The fallout from the Zimmerman trial continues. A lot of digital ink has been spilled (including on this very site) arguing the meaning of the verdict in the context of race and the law.
Beyond the “Grrr! Murderer!” or “Derp! Self-defense!” discussion, the trial offers an opportunity to examine how the sausage of a verdict is made.
Juror B37, one of the illustrious six who acquitted George Zimmerman, had a meteoric rise — and subsequent fall — over the last 24 hours. B37 is the only juror to speak publicly about the verdict, and notwithstanding your feelings about the result, her tale highlights how lawyers consistently misunderstand the psychology of jurors, especially women jurors, and how juries take the carefully crafted jury instructions judges and lawyers spend hours poring over and go their own way…
As we heard from Elie last week, a jury is like a box of chocolates. You never know what you’re going to get. The already unpredictable American jury system has gotten even more chaotic over the last several years as the internet has become ubiquitous, at home and in court.
Juror misconduct by internet can lead to mistrials, and it’s becoming increasingly (and unfortunately) more common. Last month the Vermont Supreme Court overturned an unsettling child sexual assault conviction because a juror conducted his own research about the Somali Bantu culture central to the parties in the case.
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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