Title: Attorney In Charge Of Firmwide Private Equity Knowledge Management
Description: This position is a combination business and legal position at a top international law firm, with no billable hours and no client development expectations. The position is full-time, affording the attorney holding the position the ability to remain deeply involved in private equity law with a more regular and predictable schedule than most private equity attorneys experience.
The attorney would have responsibilities in a number of areas related to the firm’s highly regarded private equity practice — precedent, training, publications and knowledge development, among other things. This firm offers a highly competitive salary and bonus eligibility, which is expected to be comparable to the salary and bonus eligibility of an attorney at a similar level of experience. This position is ideal for a private equity attorney seeking to scale back their practice and increase their role in business development, marketing and management.
Last night’s Colbert Report was a bonanza for law nerds. The featured guest was Jeffrey Toobin, who spoke about his new book, The Nine: Inside the Secret World of the Supreme Court. Toobin and Colbert had a relaxed and easy rapport, and their conversation was highly entertaining — perhaps the best CR appearance since Neal Katyal. You can check out Stephen Colbert’s interview of Jeff Toobin by clicking here.
Before turning to the SCOTUS, they discussed the most recent legal troubles of O.J. Simpson. As you may recall, Toobin was one of the lead correspondents on the original O.J. trial, as well as the author of a bestselling book about it, The Run of His Life. Toobin summarized the defense strategy in the armed robbery case against Simpson as follows: “If it’s his s***, you must acquit.”
But that’s not all! There was a special shout-out to Bingham McCutchen, during the ThreatDown.
More details, plus a video clip, after the jump.
* A criminal action. [AP via How Appealing]
* Another criminal action: as expected, Mel Weiss indicted. [DealBook]
* 3 years of probationizzle. [BBC]
* Can’t go to Yale? No worries if Yale’s your name and O.J.’s your client. [CNN]
* Been duped into seeking asylum? Blame Canada. [New York Times]
* Ten Commandents display in Kentucky courthouse OK. [Jurist]
As we announced earlier today, we’re doing a series of open threads on year-end bonuses. We’re organizing them by city, since bonuses tend to vary by legal market.
This post — which some of you have been eagerly anticipating, judging from the attempts to hijack the New York thread — is about LOS ANGELES. Please discuss bonus policies at L.A. law firms in the comments. Thanks. Earlier: Year-bonus open thread for New York.
* A synopsis of the Jena 6 controversy, and Glenn Reynolds’s thoughts on it. [Instapundit; Instapundit]
* We’re relieved to learn we’re alone in finding the “Don’t Tase Me” guy “slightly annoying.” [Wonkette]
* Should law professors impose mandatory attendance policies? [Concurring Opinions]
* Humorless lawyer who can’t handle being parodied in video game = Lawsuit of the Day. [PrawfsBlawg]
* White Judge With Asian Guy = Judge of the Day. Especially when she berates him for crying in court as he describes why he fled from China. [New York Times]
Lawyers have a pretty decent track record as reality show contestants. We went to law school with Yul Kwon, winner of Survivor: Cook Islands. So maybe this idea isn’t as dubious as it might seem:
An alert reader sent us along his very own invitation to be on The Bachelor. ‘”Apparently they are randomly spamming New York lawyers,” says our spy, who works at a top-ten firm. Casting directors are looking for someone “who is successful, good-looking, has an out-going personality, is ready to settle down, is around 6 ft tall and, usually, is between 27 to 36 years of age.” Guess you’re shit outta luck, shorties!
“We’ve never had an attorney be ‘The Bachelor’ so we are definitely looking to go that route,” the e-mail admits. The producers seem to know a little bit about the law profession — specifically, that good catches are harder to find than you’d think. So they’re casting their net wide and offering $5,000 reward to anyone who finds an attorney who could make the show.
If you get cast on the show, please mention that you read about it on ATL — we’d be happy to collect the five grand.
But though they know a bit about lawyers, it’s clearly not enough. Here’s the last line of the e-mail: “Please DO NOT forward to the press. We try to make this part of the process as private as possible.” Silly casting agents! Don’t you know that 50 percent of all law firms’ billable hours are spent forwarding private e-mails?
So, so true. Please continue to forward us private emails, early and often. Update: A reader forwarded us the original email, which appears after the jump. ‘The Bachelor’ Casting for New York Lawyers [New York Magazine]
Yesterday we broke the news of Sullivan & Cromwell’s new bonus program for its most senior associates. To read the memo from firm chairman H. Rodgin Cohen, click here.
Now we have more details, thanks to the WSJ Law Blog (which has a nice shout-out to us) and the New York Law Journal.
Some ballpark numbers, from the NYLJ:
A Sullivan & Cromwell partner who asked to remain unnamed said Wednesday that the supplemental bonuses would probably range from around $15,000 for fifth-years to around $30,000 for eighth-years.
With the supplemental bonus, the most senior associates at Sullivan & Cromwell can expect to earn total compensation of around $400,000, based on the current top base salary of $310,000 and last year’s $60,000 year-end bonus.
The WSJ Law Blog scored an interview with Rodge Cohen, who explained: “Retention is clearly an objective… 95% of the associates we lose we’re sorry to see go.”
Five percent = Aaron Charney + Gera Grinberg.
But will a little extra cash make a big difference in retention? Law firm consultant Peter Zeughauser has his doubts.
The WSJ also asked Rodgin Cohen about a subject near and dear to all of your hearts: possible increases in base salaries. Cohen said that the subject won’t be discussed for another month or so.
More discussion, plus a reader poll, after the jump.
We regularly receive all kinds of wacky gossip related to the fall recruiting process. Some of these rumors are true, and some of them aren’t.
We found this rumor, about the Chicago office of Morgan, Lewis & Bockius, quite amusing:
“I heard from a friend there that during summer associate callbacks, only students from ‘good schools’ get lunch. E.g., Harvard, Northwestern, University of Chicago.”
“Students from Illinois, DePaul, etc. must starve. You should look into this.”
Loyola (of Chicago) 2Ls: What say you?
We looked into this rumor. Alas, it appears to be untrue.
More after the jump.
As you’ve made clear to us, through comments and via email, you’re dying to talk about year-end bonuses. For example:
– If your firm has a bonus policy that’s spelled out in advance, what are the general terms?
– If it’s a bonus based on billable hours, what are the cutoffs?
– If your firm doesn’t have a bonus policy, what are you expecting (or hoping) to receive this year as a bonus?
Here’s an open thread for discussion of bonuses at law firms in New York. We’ll roll out posts for other major legal markets over the next week or two.
We might compile bonus information in a more organized fashion at a later point in time. But for now, this will have to do. Have at it! Update (1:10 PM): Originally this post was oriented around firms (alphabetically), but we’ve decided it makes more sense to organize by city. As this commenter correctly notes, “bonus policies vary more along market lines than firm lines.”
Are you trying to remember whether any of your law school classmates or colleagues clerked for former judge Michael Mukasey (S.D.N.Y.), President Bush’s nominee to replace Alberto Gonzales as attorney general?
Well, you’re in luck. Every single one of Judge Mukasey’s former law clerks signed a glowing letter of recommendation for the judge, in which they praise him as a jurist and mentor and urge his speedy confirmation as AG. Their letter was transmitted to the Senate last night.
You can check out the letter, including the list of signatories, after the jump.
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 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!