Are you a recent law school graduate searching for a job in a down economy? Do you hope to find a nontraditional position in the Great Midwest? Do you have an unconditional love for breakfast foods? If so, you need look no further, because Indiana University School of Law – Indianapolis may be able to assist you with all of your employment needs.
As we know, IU Indy Law likes to keep it real — so real, in fact, that Dean Gary Roberts has preached that law students are idiots if they believe their salaries will be $140,000 right out of school. At odds with this tradition of realness, the second tier law school is offering its recent graduates what seems to be a prestigious, in-house opportunity.
The job listing in question touts: “It’s a good feeling to know someone is paying you for what you’re worth.” But unfortunately, at this law school, your J.D. is worth jack squat and a stack of waffles….
It would appear now that I was wrong. This is maybe just how Dean Roberts rolls, having the guts to tell the truth as he sees it to his own students.
Yesterday, we told you about the controversial email that someone calling himself “Invisible Man” sent to his fellow IndyLaw students. In the message, he claims he feels unwelcome at his law school because of three banners that prominently feature African-American law students. After our publication, the story made it around the internet, getting picked up by Jezebel and focusing people on a law school many were unfamiliar with.
Well, today Dean Roberts responded, and his message is pretty brilliant. And the copy is clean, so you can’t say I wrote it…
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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