If you want to send a message that you really don’t care what your document looks like, or that you never really gave it any thought, then this is the font for you. It might mean that you don’t really understand computers very well, and never bothered to learn how to change the default font. It probably also means that you never took a moment to consider the judge (or the client or whoever is reading what you wrote) and how she will have to slog through yet another gray document filled with too-small text that looks like every other one she’s read today.
But mostly it just means that you’re apathetic, and that you don’t consider what you write to be work worthy of craftsmanship.
So what is this font that says so much about you, and what should you use instead?
We’ve previously discussed the trend of partners leaving Biglaw to launch their own firms. We’ve seen a lot of this action in New York and D.C., home to such well-regarded boutiques as MoloLamken, started by former Shearman & Sterling and Baker Botts partners, and BuckleySandler, started by former Skadden partners.
It’s happening out on the West Coast, too. In the fair city of Seattle — one of my favorite places in the entire United States, especially when it’s not raining — about half a dozen partners are leaving K&L Gates to start their own shop. One Queen Emerald City tipster described this news as “the most exciting thing that has happened here since Kurt Cobain died.”
UPDATE (4/5/11): The official press release about the new firm, Pacifica Law Group, appears after the jump.
Who are the lawyers that are leaving, and why? Let’s find out….
One morning last week, I walked past dozens of loyal Apple customers lined up to buy the new iPad 2. I scoffed as I walked by, my old, beat-up iPod nano playing in my ears. I also had the misfortune of walking past the same store later in the evening.
A sign in the doorway said something like, “Sorry, you’re too late. We’re sold out, na na na na.” Of course sample iPads were spread across the tables for gullible saps like me to play with, and I couldn’t resist. I really wanted to be able to legitimately say the gadget is silly and excessive, but — curse you, Steve Jobs — that thing is really cool.
It’s been, obviously, an exciting week for the company, but coincidentally (or not?) the Apple legal team has probably been working overtime too. Apple is no stranger to litigation, and we’ve covered Apple’s legal wrangling before.
Details about Apple’s hyperactive legal week — why Steve Jobs got deposed, who owns the phrase “App Store,” and a company that claims Apple stole intellectual property — after the jump.
Scrooge McDuck must have attended the right law school.
Another day, another set of law school rankings. The world’s appetite for these things knows no bounds. Earlier this week, we covered U.S. News & World Report’s best law schools as ranked by law firm recruiters — and the reader interest and traffic were off the charts. Apparently there’s no such thing as “rankings fatigue.”
(Wait until we launch our list of law schools ranked by the quality of the toilet paper in their public restrooms. Because that’s something that actually matters to law students — probably more than, say, the number of volumes in the library, or even the square footage of the place.)
Today we bring you law school rankings by Forbes. The eye-catching title of Kurt Badenhausen’s post: “The Best Law Schools For Getting Rich.” Because you all went to law school in the hopes of becoming rich, right?
(If so, that was pretty dumb. According to some observers, a junior associate’s salary means you’re poor, and even a midlevel- to senior-associate salary doesn’t make you rich. Partner-level compensation is better, but even a million or two won’t get you access to the top slam pieces.)
Okay, let’s take a look at this list of law schools ranked by their graduates’ median compensation. Some of the schools on it may surprise you….
As we mentioned in our last story on the embattled Howrey law firm, the remaining partners will vote this week on whether to wind down the 55-year-old shop. According to Am Law Daily, that vote is set to take place on Wednesday.
For the past few weeks, Winston & Strawn has been waiting in the wings, hoping to help itself to Howrey’s healthiest parts. But as we’ve chronicled in these pages, many of the strongest partners and practice groups have already defected to other firms.
Let’s discuss the latest developments — and also learn the fate of current 3Ls holding offers from Howrey….
Ed. note: This is the latest installment of Size Matters, one of Above the Law’s new columns for small-firm lawyers.
We all know that it is only a matter of time before we are replaced by computers. As Elie explained a few weeks ago, the legal community is already predicting how computers can do the work of junior associates. I guess we can breathe a momentary sigh of relief after Rep. Rush Holt showed Watson who is boss. But I personally have been preparing for this day since 1985, when I first learned about Vicki from Small Wonder.
With the writing on the wall, it seems like there is no better time for us to embrace our computer brethren. And small law firms should be leading the charge.
My firm is not at the bleeding edge of legal technology. There are mid-level associates who still insist on dictating their briefs. We only recently converted to using Microsoft Word. Mark-ups are old-school (i.e., a red pen is used to mark-up a paper copy). And all associates are expected to be conversant in Morse Code. As an aside, this has actually come in handy when I send out my daily S.O.S.
But there are some small law firms doing big things with technology….
Many large law firms forbid their lawyers from visiting social-media sites at work. Some have actual software blocks, preventing sites like Facebook, Twitter, and LinkedIn from loading on firm computers. Other firms tacitly discourage visiting these sites, since six minutes wasted on them are six minutes that could have been billed.
Small firms are less likely to have these policies or blocking programs, mainly because small firms are less likely to have any policies. Or IT departments.
This is partly a generational issue. On the one hand, you’ve got the Millennials, who are used to having IM chats, Pandora songs, and Facebook walls running in the background while they bash away at Lexis or Microsoft Word. On the other hand, you have more-senior (or just plain “senior”) lawyers, for whom the Interwebs are something to either be feared or restricted to off-duty hours.
Generationally, I’m somewhere in between. I’m 43, placing me at the early end of Generation X. Millennials make me feel old. When I started hiring twenty-something lawyers, I found their IM chats in the background jarring. But I quickly learned that this had no impact on their ability to get work done. They were far more able to multitask than I was, and it seemed silly to make a rule about social-media sites.
Also, a facility with social media comes in handy in a litigation practice. For example, several years ago, a client of ours fired an employee for taking unauthorized time off. The young female professional sought a leave in December to have some elective surgery — to wit, breast implants. (Note for law students: The phrase “to wit” must never be used unironically. And if you ever find yourself writing “to wit: a shod foot,” you need to leave the practice of law immediately.)
The young woman’s employer didn’t seem to a have a fundamental problem with her getting … enhanced. The problem was the timing. The holiday season was their busiest time of year, and they couldn’t afford to lose her then. But she went and did it anyway, and they fired her for the unauthorized leave.
Please think for a second before you hit “send” and launch your next e-mail.
There are actually a bunch of things you should think about before sending your next e-mail, but today I’ll rant about just one: the “subject” line.
My rant comes in three parts.
First, the “subject” line has the potential to be helpful. At a minimum, an intelligent subject line can get my mind in gear for the information that I’m about to read, and perhaps can give me some sense of the urgency of your communication. At a maximum, an intelligent subject line can convey an entire message.
So use the thing! Please don’t send me e-mails with subject lines that are entirely blank. You’ve missed an opportunity to make communication easier, and you’ve forced me to pop open your e-mail to learn what you’re writing about. Put a few words in the subject line, to tell me what’s coming.
Second, please remember who I am and who you are. If you work at Kirkland & Ellis, it wouldn’t be too helpful to receive many e-mails with subject lines that read “Kirkland & Ellis.” That subject line wouldn’t distinguish one e-mail message from the other. You are Kirkland & Ellis; you don’t need to be told that every e-mail is about Kirkland & Ellis….
* Illinois Governor Pat Quinn says he will follow his conscience in deciding whether to sign a bill abolishing the death penalty. And if you’re at all familiar with Illinois governors…well, that might not mean a whole lot. [Chicago Tribune]
* Lawmakers in Montana who claim Obamacare is unconstitutional may be violating Montana’s constitution in their effort to challenge the health care law. Petards, commence hoisting. [CNBC]
Bonus news is out at Curtis, Mallet-Prevost, Colt & Mosle. Basically the firm matched the Cravath scale. “Totally expected and acceptable,” said a contented Curtis associate, “since hours aren’t terrible and people (generally) don’t hate their lives.”
It was “basically” a Cravath match, because even Curtis — which only has around 200 lawyers, and which “tends to round out the bottom of the Am Law 200,” in the words of a Curtis source — was slightly more generous than Cravath and all the CSM followers, at least to certain top performers….
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.
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!