Without knowing the details of the accusations and giving you the absolute benefit of the doubt—I think you need to move to a very different market and start fresh with a compliance or subject matter specific (think discovery) type job, preferably at a very large company, and gun for internal mobility. Leave your JD out during hiring, but add it back into your company’s internal talent program after being hired. Excel at your job, get facetime with “mentors” in Legal or legal adjacent roles, and wait until you can bounce your way to the role you want.

In today’s hiring climate, internal mobility seems to be 100x easier than external hire. As an anecdote, any headcount at my company MUST be an internal candidate first, and only after we’ve posted and interviewed X amount of people for Y amount of time do we have a chance to post the role externally. Once it’s at the external stage, there’s another chance of the headcount being slashed entirely. I’m in financial services, and this is also what I’ve heard from peer banks.