* In the Barry Bonds trial, an expert on steroids described how the government injected a bunch of baboons with the drug Bonds is accused of using. I, for one, welcome our new baboon overlords. [ESPN]
* Some Amish in Kentucky are fighting a regulation that requires reflective safety triangles on their buggies. Say they’d rather get Munsoned out in the middle of nowhere than use those things. [Louisville Courier-Journal]
* A lawyer in Illinois faces possible jail time for letting her detained client use her cell phone. At least she’ll get bars now. HIYOOOO! [ABA Journal]
* The FBI has instructed agents to to hold off on Miranda warnings when interrogating “operational terrorists” about immediate threats. These threats include suitcase bombs, sex bombs, nude bombs, and La Bamba. The Los Lobos version. [New York Times]
* Law firms are whetting wetting their collective beak on drug deals. But drugs is a dirty business. It makes, it doesn’t make any difference to me what a man does for a living, understand. But your business is, uh, a little dangerous. [Am Law Daily]
On Tuesday, Ropes & Gray was sued in Manhattan federal court by a former partner, Patricia A. Martone. Martone’s lawsuit claims age discrimination, sex discrimination, retaliation, and interference with protected retirement benefits in violation of ERISA (the basis for federal jurisdiction in the S.D.N.Y.).
As you might expect from an ex-Ropes partner, Martone has some high-powered counsel: Anne Vladeck, one of New York’s top labor and employment lawyers, widely regarded as the queen of employment discrimination law. Vladeck famously (and successfully) represented Anucha Browne Sanders in her sexual harassment lawsuit against Isiah Thomas and the Knicks.
Patricia Martone is a veteran intellectual-property litigatrix, a specialist in patent litigation, with almost 40 years of practice under her belt. She made partner at Fish & Neave, the well-known patent law firm, in 1983, and then became a Ropes partner in 2005, when Ropes absorbed Fish. She’s now a partner at Morrison & Foerster, which she joined in October 2010.
Why did she leave Ropes? Let’s have a look at Patricia Martone, and her lawsuit….
I did not interview Quinn, though. Instead, I spoke to former Quinn attorneys turned small-firm superstars: Ryan Baker and Jaime Marquart, principals of Baker Marquart LLP.
Baker and Marquart have been doing the small firm thing for nearly five years now, so they know of what they speak. And they both went to HLS and worked at Quinn for many years, so they are smarter than most of us.
We’ve been revealing our panelists over the past few weeks. We’ve already lined up Steven Molo, founding partner of MoloLamken (and a former partner at Shearman & Sterling and Winston & Strawn), and Anastasia Boyko, professional development manager at Practical Law Company (and a former attorney at Akin Gump and Katten, as well as a former investment banker).
Today we announce our final panelist: King Milling, the New York recruiting partner of Orrick. King is a member of Orrick’s corporate practice, where he focuses on M&A and leveraged buyouts. Prior to joining Orrick, he was a partner at Kirkpatrick & Lockhart (now K&L Gates).
They’ll be joined by Above the Law’s own David Lat — a former Ninth Circuit clerk and assistant U.S. attorney, who will discuss public sector opportunities — and Elie Mystal, who will moderate.
The diverse panel features litigators and transactional attorneys; lawyers with private and public sector experience; a former state prosecutor and a former federal prosecutor; and attorneys who, collectively, have worked at eight Am Law 100 firms. The discussion will be spirited and candid — more frank than what you’d get from your law school career services office. And there will be ample time for audience Q-and-A, so you’ll be able to get your specific queries answered directly by these great panelists.
It’s less than two weeks away, so don’t delay. You can sign up over here (and feel free to spread the word to your friends).
We will have a new winner in this year’s Coolest Law Firm contest. When Above the Law first ran this bracket back in 2008, you picked Latham & Watkins as the victor. This time around, they got… Lathamed, in the first round. Cravath crushed Latham by a 60% – 40% margin. That was the second-highest margin of victory among all of the first-round match-ups.
As we move into the Elite Eight, some of our readers are asking us to give a more clear definition of what is “cool.” We respectfully decline to do so. It’s up to you to tell us what makes a top law firm cool. Is it job security, making maximum bank, prestige points? It’s really up to you. Personally I think the coolest law firm would be the one most likely to represent bad-ass clients on the correct side of moral issues, but… eeek, that’s not really what Biglaw is all about.
So bring your own prejudices to the table when you vote in the next round of the Coolest Law Firm Tournament. Use whatever reasoning makes sense to you. Just don’t go with chalk because you can’t be bothered to actually form an opinion — don’t be boring, son….
One reader wrote to me to complain. Surely, he said, there’s room in the world for a law firm that does work that’s “good enough for the occasion at a fair price.” Isn’t perfectionism the enemy of the reasonable bill?
That reader is undeniably correct.
Small matters, whether transactional or litigation, may not bear the freight of comprehensive factual or legal research. And lawyers who don’t recognize this — whether they work in-house or at firms — won’t last very long. For many matters, “good enough” is good enough.
But I’m not going to spend much time fretting about this, for three reasons.
First, there’s plenty of mediocrity in the world. Although it may engender outrage to type these words, the average lawyer is . . . well . . . average. You don’t have to search very far to find people who produce average work….
Although I now live in New York, I lived in D.C. for several years before moving back to NYC. And while I was in Washington, few trial lawyers were more renowned around town than Michele Roberts. A legendary litigatrix celebrated for her skill in the courtroom, Roberts was at Akin Gump — home to other top talent, such as John Dowd, now defending Raj Rajaratnam — from 2004 until recently.
Very recently. Yesterday the news broke that Roberts was leaving Akin Gump and joining global mega-firm Skadden. Skadden trumpeted the news in a press release, noting that Roberts “is widely recognized as one of the nation’s premier trial lawyers,” with over 100 jury trials under her belt.
Roberts has a somewhat unusual background for a Biglaw litigation partner. Let’s learn more about her….
I asked a client how things were going at work – or not-going. She’s a junior at a big firm where it’s been dead slow for the whole year she’s been there and partners are starting to flee.
“Not horrible,” she said.
That’s a not-uncommon sentiment from to people in her position. As a junior, you’re asking for not-much. You’ve realized law school was a mistake – and the thought of your loans makes you queasy. If you get through the day without being criticized or given some god-awful assignment, you can go home and try to sleep. That’s a good day.
Not-horrible means not-unbearable, even if you hate what you’re doing, see no way out and cry alone in your office.
Not-horrible is not-unemployed. Better to not-complain.
One junior associate client has a corporate headhunter friend, who asked him to write something down and commit it to memory:
I’ve been trying to be nice. I’ve been trying to be positive. I’ve been trying to adopt a new, sunny, smoke-free attitude that assumes certain top firms will do the right thing by their associates and announce spring bonuses along the lines of Cravath, Sullivan & Cromwell, and a bunch of other top-tier firms.
Just last week, we reminded firms that it’s not too late to announce “spring” bonuses. Dewey & LeBoeuf announced spring bonuses that it will pay in the summer. And that’s okay, nobody is really complaining, associates just want their money. If top firms are paying out spring bonuses, associates who have been told they are working at a top firm want to see their cut.
But there are a number of firms that haven’t gotten the message. Did they think their own people wouldn’t notice that they are getting shortchanged compared to the market? Is this a way for those firms to force some attrition? Surprisingly, some of the firms that are being cheap with spring bonuses were lauded for being generous around Christmastime.
Those firms know how the internet works, don’t they? Information can be updated around these parts….
In parts one and two of the Career Center “Tip of the Day” series, focused on how junior associates can become more indispensable to their law firms, we covered the importance of taking ownership of your work and becoming an expert in your field. Today, we’ll discuss effective management strategies you can use to not only help you manage your work but the people with whom you work.
These tips are provided by the experienced recruiters at Lateral Link, who, in addition to providing sound career advice, can advance your career by consulting with you on the hundreds of law firm and in-house positions they have in their network.
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.
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!