You know associates are pissed when they end their emails to Above the Law with lines like this one, from a message we received last night:
NO ONE SHOULD COME HERE. EVERYONE HERE SHOULD LEAVE.
Jacob Riis photographs associates at one Biglaw firm
That’s what happens when you tell your associates that they’re going to get paid significantly below market and like it.
Several firms have not yet announced spring bonuses, and associates at these firms are annoyed. But there are only a handful of Biglaw firms that cut associate salaries back during the recession and have not yet brought their people back to market-level base compensation.
One of the firms that is lagging behind the rest of the market had an “all associates” conference call yesterday, during which management tried to explain why associates were being underpaid and undervalued by the firm.
We’ve been in touch with representatives of the Nixon Peabody law firm about the musical composition that we posted (mp3) and wrote about this morning. First they sent us a statement by email:
“This song was put together in celebration of Nixon Peabody’s Fortune100 ‘Best Places to Work’ recognition. Nixon Peabody aims to be the best law firm to work with and the best law firm to work for. Fun is not prohibited here.”
Fair enough. But then we spoke with two firm spokespersons by telephone. They called us.
It wasn’t a very “[f]un” conversation. They weren’t happy campers. Even if they may be winners, since “everyone’s a winner at Nixon Peabody.”
They emphasized that the song was internal to the firm and is protected by copyright. They also insisted that it is NOT a “theme song” — in any way, shape or form.
They demanded to know who sent the song to us. We informed them that we don’t reveal our sources, unless served with a subpoena (and maybe not even then — a Judy Miller-style jail stint might be good publicity for ATL).
They asserted copyright over the song and asked us to take it down, from our site and from YouTube. We stated our view that posting and commenting on the song constitutes fair use. It also falls within our newsgathering mission as a media organization.
We explained that our site is all about law firms and the legal profession. They said: “We know what you’re about.”
They claimed the person who leaked this song is “in a fight” with Nixon Peabody, and menacingly stated that they (meaning NP) “don’t intend to let this thing lie.” We informed them that we have no desire to get involved in the firm’s purported dispute with this unnamed individual. And that’s where we left things.
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 seven years. You can reach them by email: firstname.lastname@example.org.
Please note that Evan Jowers and Robert Kinney are still in Hong Kong and will stay FOR THE REMAINDER OF THIS WEEK. We still have a handful of available slots for meetings with our Asia Chronicles fans. If we have not been in touch lately, reach out and let us know when we could meet! There is no need for an agenda at all. Most of our in-person meetings on these trips are with folks who understand that improving a legal practice through lateral hiring is an information-driven process that takes time to handle correctly.
Regarding trends in lateral US associate hiring in Hong Kong, we of course keep much of what we know off of this blog. Based on placement revenue, though, Kinney is having one of our most successful years ever in Asia. We are helping a number of our law firm clients with M&A, fund formation, cap markets, project finance, FCPA and disputes openings. These are very specific needs in many cases, so a conversation with us before jumping in may be helpful. As always, we like to be sure to get the maximum number of interviews per submission, using a well-informed, highly targeted, and selective approach, taking into account short, medium and long-term career aims.
Making a well informed decision during a job search is easier said than done – the information we provide comes from 10 years of being the market leader in US attorney placements at the top tier firms in Asia. There is no substitute for having known a hiring partner since he/she was an associate or for having helped a partner grow his or her practice from zip to zooming, and this is happily where we stand today – with years of background information on just about every relevant person in all the markets we serve, and most especially in Hong Kong/China/Greater Asia. So get in touch and get a download from us this week if we can fit it in, or soon in any case!
The legal industry is being disrupted at every level by technological advances. While legal tech entrepreneurs and innovators are racing to create a more efficient and productive future, there is widespread indifference on the part of attorneys toward these emerging technologies.
When the LexisNexis Cloud Technology Survey results were reported earlier this year, it showed that attorneys were starting to peer less skeptically into the future, and slowly but surely leaning more toward all the benefits the law cloud has to offer.
Because let’s face it, plenty of attorneys are perhaps a bit too comfortable with their “system” of practice management, which may or may not include neon highlighters, sticky notes, dog-eared file folders, and a word processing program that was last updated when the term “raise the roof” was still de rigueur.