Not shown: the empty bottle of Jack in this guy's carrel.
Last week, I derisively noted that legal blogs were pushing a silly story in U.S. News about great careers that you can pursue with a law degree. No matter how bad legal hiring gets, law schools like pushing the “you can do anything with a law degree” angle, based on the anecdotal evidence of those who were lucky enough to parlay their J.D. degrees into something non-legal.
As we mentioned yesterday, on-campus interview season has started at law schools all across the land. We’re happy to serve as your one-stop shopping center for all things OCI. Just send us an email (subject: “OCI”) about the things going on at your school that deserve more attention.
Today’s news is on the funny side. It appears that the wild and crazy kids from BYU Law are taking the stress of OCI in stride….
Law school isn’t a bad choice or financially ruinous choice for everybody — just for many people.
Given the state of the legal economy, it sometimes feels like law schools are pumping out two classes of law students. The first blessed group of people can follow a “traditional” path to financial security: summer at a Biglaw firm, get an offer, work there for a few years while paying off debt, etc.
The other group consists of the law school have-nots. They didn’t get Biglaw summer associate offers because the supply of legal jobs has contracted while the number of available law students has increased. The “secondary” or “local” markets aren’t hiring either. Public interest work doesn’t quite pay the bills. Nobody is coming to interview them 3L year. They are members of the Lost Generation.
There are, of course, more law school have-nots than there are lucky ones. That’s just the way of things. But law schools tend to trumpet the few stories of success while ignoring the many stories of distress.
We’ve talked about all of this before, of course. But today we have an interesting opportunity to take a peek inside the head of a successful candidate — and see just how myopic his worldview is. And we can look at the thoughts of a have-not — and see just how bitter he’s become.
Below are two emails. One came from a summer associate at Cravath, raving about his wonderful, awesome world. The other is a response written by a rising 3L describing his no good, very bad employment prospects….
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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