Supreme Court clerks continue to flood the NYT wedding pages this month, creating grim LEWW odds for mere-mortal Cornell grads and Skadden associates. Like Troy playing Florida or North Texas playing Alabama, these folks are welcome to suit up, but the only question is how bad their whuppin’ is going to hurt.
Here are your three finalist couples for the week:
We bring you an addendum to Monday’s post about the latest in Supreme Court clerk hiring. And we’re pleasantly surprised to see that we have this news before Wikipedia.
Recently hired to clerk for Justice Stephen G. Breyer in October Term 2008: Brianne Gorod, currently in the D.C. office of O’Melveny & Myers. Gorod is a 2005 Yale Law grad and a former clerk to the judicial tag team of Jed S. Rakoff (S.D.N.Y.) and Robert A. Katzmann (2d Cir.).
Those who obsessively follows SCOTUS clerk hiring know that Judges Rakoff and Katzmann have jointly sent clerks to the Court before. But contrary to some rumors, they’re not always a “package deal” when it comes to hiring (although there is a significant degree of overlap among their current and former clerks).
Judge Katzmann prefers to hire individuals who have clerked on the district court (or have some other kind of post-law school work experience), so he regularly turns to Judge Rakoff, for whom he has a great deal of respect, as a source of clerkly talent. Judge Katzmann sometimes also helps promising applicants to his own chambers to secure interviews with Judge Rakoff. Conversely, Judge Rakoff also refers and sends clerks to Judge Katzmann, as well as to other Second Circuit judges, and he has also hired some clerks after Second Circuit clerkships. In short, both judges think it’s valuable for people to have both district and circuit clerkship experiences, and they try to help make that happen for their clerks. But they don’t hire 100 percent of their clerks jointly.
The current tally of OT 2008 SCOTUS clerks, with Brianne Gorod added, appears 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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