Last week the Chicago Bar Association held a What Not To Wear Fashion Show [PDF]. The announcement for the event essentially promised a Project Runway for law students, with “guest judges and fashion industry experts” to critique law students selections for “professional attire.”
We imagined 1L women teetering down the walkway in Victoria’s Secret skirt suits and hooker heels, and 2L men sporting scruff and pinstripes, and the judges snarkily lecturing them on proper Esquire attire.
So we rounded up two legal bloggers in the Chicago area and asked them to attend and report back. We sent Legally Fabulous — a 3L who “often dies a little on the inside at the things she sees her classmates wearing for interviews” — and Attractive Nuisance, a Chicago associate who writes for ExitStrategy.
Attractive Nuisance called the event “How To Dress Like A Lawyer As Told By Some Women Haters, Old Men And Random Law Students.” Legally Fabulous was most impressed by the advice from Professor Maureen Collins of John Marshall Law School:
[She] had some of the best quotes of the night, including:
“The interview world is no place for a cheap, ugly tie.”
“I shouldn’t know anything about your underwear… bra straps are meant to be hidden”
“Khakis were invented for men who can’t match clothes”
“Maybe you bought your suit at Express or somewhere… and you bent over to get a Danish and I can see your tramp stamp.”
It’s hard for us to imagine a law professor uttering the words tramp stamp — a derogatory term for a tattoo on a woman’s mid-lower back. But after hearing Clarence Thomas say “TTT,” we suppose anything is possible.
After high school, one should throw out all clothes purchased at Express. Other tips for the fashion clueless, after the jump.
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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