It’s time to announce the winner of November’s Lawyer of the Month competition. Our five contestants all made the news recently for their deeds of derring-do, be they on the bench on the bike path. As usual, one of them stole the show, both in your votes and in national media coverage.
From Above the Law, to the Huffington Post, to the New York Times, November’s winner rocked the legal profession and caused many to reevaluate their lives — and ultimately, their happiness. As it turns out, sometimes the wonderful world of Biglaw isn’t all it’s cracked up to be.
One of my favorite recurring columns on Above the Law is the “Departure Memo of the Day.” Elie Mystal hit a nerve last week when he published a particularly depressing departure memo from a harried mother at Clifford Chance who was struggling, unsuccessfully, to balance the demands of parenthood and Biglaw. The departure memo lit up Twitter and even the Huffington Post decided to weigh in.
At many Biglaw firms, departure memos have become an ingrained part of the culture. Why are departure memos so ubiquitous, especially in Biglaw? The New York Times put it best:
“The ‘departure memo’ is a fixture at many large employers, and nowhere more so than at big law firms. Departures, particularly of young associates, are built into the business model. Not everyone is supposed to stay, and many never planned to stay, so leaving is often celebrated. Many of the ‘Departure Memos of the Day’ published on Above the Law fall into that category. Excitement at the next opportunity, and a little bit of glee at leaving, is completely acceptable, as is a little thumbing of the nose at the firm. Creativity isn’t unusual.”
The Clifford Chance departure memo struck a chord with many lawyers because it openly grappled with the struggle for work/life balance so familiar to so many of us. But it also raises bigger issues regarding the purpose intended by such missives….
Since we published, the story has gone everywhere. The Huffington Post weighed in, and so did the New York Times. I’m glad so many people are finding out that working at one of the top law firms in the world is really difficult. Welcome to our world — they’re not paying people $160,000 and up to work from 9 to 5.
But one disturbing trend in the coverage of this story is the move to blame the husband. Ms. X’s husband only appears once in her tick-tock:
7:45pm: Negotiate with husband over who will do bathtime and bedtime routine; lose
That line has led to rampant speculation about the deadbeat loser Ms. X must be married to. Vivia Chen of The Careerist had one of the more restrained slams on this guy: “Not to be presumptuous, but I think we should all chip in for some negotiation courses for this poor woman. I realize we don’t have all the facts, but her husband seems to be getting away with murder.”
Well, you know what? I’ve been a Biglaw associate, and a Biglaw spouse, and let me tell you, it’s not as easy as it looks. Just because a lady “loses” the negotiations on domestic chores doesn’t mean that she’s married to a sexist pig, and it doesn’t mean the guy is “getting away with murder”….
Not pictured: the Biglaw train barreling towards this family.
I’ve read this departure email three times this morning, all while a sleeping six-week-old snores up at me. It’s a departure memo where a Biglaw associate kind of admits that she can no longer juggle the demands of parenthood and the demands of being a Biglaw lawyer. In a way, it’s heartbreaking. I don’t know this woman, and I don’t know what her hopes and dreams are or might have been, but it shouldn’t be so damn hard — in the richest country on Earth — to have a big-time job and be a loving parent. The struggles highlighted by this woman make me sad as a new parent myself.
In another way, this memo is uplifting. You can’t have it all. When you finally come to accept that, it’s liberating. You don’t have to feel like a bad employee or a bad parent for not being able to do it all. As Al Pacino says in the Devil’s Advocate: “Guilt is like a bag of bricks, all you gotta do is set it down.”
So, take a look as one woman bows out of the rat race….
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: firstname.lastname@example.org.
Please note that Evan Jowers and Robert Kinney are still in Hong Kong and will stay FOR THE REMAINDER OF THIS WEEK. We still have a handful of available slots for meetings with our Asia Chronicles fans. If we have not been in touch lately, reach out and let us know when we could meet! There is no need for an agenda at all. Most of our in-person meetings on these trips are with folks who understand that improving a legal practice through lateral hiring is an information-driven process that takes time to handle correctly.
Regarding trends in lateral US associate hiring in Hong Kong, we of course keep much of what we know off of this blog. Based on placement revenue, though, Kinney is having one of our most successful years ever in Asia. We are helping a number of our law firm clients with M&A, fund formation, cap markets, project finance, FCPA and disputes openings. These are very specific needs in many cases, so a conversation with us before jumping in may be helpful. As always, we like to be sure to get the maximum number of interviews per submission, using a well-informed, highly targeted, and selective approach, taking into account short, medium and long-term career aims.
Making a well informed decision during a job search is easier said than done – the information we provide comes from 10 years of being the market leader in US attorney placements at the top tier firms in Asia. There is no substitute for having known a hiring partner since he/she was an associate or for having helped a partner grow his or her practice from zip to zooming, and this is happily where we stand today – with years of background information on just about every relevant person in all the markets we serve, and most especially in Hong Kong/China/Greater Asia. So get in touch and get a download from us this week if we can fit it in, or soon in any case!
The legal industry is being disrupted at every level by technological advances. While legal tech entrepreneurs and innovators are racing to create a more efficient and productive future, there is widespread indifference on the part of attorneys toward these emerging technologies.
When the LexisNexis Cloud Technology Survey results were reported earlier this year, it showed that attorneys were starting to peer less skeptically into the future, and slowly but surely leaning more toward all the benefits the law cloud has to offer.
Because let’s face it, plenty of attorneys are perhaps a bit too comfortable with their “system” of practice management, which may or may not include neon highlighters, sticky notes, dog-eared file folders, and a word processing program that was last updated when the term “raise the roof” was still de rigueur.