And be careful about what you place in the trash. Law firms have paper shredders for a reason; use them. Consider this your practice pointer for the day.
Earlier this month, an ATL reader sent us a collection of documents relating to Sullivan & Cromwell’s on-campus interviewing program at the University of Michigan Law School. For the record, our tipster didn’t have to go dumpster diving for this find. The documents were contained in a black binder that was conveniently placed on top of an outdoor recycling bin, where it caught our reader’s eye. (As we all know from California v. Greenwood, you have no reasonable expectation of privacy in stuff you leave in the trash.)
So, what was in these documents? The contents will be of interest to partners and associates at other firms, as well as law students going through the OCI process right now….
It is crunch time for 2Ls and 3Ls. You’re awash in information — some of it concrete — but much of it ambiguous, amorphous, and second-hand, at best. The dissonance of hearsay collides with the harmony of recruiting. This year, perhaps more than any in the past ten years, Lateral Link’sFrank Kimball, an expert recruiter and former Biglaw hiring partner, has heard stories of “negative” recruiting.
A lawyer with Jones and Brown disparages Johnson & Smith. While any professional recruiter worth his or her grain of salt would never condone such a tactic, several attorneys consider it an effective manner of recruiting. Word to the wise, if the best feature of the firm is the interviewer disparaging other firms, run away!
Negative recruiting takes many forms, but usually appears in one of the following forms….
Today we bring you information about another program that’s hiring graduating law students. The good news: the work/life balance is good, as are the benefits and the pay (six figures). The bad news: these positions aren’t easy to land.
Ladies and gentlemen, on-campus interviewing season is upon us. Rising 2Ls are already making their way back to campus, eager to start on a process that will hopefully land them jobs. OCI isn’t how all law students get their post-graduate jobs, especially if they want to work for small law firms, but it is what students should do if they want high-salaried, Biglaw jobs.
That’s the way it works for 2Ls.
Five years ago, 3Ls who (for whatever reason) didn’t have Biglaw jobs lined up after their 2L summers could go back to school and interview with firms looking to hire them for the summer after graduation.
But here in 2011, things are rough going for 3Ls.
How bad? Take our reader poll below and let’s find out….
It’s a familiar refrain around these parts: it’s tough to find legal employment, unless you got into one of the top law schools. The prevailing wisdom is that students at the “best” (i.e., highest-ranked) law schools have been protected from the recession-dampened job market facing recent graduates of most American law schools. “HYS” (Harvard, Yale, Stanford), “CCN” (Columbia, Chicago, NYU) — these law schools are thought to be safe bets for people who would like to be employed upon graduation.
But are they?
We know that things aren’t as bad for students at top schools as they are for people attending schools that are not ranked as highly by U.S. News. But that doesn’t mean a degree from a “T6″ school parts the jobless sea and leads graduates to the promised land of gainful employment.
In fact, at this late date in the law school calendar, we know that there are 3Ls at great schools staring into the abyss of post-graduate unemployment. The proof comes from the charity that employed students are trying to extend to their unemployed brethren…
While there are students enjoying the good life as summer associates, many rising 3Ls are staring into the abyss of entering 3L recruiting without a post-graduate job lined up. At the University of Michigan Law School, the office of career services is preparing students for just how abysmal the abyss is going to be:
As you look at the employers coming to campus to interview 3Ls, some of you may be feeling quite frustrated at the number of employers willing to interview you as a 3L when there were far more willing to interview you when you were a 2L. Unfortunately, in the next few weeks there may be even more firms that cancel or reduce the number of interview slots they want reserved for 3Ls.
Welcome to “the suck,” my friends. I hope you brought your BFG…
If you are considering a virtual law practice, you know that many of today’s solo firms started that way. But why are established, multi-attorney law firms going virtual?
Many small firms are successfully moving part—or even all—of their practice to a virtual setting. This even includes multi-jurisdictional practice spanning several states and practice areas, although solo and small partnerships are still the largest adopters of virtual law.
Can you do the same? The new article Mobile in Practice, Virtual by Design from author Jared Correia, Esq., explores how mobile technology bring real-life benefits to a small law firm. Read this new article—the next in Thomson Reuters’ Independent Thinking series for small firms—to explore how a mobile practice:
Reduces malpractice risk
Enables you to gather the best attorneys to fit the firm, regardless of each person’s geographic location
Leverages mobile devices and cloud technology to enable on-the-spot client and prospect communication
Transitioning in-house is something many (if not most) firm lawyers find themselves considering at some point. For many, it’s the first step in their career that isn’t simply a function of picking the best option available based on a ranking system.
Unknown territory feels high-risk, and can have the effect of steering many of us towards the well-greased channels into large, established companies.
For those who may be open to something more entrepreneurial, there is far less information available. No recruiter is calling every week with offers and details.
In sponsorship with Betterment, ATL and David Lat will moderate a panel about life in-house and we’ll hear from GCs at Birchbox, Gawker Media, Squarespace, Bonobos, and Betterment. Drinks, snacks, networking, and a great time guaranteed. Invite your colleagues, but RSVP fast, as space is limited.
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 seven years. You can reach them by email: email@example.com.
It’s that time of year again when JDs are starting to apply for 2L summer jobs and 2L summers are deciding which practice area to focus on.
For those JDs with an interest in potentially lateraling to or transferring to Asia in the future, please feel free to reach out to Kinney for advice on firm choices, interviewing and practice choices, relating to future marketability in Asia, or for a general discussion on your particular Asia markets of interest. This is of course a free of cost service for those who some years in the future may be our future industry contacts or perhaps even clients.
For some years now Kinney’s Asia head, Evan Jowers, has been formally advising Harvard Law students with such questions, as the Asia expert in Harvard Law’s “Ask The Experts Market Program” each summer and fall, with podcasts and scheduled phone calls. This has been an enjoyable and productive experience for all involved.