Last month, we brought you the titillating tale of Polina Polonsky, a “gorgeous brunette lawyer” who allegedly had an affair with Khloe Kardashian’s husband, NBA player Lamar Odom. Although it sounds like a Hollywood divorce train wreck in the making, sources claim Khloe and Lamar are going to stay together, even though the 6’10″ free agent is reportedly battling an addiction to crack cocaine, an odd drug of choice for a man of his wealth.
We know what you must be thinking: “Again with the Kardashian crap? Who cares if Lamar cheated on a Wookiee?” But today we think you’re going to care about the Kardashians if only because the lawyer involved in this torrid affair may have committed a serious breach of her ethical duties to clients at her firm.
What did this comely criminal defense attorney do that could have been so bad? Well, if your case didn’t go as planned, it may be because a washed-up basketball player like Lamar Odom was doing your legal work….
Unfortunately for Khloe Kardashian, a recent law school grad allegedly provided some “entertaining legal fodder” to the reality TV star’s husband, Lamar Odom. Apparently this NBA player thought he was a free agent on the basketball court and in the bedroom…
Last week was a sad time for America. People mourned the loss of a visionary, Steve Jobs. I cannot even tell you how many times I heard people talk about his celebrated 2005 Stanford graduation speech. It is without question that Jobs was a genius and we will never know what he could have created with more time. The depth of people’s reactions, however, suggests that we were mourning something more than the loss of a great man. We are, perhaps, mourning the loss of American innovation.
As the saying goes, if you can’t beat ‘em, copy ‘em. Or at least that is what I am saying now. And luckily, I came across a blog post by Larry Bodine about what lawyers, particularly small-firm lawyers, can learn from Jobs….
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.
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@example.com.
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.
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