Earlier this week, we discussed L.A.-based patent attorney Andrew Schroeder. For those who missed out on the first go-around, Schroeder penned a couple of blistering assaults on the quality of the USPTO’s work that were brought to the attention of University of Missouri Law Professor Dennis Crouch, who posted them on Patently-O.
But the story does not end there. Yesterday, I received an email from Andrew Schroeder pointing me to his blog post responding to Crouch (and, to a lesser extent, me). I found Schroeder’s original work to be professionally over the line — and at times a little offensive — but also very funny, so I was excited to see what the maestro of meltdown letters would say to his critics.
Does spending their lives poring over minuscule differences between the designs of mundane products drive IP lawyers mad?
After yesterday’s tale of a patent lawyer ripping not one, but two letters berating the “special” insights of the examiners of the USPTO, a tipster topped that outburst by directing us to the tale of an attorney who went over the examiners and tongue-lashed some trademark judges. Because if arguing the uniqueness of water sprinklers can drive someone crazy, arguing the uniqueness of a fabric patterns creates a new kind of super-crazy.
There’s something beautiful about watching someone have a full meltdown. There’s a primal insanity that spews forth during a complaint-filled rant. It’s what makes movies like Network and Falling Down such enjoyable romps.
Attorneys aren’t immune to meltdowns, but they usually reserve them for a legal secretary, hapless associate, or beleaguered co-counsel. Anything to keep the episode shielded from the prying eyes of ATL.
Which makes a patent attorney’s public freakout on the USPTO itself so much more entertaining.
Prepare a Bingo card for the over-the-top references you expect to see in these rants (yep, plural). Here’s a freebie for the center square: mocking the Special Olympics…
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: firstname.lastname@example.org.
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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