Marc Hanrahan, of Milbank Tweed, and Jeff Trinklein, of Gibson Dunn.
Today we wrap up our coverage of the partners at New York law firms whom you have nominated as being the best to work for. You can see the earlier coverage here and here.
The eight partners we present today are making associates’ lives better at the following fabulous firms: Alston & Bird, Cleary Gottlieb, Cravath, Gibson Dunn, Milbank, Shearman & Sterling, Sidley, and Simpson Thacher.
Paul Engelmayer, of WilmerHale, and Sandra Edelman, of Dorsey & Whitney.
Yesterday we introduced the first group of New York partners selected by our readers as the best partners to work for. Today we continue our presentation of the top New York partners.
The eight partners we present today practice at some of the country’s most well-known and well-regarded law firms: Cleary Gottlieb, Dorsey & Whitney, Fish & Richardson, Jones Day, Milbank Tweed, Schulte Roth & Zabel, Simpson Thacher, and WilmerHale.
Floyd Abrams of Cahill and Evan Chesler of Cravath: two great lawyers who are also great to work for.
With all the negative press surrounding partners lately — see, e.g., here and here — it’s about time for some good news, about good partners.
Last month we asked you to nominate the best partners you work for, tell us why they are the best, and rate them in six categories: expertise within the practice area, quality of work given to associates, hands-on training given to associates, provision of feedback on associate work, respect for associates’ schedules, and professionalism with associates. And we didn’t even have to pay these associates to say nice things about the partners they nominated.
Over the next few weeks, the ATL Career Center, hosted by Lateral Link, will bring you the list of the best partners to work for, divided up by geographic region. This week we will focus on New York, Above the Law’s home base, and give you the top 24 partners to work for in the Big Apple as nominated by you, our readers.
In addition to talk of bonuses and layoffs, another topic that instills fear in associates is partnership prospects. A couple of weeks ago, we asked you how current partnership prospects at your firm compared to last year, and how your firm treats associates who are passed over for partnership.
Forty-seven percent of respondents report that the chances of making partner are worse than last year, 42% say they are about the same, and 11% indicate that prospects are better.
First, the bad news: the percentage of respondents who say that prospects are worse is significantly larger among the senior associates who are either up for partner or nearing partnership consideration. For example, 66% of the Class of 2002 report that making partner is less likely than last year, as do 58% of the Class of 2003, and 55% of respondents who graduated before 2002 (which may include some current partners). Maybe it’s just the nerves talking, but it could also be that eighth year associates and beyond have a better grasp of reality than, say, Class of 2010 associates.
Members of the “lost generation” who managed to snag those elusive Biglaw offers are generally being viewed as welcome additions to their firms. According to our survey results, the majority of respondents report that Class of 2009 and 2010 associates started on time, and have enough billable work.
Although most of the more senior associates think the first-year associates will be cut first if the economy heads south again, a number of newbies are actually very confident about their job security. (That’s especially true of first-years at this New York firm.)
Whether you are betting the entire company or see winning as only a matter of pride, here are four firms that clients turn to for the best representation in litigation. Prestige and great work experience aside, working at any of these firms will not be a cake walk. Check out how these litigation behemoths fared in the Career Center Associate Survey in case you don’t want to end up working at a firm with unholy advocates or take an offer from the firm you should refuse.
There will likely come a time in your legal career when you decide to look for another job – and for the majority of lawyers, there will be many of those points. Whether you are ready to leave your current job or just want to test the waters, job seekers should be cautious about the search process. Unfortunately, many attorneys would rather remain unhappy in their current jobs than search for a new job, for fear of getting caught by their employer.
Even though there is no foolproof plan, and there is always a risk of getting caught before securing a new position, this week’s Career Center Expert Insights article provides some tips on how you can conduct an effective job search, while keeping the search under wraps from your current employer.
It’s that time of year again, when most Biglaw firms announce their partnership promotions. But this year, it’s not only the senior associates who are on edge. As shown in our recent associate morale survey results, 62% of associates at all levels attributed the decline in morale at their firms to poor partnership prospects.
Please take this short survey and tell us if and how partnership prospects have changed at your firm since last year, and what really happens to senior associates who don’t make the cut. We’ll bring you the results next week.
In the meantime, head over to the ATL Career Center, powered by Lateral Link, to find out more about partnership prospects at each of the top law firms.
If you’re in Biglaw, chances are that not all of the first-year associates currently working at your firm are of the fresh-out-of-law-school-and-still-tan-from-post-bar-trip variety. With many firms just now welcoming back some Class of 2009 associates after a yearlong deferral, Class of 2010 associates have to wait their turn to start work in 2011 or 2012. But now that the great recession is over, surely business has picked up enough so that there is plenty of doc review and due diligence to go around for first-year associates, right? Or is work still so slow that the more senior associates have to hoard all the grunt work?
In this week’s survey, we want to know whether the first-year associates at your firm are being welcomed with open arms, or viewed as the competition…
Even in the economic heyday of a few years ago, making partner at a law firm was never a guaranteed outcome for every associate. But at large law firms today, partnership prospects look worse than ever. Whether you want to pursue that elusive partnership goal or opt out to work in-house, one thing is certain: you can’t just expect everything to fall into place; you have to take control of your career.
Last month, the Career Center’s Miami Professional Development Panel provided insider perspectives on how associates can increase their chances at making partner or landing an in-house job. Panelists included:
Adolfo Jimenez – Partner, Holland & Knight
Tiffani Lee – Partner, Holland & Knight
Albert Dotson, Jr. – Partner, Bilzin Sumberg
Jonathan Jaffe – Director & Associate Counsel, Royal Caribbean Cruises, Ltd.
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.
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: email@example.com.
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