As we mentioned earlier today, we’ll be operating normally here at Above the Law, notwithstanding Hurricane Sandy. Our physical offices, at the corner of Broadway and Houston in Manhattan, are closed. But your four editors — Elie, Staci, Chris, and myself — will be working diligently from our homes to keep you informed and entertained during Frankenstorm.
It seems that we won’t be alone in telecommuting today. Encouraging (or even ordering) employees to stay home, but suggesting that they work remotely if they can, seems to be a common response to the storm.
Here is information — including many UPDATES — about how various courts, government offices, law firms, and law schools are responding to Hurricane Sandy….
I didn’t mean to interrupt, you were saying something about ‘clean’ coal?
Hurricane Sandy — a.k.a. “Frankenstorm”, because it’s greater than the sum of its parts (and there’s the suggestion that storms like this are growing bigger and stronger because of man messing around with forces he doesn’t fully understand) — is coming. It’s basically a hurricane that’s merging with a Nor’easter that will make it rain, and not in the fun way. The federal government is closed. The New York Stock Exchange is closed. The McDonald’s next to my apartment is closed — Sandy has already cost me a bacon, egg, and cheese biscuit.
Don’t worry about me, I’ve got a three-day supply of alcohol and hot pockets. Hopefully you are all similarly prepared for 36 hours of sustained hype wind and rain. Size does matter with Sandy (if “Sandy” sounds a bit mundane, know that the next one will be “Tony”). We might not get a lot of CGI worthy images out of this storm, but the length of this storm could cause a lot of damage.
One thing that is still open: the Supreme Court of the United States. Yes, because the nation might be able to survive without mass transit or the stock exchange, but old men don’t take a day off from sitting in judgment. Reuters reports that the Court prides itself on working when everybody else takes shelter from a storm: “In 1996, when a major snowstorm closed the federal government and brought Washington, D.C., to a near standstill, court arguments went on. Then-Chief Justice William Rehnquist, a Wisconsin native undeterred by snow and ruled by a strong sense of punctuality, made sure business that January 8 began on schedule.”
UPDATE (12:00 PM): According to SCOTUSblog (based on a press release from the Court), the Court has now cancelled arguments for Tuesday. So, the case of Sandy v. SCOTUS has been decided 9-0 in favor of the people who might have had to put their lives at risk to cover the proceedings.
Let’s look at some of the other things in and around the legal world that are still open along the Eastern seaboard….
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.
The traditional job application and interview process can be impersonal, and applicants often struggle to present themselves as more than just the sum of their GPAs, alma maters, and previous work history. ATL has partnered with ViewYou to help job seekers overcome this challenge. ViewYou NOW Profiles offer a unique way for job seekers to make a personal, memorable connection with prospective employers: introduction videos. These videos allow job candidates to display their personalities, interpersonal skills, and professional interests, creating an eDossier to brand themselves to potential employers all over the world. Check it out today!