* Do not handcuff law professors and search their homes for drugs unless you are absolutely sure you are right. [SF Weekly]
* Facebook adds relationship status options for “civil union” and “domestic partnership.” [Huffington Post]
* Quick, 1Ls: Do I need an easement or a covenant to erect a 24-foot cross that shines into my neighbor’s bedroom? [Pat's Papers]
* Hopefully the Alabama fan who took out his sporting frustrations on oaks in Auburn gets the stiffest possible penalty the locals can devise. [ESPN]
* Do you think we need copyright law to get “the next Shakespeare”? Do you really think that? Seriously guys: better a witty fool than a foolish wit. [Instapundit]
* South Dakota shelves a bill that might have made killing abortion doctors justifiable homicide. That’s good; it was going to cost a lot of money to place blindfolds on Mt. Rushmore so our forefathers couldn’t see our shame. [New York Times]
* Allen Stanford wants the SEC to pay him $7.2 billion for violating his constitutional rights. Who knew Stanford was being held in the same cell as Jonathan LeeRiches? [WSJ Law Blog]
* Hang on, back up a minute. Are we entirely sure we want people with brain injuries driving in the first place? [Law and Biosciences Digest]
* I don’t know what I think about girls entering wrestling tournaments with boys. Hockey is fine, but wrestling? I don’t know if it’s the violence, the intimate positions, or ingrained sexism that makes me uncomfortable. [Des Moines Register]
* If the District of Columbia were demographically similar to Madison, Wisconsin, instead of Atlanta, Georgia, they’d have voting representation in Congress with no problem. [DCist]
In Part 1 of the Career Center survey results on debt, we reported that 85% of the 3,700 survey respondents have outstanding student loan debt, with more than half of them owing $100,000 or more. We also found that 75% of respondents considered their debt at least as much as other factors when deciding on where to work. Today, we’ll take a look at a further breakdown of these numbers by job sector and amount of debt.
But first, let’s examine the extremes: respondents with the most debt, and respondents with no debt….
Ed. note: This is the latest installment of Size Matters, one of Above the Law’s new columns for small-firm lawyers.
I moved from Biglaw to a small firm in 2008. I had heard the term “litigation boutique” used positively. Also, I had heard tales of Biglaw associates going on to small firms and doing great things (although I did not actually know any). But, other than that “information,” I had no idea how to go about researching and choosing a small firm. Other associates who have chosen to go small have told me similar stories. There’s very little information about the various small law firms. Indeed, there is no Vault Guide and, until recently, no big-mouthed small firm associates sharing their tales.
So, what did I do? I got a headhunter and took her sales pitch as truth.
Times are different now. Not only because you have me (i.e., your greatest resource for information on small law firms; except, of course, for Jay), but also because headhunters are not as prevalent as they used to be. This is because, obviously, there are fewer jobs and because a lot of small firms have stopped using headhunters (query whether using headhunters is ever a good idea when going small — discuss).
Why is there so little information out there about small law firms?
I should have written about this days ago, but the pain was still too near to me. The humans have lost to the machines. We might as well start digging towards the Earth’s core, where it’s still warm, and start building our own Zion.
That’s just what the machines want you to think. Teaching a computer to understand the subtle nuances of trivia — the puns, the innuendos, the ordering of information — is frightening. It’s a lot different than writing an algorithm that allows a machine to work through all possible chess moves and pick the correct one.
It makes you wonder: “What else could a computer be taught to do?” Over at the WSJ Law Blog, Ashby Jones wonders if the answer might be, “Your job”….
We all know that in this legal economy, 1L grades are critically important. There aren’t enough good jobs to go around, and coming out of your first semester with a strong transcript can really help. This is why some law students flip out over changes (real or perceived) to grading policies or curves.
But getting a bad grade is not the end of the world. Performing well on law school exams is a skill, one that doesn’t come naturally to everybody. And in light of the length of a person’s entire legal career, it’s kind of amazing that people stress out so much over 1L transcripts.
At Columbia Law School, the administration wants first-year students to keep a sense of perspective about their grades. In a very nice gesture, Dean of Students Michelle Greenberg-Kobrin sent the 1Ls a nice message that highlighted some of the poor grades achieved by some Columbia’s own faculty.
The message was clearly “Everything is going to be fine.” But not all Columbia students took it that way…
In a postcript to our detailed post speculating about the future direction of the spring bonus phenomenon, we noted “an isolated report of one firm on the S&C spring bonus scale going back and raising to the Cravath scale,” but said we required additional corroboration.
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 seven years. You can reach them by email: firstname.lastname@example.org.
Please note that Evan Jowers and Robert Kinney are still in Hong Kong and will stay FOR THE REMAINDER OF THIS WEEK. We still have a handful of available slots for meetings with our Asia Chronicles fans. If we have not been in touch lately, reach out and let us know when we could meet! There is no need for an agenda at all. Most of our in-person meetings on these trips are with folks who understand that improving a legal practice through lateral hiring is an information-driven process that takes time to handle correctly.
Regarding trends in lateral US associate hiring in Hong Kong, we of course keep much of what we know off of this blog. Based on placement revenue, though, Kinney is having one of our most successful years ever in Asia. We are helping a number of our law firm clients with M&A, fund formation, cap markets, project finance, FCPA and disputes openings. These are very specific needs in many cases, so a conversation with us before jumping in may be helpful. As always, we like to be sure to get the maximum number of interviews per submission, using a well-informed, highly targeted, and selective approach, taking into account short, medium and long-term career aims.
Making a well informed decision during a job search is easier said than done – the information we provide comes from 10 years of being the market leader in US attorney placements at the top tier firms in Asia. There is no substitute for having known a hiring partner since he/she was an associate or for having helped a partner grow his or her practice from zip to zooming, and this is happily where we stand today – with years of background information on just about every relevant person in all the markets we serve, and most especially in Hong Kong/China/Greater Asia. So get in touch and get a download from us this week if we can fit it in, or soon in any case!
The legal industry is being disrupted at every level by technological advances. While legal tech entrepreneurs and innovators are racing to create a more efficient and productive future, there is widespread indifference on the part of attorneys toward these emerging technologies.
When the LexisNexis Cloud Technology Survey results were reported earlier this year, it showed that attorneys were starting to peer less skeptically into the future, and slowly but surely leaning more toward all the benefits the law cloud has to offer.
Because let’s face it, plenty of attorneys are perhaps a bit too comfortable with their “system” of practice management, which may or may not include neon highlighters, sticky notes, dog-eared file folders, and a word processing program that was last updated when the term “raise the roof” was still de rigueur.