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….
‘Tis the season — for new partner elections at large law firms. Although there are some exceptions, most firms pick and announce their new partner classes around November and December, with partnership effective on January 1 of the following year.
These partnership announcements sometimes contain interesting information, if you read between the lines. As we’ve previously observed, “Partnership decisions often shed light on the current state of a firm, its prospects for the future, and its priorities. How many new partners did a firm make? How does the number of new partners this year compare to past years? In which practice areas did it make new partners? How many of the new partners are women or minorities?”
After the jump, we look at new partner news from ten top firms — perhaps you know some of these law firm superstars (and soon-to-be millionaires)? — and we invite you to discuss the new partners at your firm….
Working Mother just released its annual list of the top 100 companies to work for. As we are (hopefully) coming out of the recession, it is possible that people might actually start caring again about family issues and work/life balance issues.
This year, four law firms made the list. Before we get to the “winners,” let’s take a look at the process required to be up for consideration. To be on the list, first you have to fill out an application with 600 questions.
What is the magazine looking for? Here’s the explanation from their methodology section:
Eight areas are scored: workforce profile; benefits; women’s issues and advancement; child care; flexible work; paid time off and leaves; company culture; and work-life programs. An essay regarding best practices to support working mothers is also evaluated…
Working Mother considers not only the programs, benefits and opportunities offered by companies but also recently settled, decided or still-pending gender discrimination lawsuits.
An essay, do you say? Well, so much for rigid objectivity in list making.
Still, the four law firm winners should be proud. Let’s highlight them from out of the other top 100 companies…
If you are new to Above the Law, you might not remember Yolanda Young. She’s an African-American woman who used to work as a staff attorney at Covington & Burling. Some time ago, she sued the firm for racial and gender discrimination. You can read all about her claims here.
Regular readers of this site are already thinking: “Wait, didn’t that suit get dismissed?” ATL veterans are working on their obese/race-baiting/marine mammal mad libs as we speak.
But before we get to those fresh horrors, you all should know something: a federal judge has reinstated part of Yolanda Young’s case against Covington…
I have been writing for Above the Law since March of 2008. This Monday, though, will be my last day as a daily contributor. I am heading over to Forbes to write about privacy, law, social media, and technology (aka The Not-So Private Parts). For those who will miss my daily presence on ATL, please feel free to check me out there, or to friend me on Facebook, or to follow me on Twitter. I’ll also be writing a weekly column for Above the Law.
Lat, Elie, and I are going to be getting drinks after work at The Ninth Ward to help numb the separation pain. Please feel free to join us if you’re in New York. Though only if you’re not a weirdo. (You know who you are; but to clarify, weirdos are not those who would show up, but are among those who voted this up.) We’ll be there from six to eight p.m.
As many of you know, unlike my co-editors, I’m not a lawyer. I’m just a little journalist. I appreciate that, despite this moral and educational failing on my part, all of you lawyers and law students have put up with my writing about your profession. Professors Lat and Mystal have offered excellent legal lessons, as have the real law professors I have had the pleasure of interviewing. Plus, I date spend an inordinate amount of time hanging out with lawyers outside of work, and so have a solid appreciation for the terror of living under the reign of the billable hour.
I also did some hourly billing myself way back when; my first job out of college in 2003 was as a paralegal in the D.C. office of Covington & Burling, an experience that convinced me not to apply to law school (despite having rocked the LSAT). During my first summer in D.C., I lived in a five-bedroom apartment in Van Ness with four summer associates — from Harvard, Columbia, Yale, and Georgetown. We were five corporate law strangers picked to live in a house (vacated by the Georgetown law student’s roommates for the summer). That was where I picked up some useful stereotypes about students from these elite law schools. I came away from the summer with a strong dislike for HLS kids…
Some summer associates are ending their summers on a very positive note. Quite a few firms have already informed law school students that after this summer fling, they’re interested in a more serious relationship.
Since our last round-up of offices extending offers to 100% of their summer associates, we’ve heard from a few more contented summers…
Legal Eagle Wedding Watch, like the rest of the nuptial media, is in a state of giddy anticipation over Chelsea Clinton’s upcoming wedding, scheduled for tomorrow in Rhinebeck, NY. We’ll be gobbling up all the juicy details as they leak out, just like the lucky guests will be devouring the vegan and gluten-free fare. Yum!
Chelsea’s big day is one of the social events of the season and is estimated to have up to a $2 million pricetag. This week’s featured weddings may not quite reach that stratospheric territory, but they do have lawyers out the wazoo (unfortunately, neither Chelsea nor her fiancé has a JD; her parents, of course, have two).
On Sex and the City, Samantha was never seen scrolling through comments on news blogs to make sure her clients’ reputations weren’t being maligned. Instead, she attended fancy New York parties and talked up her roster of good-looking clients.
But SATC is dated. The work of public relations professionals has been made harder (and less glamorous) by the explosion of online news sources. We know that law firm PR folks spend a healthy amount of time monitoring the legal blogosphere to do damage control for their firms. Another place they need to watch is Wikipedia.
The crowd-source encyclopedia has become the go-to reference site for most Internetters. Society’s sages often warn people not to take everything they find in Wikipedia at face value — since the information does not necessarily come from experts and is not systematically vetted — but that advice often goes unheeded.
Because Wikipedia is such an important source of information, and so easily edited, some try to manipulate entries to give them a positive or negative spin. Lawyers at certain firms have been found guilty of this before (e.g., Wachtell). Sometimes dueling manipulation of an entry reaches the level of what Wikipedia calls an edit war — when two or more editors are continually overriding one another’s changes.
The Wikipedia gods ordered an end to the war on the page of Latham & Watkins. BLY1 noticed that the page was put on lockdown. A note from the Wikipedia war god says:
NOTE: IF YOU HAVE COME HERE TO EDIT ABOUT LAYOFFS, THINK TWICE. EDITS MUST BE FACTUALLY VERIFIABLE, AND NEUTRAL. IF YOU ARE CONNECTED TO THIS COMPANY IN ANY WAY WE ADVISE YOU *NOT* TO TOUCH IT.
Someone kept inserting references to Latham’s layoffs and how hard hit first-year associates were. That info has now been scrubbed from the page.
We decided to take a stroll though the revision history of other law firm pages to see who needs to do clean up, and who has done clean up. Cravath, for example, had a very interesting description for a short time…
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: email@example.com.
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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