* SlutWalk: no, I’m not talking about your weekend plans. Don’t tell law students not to dress like sluts, because they’ll use their brains and hold a half-naked protest about it. [CNN World]
* More than 23,000 people downloaded The Expendables? Seriously? You deserve to be sued. My boyfriend made me see that movie, and it was horrendous. [Techland / TIME]
* Hillary Clinton was too sexy to be pictured in this Jewish newspaper. I bet that’s the first and last time you’ll see “Hillary Clinton” and “sexy” so close in the same sentence. [Washington Post via ABA Journal]
* A new lawsuit claims that the LSAT is biased against the visually impaired. But when you can’t get into Cooley, it may be that the test is just biased against the intellectually impaired. [Daily Tribune]
* You’d think that Utah has more important things to worry about than illegal immigrants. I guess it’s good to know the citizenship status of the guy who stole from your sister wives. [Boston Globe]
* Elie, my friend, you may want to lay off the Chantix. No one wants an ATL murder-suicide. The site would be left in the hands of Juggs and me, and that would just not be pretty. [Beaver County Times]
You’d think that a school which has had its own problems keeping everything on the up-and-up wouldn’t be so eager to go after its own students who commit the little white crime of illegally downloading something off of the internet. But you’d be wrong. Apparently the Illinois Law administration will aggressively discipline students caught making illegal downloads.
Wonderful — so the job market is in the tank, you’re starting to figure out that living in Champaign is nothing like living in Chicago, and now the law school itself is going to come down on you if grab Iron Man 2 without paying Paramount its pound of flesh? Things are rough…
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.
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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