Despite all the brouhaha surrounding Magistrate Judge Andrew Peck‘s recent predictive coding ruling, the gates on the cutting-edge electronic discovery technology appear to be opening. Not the flood gates, but the kind of gates big enough to let deer into your back yard.
We have another case this week, from a small county court in Virginia, where a judge has ordered predictive coding despite the plaintiff’s objections. Keep reading to hear about the latest technology-assisted review in litigation.
UPDATE (4:00PM 4/26/12): We’ve obtained the plaintiffs’ motion, as well as the defense’s response. You can see them below…
Which law school helped her land a fabulous Biglaw job?
The general economy started to turn around last year, but the legal job market remains sluggish. In 2011, many top law schools sent fewer graduates into first-year associate jobs at the nation’s largest 250 law firms than they did in 2010. That’s the bottom-line finding of the National Law Journal’s annual survey of which schools the NLJ 250 firms relied on most heavily when filling first-year associate classes.
The results of the survey should be interesting to current law students and law firm attorneys. And they’re of possible practical import to prospective law students who are now choosing between law schools (or deciding whether to go to law school at all, based on a cost-benefit analysis that pits tuition and student loans against post-graduate job prospects).
So let’s look at the top 10 law schools, ranked by the percentage of their 2011 juris doctor graduates who landed jobs at NLJ 250 firms (i.e., “Biglaw”)….
The ATL School and Firm Insiders Survey continues to roll along at a nice clip: we expect our 3,000th respondent any minute now. While we’re pleased with this response, of course we encourage all of you who haven’t yet to take 3-5 minutes and head over here to take our absolutely confidential survey. Thanks in advance.
Last week, we shared a few broad trends we’re seeing, and today, we’ll get a little more specific and name some names.
Among other things, the survey asks law students for their perceptions of a select group of firms as potential employers. In our analysis, we’ll look at which firms are considered the most (and least) attractive by law students. We’ll also consider how these perceptions jibe with what lawyers at these firms are telling us….
A few years ago, Scalia criticized the law school’s political drift to the left. But just before Valentine’s Day, they kissed and made up. On Monday, Scalia gave a speech at U. Chicago, where he used to teach (and served as faculty advisor to the Federalist Society). He also offered some, how shall we say, unexpected career advice for attorneys who are just starting out….
We like to talk a lot about prestige around here, but at Cravath, associates are learning that you can’t spend “prestige points” on your student debt repayments.
Branding is a little easier to take to the bank. It’s something that firm managers and leaders work hard to develop and maintain that can directly lead to business opportunities. As we mentioned in Morning Docket, Am Law Daily published an Acritas report on firm branding. The results will surprise the prestige conscious among you.
This list of firms with a stronger brand than the erstwhile bonus setters at CSM is astounding….
Popping open that box is the only compensation I’ll ever get for having written that book, because I’m no longer in the private practice of law (so I can no longer use a publication to try to attract clients) and I negotiated an advance payment to my firm (back when I was a partner at Jones Day) that basically guarantees I’ll never get any royalties from this project. That leaves as compensation only the joy of holding the book in my hands for the first time and the satisfaction of knowing that a few people will find the treatise to be worthwhile.
I’ve now held the book in my hands, so that little thrill is behind me. But the treatise is also worthwhile, and I’ll prove it….
I am a maverick and a reformer so I started a new program for U of I undergrads to apply in their junior year and we don’t require the LSAT. We have additional essays and an interview instead. That way, I can trap about 20 of the little bastards with high GPA’s that count and no LSAT score to count against my median. It is quite ingenious.
It’s time to check in on the scandal involving the University of Illinois College of Law and its false reporting on the qualifications of its admitted students. Every time we do look at Illinois, the school tells us that “this time” they’ve figured out the full extent of the problem — and it’s a bigger mess than the last time they piped up.
On that scale, today is no different. When the story first broke in September, Illinois claimed that admissions data had only been falsified for one year. Then, a few weeks later, Illinois said that data for four class years had been falsified. Today, Illinois says it has completed a two-month investigation that cost the school $1 million. Now they’re saying that the admissions data for six class years have been compromised, based on a report prepared for the school by Jones Day and Duff & Phelps.
I wonder how many years of lying Illinois would have discovered if they spent $2 million?
But people will be distracted from the ever growing number of times Illinois is self-reporting it lied to people. That’s because today, Illinois has offered up a sacrificial lamb. There’s a head on a platter, there’s a body on the pyre, and Illinois College of Law would have you believe that it has identified the one, the only, the sole person responsible for this entire scandal….
The evolution of relationships between the genders continues. Currently, in law firms, there is an interesting conundrum; balancing the desire for a gender-blind workplace where “the best lawyer gets the work and advances” and the reality of navigating the complicated maze created by the fact that, in general, men and women do possess differences in their work styles. These variations impact who they work with, how they work, how they build professional connections and how organizations ultimately leverage, reward and recognize the talents of all.
Henry Ford sat on his workbench and sighed. A year earlier, he had personally built 13,000 Model Ts with his own hands. Fashioning lugnuts and tie rods by hand, Ford was loath to ask for help. Sure, there were things about the car that he didn’t quite understand. This explains the lack of reliable navigation systems in the Model T. But Ford persevered because he knew that unless he did everything, he could not reliably call these cars his own.
“Unless my own personal toil is responsible for it, it may as well be called a Hyundai,” Ford remarked at the time.
The preceding may sound unfamiliar because it is categorically untrue. And also monumentally stupid. Henry Ford didn’t build all those cars by hand. He had help and plenty of it. Almost exactly one hundred years ago, Henry Ford opened up the most technologically advanced assembly line the world had ever seen. Built on the premise that work can be chopped up into digestible pieces and completed by many men better than one, the line ushered in an age of unparalleled productivity.
Today, an attorney refers business because he can’t do everything the client asks of him.
There are three reasons why this is way dumber than a made-up Henry Ford story…
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 protected].
Since late last year, things have been booming in Hong Kong / China in cap markets, especially Hong Kong IPOs. M&A deal flow has recently been getting a bit stronger as well. Although one can’t predict such things with any certainty, all signs are pointing to a banner entire 2014 for the top end US corporate and cap markets practices in Hong Kong / China. This is not really new news, as its been the feeling most in the market have had for a few months now and things continue to look good.
The head of our Asia practice, Evan Jowers, has been in Hong Kong for about 10 days a month (with trips every other month to both Shanghai and Bejing) for the past 7 months, and spending most of his time there meeting with senior US hiring partners at just about all the major US and UK firms there, as well as prospective candidates at all associate levels and partner levels, and when in the US, Evan works Asia hours and is regularly on the phone with such persons, as our the other members of our Asia team. Our Yuliya Vinokurova is in Hong Kong every other month and Robert is there about 5 times a year as well. While we have a solid Asia team of recruiters, Evan Jowers will spend at least some time with all of our candidates for Asia position. We have had long standing relationships, and good friendships in some cases, with hiring partners and other senior US partners in Asia for 8 years now.