* 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 six years. You can reach them by email: firstname.lastname@example.org.
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 you think most legal technology misses the mark, LexisNexis Firm Manager® wants to change your mind. Read more about it here.
Built with input from hundreds of solo and small-firm attorneys across the country, it’s made for practitioners who’d rather build the firm of their dreams than deal with the hassles of running a business.
· Go Mobile, Stay Connected.
See all your firm’s information, wherever you are, on whatever device you’re using. Access and update client files, enter billing, search & share documents and more. It’s just like you’re in the office, only you’re not.
When Chintan Panchal decided to leave a global BigLaw partnership to start his own firm, he could only hope that he would face the high-quality problem of firm building that many had cautioned him about. Focused on the uncertainty surrounding of a new firm launch, he decided to tackle staffing needs, IT challenges, and financial planning requirements after he had built up his legal practice.
Panchal Associates LLP–a corporate/finance and outside general counsel boutique–was quickly off to a great start. Clients and matters were flying in the door, and Chintan soon had a team of lawyers and staff with a variety of operational needs. To continue building an excellent team and provide them with a competitive benefits package, to expand his physical presence to include a European practice and additional partners, and to scale his operations and IT capabilities to support this growing enterprise brought with it demands of time, money, and expertise. Chintan knew he needed help.
“With the assistance of NexFirm, we have upgraded the capabilities of our firm to meet, and in some cases exceed, the standards we were used to at our former BigLaw firms. Operationally, we can now attract and service clients we didn’t have the bandwidth to support in the past, and continue to build our team with the best and brightest legal talent in the industry,” said Chintan Panchal, adding “It has worked out quite well in our case; NexFirm is an essential partner for us.”
The traditional job application and interview process can be impersonal, and applicants often struggle to present themselves as more than just the sum of their GPAs, alma maters, and previous work history. ATL has partnered with ViewYou to help job seekers overcome this challenge. ViewYou NOW Profiles offer a unique way for job seekers to make a personal, memorable connection with prospective employers: introduction videos. These videos allow job candidates to display their personalities, interpersonal skills, and professional interests, creating an eDossier to brand themselves to potential employers all over the world. Check it out today!