A deadline should be flagged early, but availability and timing are agreed for each matter; we cannot promise an immediate review.

What an engagement looks like

1. Understand the change

We identify the tool and use case, proposed business change or professional transition, the parties involved and the documents that need attention. This also helps identify specialist or jurisdictional questions early.

2. Agree on the work

We define deliverables, exclusions, the responsible lawyer, fees and timing before starting. Fixed fees may fit defined work; hourly or ongoing arrangements may fit changing priorities. We agree on the approach for the actual matter.

3. Review and act

As scoped, the work might produce marked-up contracts, a tailored policy or a written summary of issues and priorities. Negotiation and next-step responsibilities are agreed in advance. Implementation and ongoing monitoring are included only if expressly scoped.

People behind the work

Drew, the firm's Founder & Managing Attorney, leads legal work for growing businesses. Caitlin's work in corporate governance, formation, trademarks and founder matters can be relevant to a company's transition. The responsible attorney, staffing and any specialist or local counsel needs depend on the matter.

Andrew R. Jacobs, Esq.Founder & Managing AttorneyView profile

Caitlin HannibalOf CounselView profile

Meet the full team

Questions about AI adoption counsel

Do we need to be building an AI product to need counsel?

No. Buying or using tools can affect vendor terms, confidential information, employee practices and what you promise customers. The useful starting point is the actual tool, use case and agreement, not whether the company calls itself an AI business.

Who owns work created with AI assistance?

Separate the rights granted by a contract or tool from copyright protection. Human authorship and the expressive contribution matter for copyright; AI assistance does not automatically rule out protection for human-created expression, while prompts alone may not be sufficient. The answer depends on the work, agreements and applicable law.

Can you help a professional reviewing a job transition?

Potentially. We first need to understand the employer, documents, jurisdiction, deadlines, scope and any conflicts before deciding whether we can take the matter. AI's involvement alone does not establish that a termination was unlawful.

How are fees set?

We agree on the work and fee arrangement before an engagement begins. Fixed fees can suit a defined project; hourly or ongoing arrangements may suit evolving work. The deliverables, exclusions, responsible lawyer and timing are set for the particular matter.

Can you advise on a matter in another jurisdiction?

We confirm applicable admissions, permitted scope and the law relevant to the work before accepting a matter. Where local or specialized advice is needed, we can discuss coordination with other counsel. Transactional work is not automatically jurisdiction-free.

Primary sources

The U.S. Copyright Office explains that human authorship determines whether expressive elements qualify for copyright; AI assistance does not automatically defeat protection for human-created expression, while prompts alone are insufficient. The EEOC explains that existing employment discrimination protections can apply when employers use AI. Neither source resolves a particular contract or employment matter without its facts and applicable law.

Talk through your next step

Bring the agreement, policy or proposed change you want to discuss. Start with a complimentary 15-minute fit-and-intake call with Jamee (no legal advice), or choose a paid 30-minute attorney strategy session with Drew ($350). Scope, fees, timing and the responsible attorney are agreed for the matter.

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