It’s a little bit early for tuition hike season, but in a few weeks, we’ll start getting stories about law schools raising tuition on students just because they can. We say it every year, and we’ll say it again this year, but it appears that law school tuition is one of the only things that is recession-proof.
Law salaries remain flat. Law applications are even down, but that doesn’t necessarily mean tuition will follow. Here’s how committed law schools are to raising tuition: they’ll raise tuition and then give high-achieving students scholarships to offset the increase. It’s as if low-achieving law students are subsidizing tuition for high-achieving law students at schools across the country.
Law schools are willing to do whatever it takes to keep making the tuition number go up. At Miami, they raised tuition and then (after we asked about it) gave 2Ls a “waiver” from the hike.
It goes up at Duke. Last year, tuition went up at Duke Law School by 4 percent. Why? Why was the money needed during a time of extreme challenge in the legal job market? Who knows? It’s not like Duke is required to explain itself to students.
But this year, some Duke Law students are trying to make the administration understand that the “standard” tuition hike doesn’t make any sense for the students at the school….
No wonder a “no guests” policy has been instituted at the SCOTUS clerk happy hours. The pressure to keep the Obamacare secret — but also to spill it! — must be mind-blowing.
Some of the current clerks are married; do you think they’ve been able to resist telling their spouses? If a clerk goes out for drinks with friends and gets a little tipsy, might he spill the beans? If a clerk has brunch with her parents on Sunday for Father’s Day, and Dad speculates about how the case will come out, could the clerk’s telling facial expression reveal the ruling? [FN1]
If I were one of the Elect this Term, I’d never leave my apartment except to go to work, and I’d set my email auto-reply and voicemail greetings to say the following: “Please be advised that I will be completely unavailable — for in-person meetings, telephone conversations, or any other type of contact — until June 25, 2012. Thank you for your understanding.”
This brings us to today’s topic: the latest news in Supreme Court clerk hiring. Which lucky (and brilliant) young lawyers will find themselves at One First Street for October Term 2012?
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: 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.
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