We’re on to day 3 of the NALP conference. With all the racial tensions going on back home, day 3 has been a pleasant reminder that once properly tanned, everybody basically looks the same. Of course, there is a downside: I can no longer figure out which panelists may be genetically predisposed to say something intelligent.
If you’re tired of reading about the Harvard Law School email controversy — judging from our traffic and comment levels, most of you aren’t, but maybe some of you are — we have some good news. Our coverage is winding down. (We do have a few loose ends to tie up, though, which may take us into the weekend or early next week.)
Before we conclude, we’d like to hear from you, our readers. We’ve heard from the commenters, of course — but many readers never comment, so the commenters aren’t representative of everyone.
Reader polls, which draw much larger participation than the comments, offer a better gauge of audience sentiment. We’d like to poll you on two questions:
(1) Was Crimson DNA’s email racist?
(2) Was Crimson DNA’s email offensive?
Please vote in our two reader polls, after the jump.
Harvard BLSA denounces racially inflammatory language – The Harvard Black Law Students Association (HBLSA) strongly condemns the racially inflammatory email that was circulated among the entire Harvard Law School community. Like many individuals who read its content, we find the message to be deplorable and offensive. We are open to thoughtful discourse on even the most controversial of views, and yet we categorically reject the archaic notion that African-Americans are genetically inferior to white people. We recognize, however, that this issue is much larger than any single email or any particular student.
Was that so hard? The foregoing paragraph is a pitch-perfect assessment of the situation and an effective response.
The BLSA letter goes on to say that HBLSA should not (and apparently does not) want to be the focus of attention here…
The American Bar Association is currently holding its Women in Law Leadership Academy in Philadelphia; prior to the conference, they surveyed female partners in regional and international firms. Harder for women than figuring out what they’re allowed to wear is becoming a partner. (Though there are signs that’s changing.)
Apparently, female lawyers must go elsewhere to be appreciated. Forbes summarizes:
According to the study, the majority of women who had made partner had to attain the position by making a lateral jump to another firm–few were promoted from within.
Once you make partner, it’s hard to stay one. Almost eight percent of the 700 female partners surveyed reported being de-equitized. How come?
Who will replace Justice John Paul Stevens? While pundits, savants, and oracles across the SCOTUSphere pontificate and read Article III tea leaves, FantasySCOTUS.net conducted extensive and detailed polling to predict the next Justice. We have invited our nearly 5,000 members – who represent some of the closest and most ardent Court watchers – to weigh in on the vacancy, rank the candidates on the short list, and give their views on the potential nominees. We are still collecting data.
This is the third in a series of posts breaking down this data, as we attempt to add some certainty to the vast amounts of uncertainty emanating from the penumbras of the upcoming vacancy.
This week, we pit Elena Kagan, Diane Wood, and Merrick Garland in a head-to-head-to-head confirmation death match…
Richard Zachary is a solo practitioner in Chicago who has mixed it up with Biglaw many times in his career… and has come away unimpressed.
In a recent filing in Cook County Court, he vented about the shortcomings of the big firm lawyers he’s come up against. He’s currently representing an individual suing a corporation represented by Schiff Hardin. He describes an attorney there as follows:
Some paper-shuffling third-rater trying to camouflage his own culpability with defamatory rhetoric [who made me] realize that there are depths of chicanery to which some legal professionals will not hesitate to descend.
Richard Zachary is both irate and poetic, a wonderful combination.
The motion captures the frustration that solos experience in their clashes with Biglaw. More incensed turns of phrase, after the jump.
Day 2 of the 2010 NALP Annual Education Conference had a remarkably different feel from day 1. Apparently, it took everybody a day to realize that they were in Puerto freaking Rico. After really sticking to business casual on the first day, day 2 saw the introduction of something I’d call “business beachware.” Men were wearing t-shirts with their slacks. Women were wearing bathing suit tops instead of bras under their attire. Sandals abound. Everybody’s hair is messed up. Panelists stuck in suits look like they’re ready to kill themselves, or melt.
The holiday season is upon us, and yet again, you have no idea what to get for the fickle lawyer in your life. We’re here to help. Even if your bonus check hasn’t arrived yet, any one of the gifts we’ve highlighted here could be a worthy substitute until your employer decides to make it rain.
We’ve got an eclectic selection for you to choose from, so settle in by that stack of documents yet to be reviewed and dig in…
Ed. note: The Asia Chronicles column is authored by Kinney Recruiting. Kinney has made more placements of U.S. associates, counsels and partners in Asia than any other recruiting firm in each of the past six years. You can reach them by email: email@example.com.
We currently have a very exciting and rare type of in-house opening in China at one of the world’s leading internet and social media companies. Our client is looking for an IP Transactional / TMT / Licensing attorney with 2 to 6 years experience. The new hire will be based in Shenzhen or Shanghai. Mandarin is not required (deal documentation will be in English) but is preferred. A solid reason to be in China and a commitment to that market is required of course. This new hire will likely be US qualified (but could also be qualified in UK or other jurisdictions) and with experience and training at a top law firm’s IP transactional / TMT practice and could be currently at a law firm or in-house. Qualified candidates currently Asia based, Europe based or US based will be considered. The new hire’s supervisors in this technology transactions in-house team are very well regarded US trained IP transactional lawyers, with substantial experience at Silicon Valley firms. The culture and atmosphere in this in-house group and the company in general is entrepreneurial, team oriented, and the work is cutting edge, even for a cutting edge industry. The upside of being in an important strategic in-house position in this fast growing and world leading internet company is of the “sky is the limit” variety. Its a very exciting place to be in China for a rising IP transactional lawyer in our opinion, for many reasons beyond the basic info we can share here in this ad / post. This is a special A+ opportunity.
If your firm is in ‘go’ mode when it comes to recruiting lateral partners with loyal clients, then take this quiz to see how well you measure up. Keep track of your ‘yes’ and ‘no’ responses.
1. Does your firm have a clearly defined strategy of practice groups that are priorities of growth for your office? Nothing gets done by random chance, but with a clear vision for the future. Identify the top practice areas for which you wish to add lateral partners. Seek input from practice group leaders and get specifics on needs, outcomes, and ideal target profiles.
2. In addition to clarifying your firm’s growth strategy, are you still open to the hire of a partner outside of your plan? I’ve made several placements that fit this category. The partner’s practice was not within the strategic growth plan of my client, but once the two parties started talking with each other, we all saw how it could indeed be a seamless fit. Be open to “Opportunistic Hires.” You never know where your next producing partner might come from, so you have to be open to it. I will be the first to admit that there is a quirky element of randomness in recruiting.
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