There are plenty of attorneys in the major city offices who are not putting in enough hours and would love to be doing doc review versus the threat of being asked to look for another job. Wake up to what is happening out there in the real world!
— Ann Israel, in her advice column on NYLawyer.com (subscription), to a Yale Law School graduate and current federal law clerk seeking advice on how to get out of document review when she goes to a law firm after her clerkship (gavel bang: ABA Journal).
This actually isn’t a new installment of our Advice for the Lawlame column (although one is in the works). Rather, it’s a funny email we received from a reader who shares our fascination with NYLawyer.com’s Advice for the Lawlorn column. Here it is:
Love the “Advice for the Lawlame” column. My friends and I have been reading “Advice for the Lawlorn” with a sort of amused contempt for a year. After a while, we grew tired of the formulaic cluelessness of the posts and the answers, so we challeged each other to get our fake submissions answered.
I won, with the below entry. Note how spectacularly lame the “author” of the submission was — not only did he spend his law school career neglecting academics for drinks and rugby, but his team wasn’t any good! Ann was almost on to me, but the voices of her better and more credulous angels won out.
I’ll stay anon because I’m a partner at a big NY firm. Not to worry. No client was billed while I was teasing Ann.
Our reader’s “winning” submission — and Ann Israel’s response — after the jump.
One of our favorite features over at NYLawyer.com are the advice columns. There’s Advice for the Lawlorn, a column by Ann Israel, a legal recruiter based in New York. And there’s Crossroads, in which job consultant Linda Laufer offers insights on career direction and job transition.
In a typical column, some clueless correspondent writes in to Ann Israel, says that he has a 2.3 GPA from a fourth-tier law school, and asks if he can land a job at Davis Polk. Sensibly enough, Ann tells him he has a better chance of being in a three-way with Petra Nemcova and Madeleine Albright. She then suggests that he hire a well-regarded headhunter — someone like herself, say — to help him get a paralegal position at a personal-injury firm somewhere on Long Island.
Ann’s advice is often sound, especially when it relates to her area of expertise: how to land a Biglaw job. But sometimes she’s off the mark — and sometimes she seems more interested in shilling for legal recruiters than offering actual insight.
So we’ve decided to offer our own version of an advice column here at Above the Law. We’ll take questions submitted to “Advice for the Lawlorn” or “Crossroads,” then offer our own unique take on them.
Here’s this week’s request for advice:
While on an interview with a BigLaw firm, the question came up about whether I was an attorney and passed the California Bar in July. The truth is that I passed in February; but I just agreed that I passed in July. The interview went really well otherwise and I expect an offer any day. I had no intention to not tell the truth – I just got caught up in the heat of the moment. What do I do if I am hired? I really need this job!
Our reponse to this legal Pinocchio, after the jump.
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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