Lawyers like going the extra mile — and we’re not just talking about meticulousness in contract drafting. For whatever reason, many lawyers like to run. Some go long distances, like the marathon (an event where lawyers excel, especially at young ages). Others are in for the shorter haul — e.g., last night’s Lawyers Have Heart 5K, in Boston. (Congratulations to all the finishers — and to Bingham, whose team raised the most money for the American Heart Association.)
Yesterday we did a quick item on lawyers and law firms participating in the JPMorgan Chase Corporate Challenge in New York. We solicited your tips about interesting attorney participants in the race. Several readers wrote in to identify the finisher they believe to be the fastest runner from a large law firm.
Here in New York, we’re in the midst of the JPMorgan Corporate Challenge, a race sponsored by JPMorgan that raises money for the Central Park Conservancy. An ATL reader at a major New York law firm described the race (which is really two races; it’s now run over two consecutive evenings, due to the large number of participants):
[The Challenge] is a 3.5 mile race in Central Park that took place yesterday and will finish tonight. See here. Last year, there were over 6,500 finishers — a number of whom ran on “teams” for BigLaw.
While this particular race is NYC-centric, I think a story about how difficult it is to stay even semi-fit as a BigLaw attorney would strike a chord with your readers.
Indeed. Although many lawyers are avid runners, including marathoners, balancing training with billing hours isn’t easy. But some manage to find the time, as our source points out….
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: 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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