Partners are usually best remembered for behaving badly, or worse, treating associates badly. But not the partners who made our “Top Partners to Work For” list.
Last week, we asked you to nominate the best Biglaw partners you work for, tell us why they are the best, and rate them in six categories: expertise within the practice area, quality of work given to associates, hands-on training given to associates, provision of feedback on associate work, respect for associates’ schedules, and professionalism with associates.
Over the next several weeks, we will reveal who these exceptional partners are in a multi-part Career Center survey results series, sponsored by Lateral Link. We kick off the series this week with the New York partners, and then we’ll make our way around the country.
Let’s get to know the first eight partners and find out why associates say they are the best to work for….
Hiring of attorneys by corporate legal departments has picked up in recent months. As companies became more cost-conscious during the recession, they began reducing legal expenditures by keeping more legal work in-house and relying less on outside counsel with their high billing rates. This has resulted in an increased workload, and thus a need for more legal staff for manyin-house legal departments.
So if you’ve been thinking about looking for an in-house job, now may be the best time to make a move. In today’s Career Center Tips Series, Lateral Link’s recruiters discuss which practice areas are in the highest demand for the in-house job market. However, since practice area activity can be very region-specific, the following are general trends observed in the in-house legal sector nationwide….
It’s that time of year again when the Career Center is taking your nominations for the top Biglaw partners to work for. Last year, we highlighted 69 exceptional partners from all over the country who are not only great at what they do, but who are also great to work for.
Now we’re looking for some new names to grace the pages of Above the Law. So if you know a phenomenal Biglaw partner who associates truly enjoy working for, take our short survey, brought to you by Lateral Link, and go ahead and lavish the praise on him or her.
Check back in the coming weeks as we reveal the results in a multi-part series.
In this week’s Career Center Survey, we asked you to predict how Biglaw’s 2011 year-end bonuses will stack up against bonuses based on 2010 performance.
Of the more than 700 responses we received, 28% of respondents think (or is hope the better word?) that the 2011 year-end bonus will be bigger than the combined 2010 Cravath year-end bonus, plus the 2011 Cravath spring bonus.
If those bonus numbers weren’t already forever etched in your mind, here’s a quick reminder of what those totals were….
We’re about a month or so away from the arrival of the 2011 year-end bonus season. You know what that means: time to start freaking out. And maybe make a prediction while you’re at it. Take our short survey, brought to you by Lateral Link, and give us your best guess as to how Biglaw’s 2011 year-end bonus market will compare to 2010.
As always, responses are kept completely confidential. Be sure to check back later in the week to find out where everyone else thinks the bonus market is heading.
In today’s Career Center Tips Series, Lateral Link’sFrank Kimball, legal recruiter and former hiring partner, discusses the challenges that new attorneys face in today’s world.
No matter what the differences will be a decade from now, it is safe to say that young lawyers will always have similar personal and professional concerns as they jump the hurdle from education to practice. Those concerns will be similar without regard to the school attended, the corner of the profession chosen, whether you are the first or one of many lawyers in your extended family, and whether you are “going home” to the city where you were raised, or moving to a city you have never lived in before.
But that being said, this generation of law school graduates is quite different from my generation….
Today’s Career Center Tips Series, focused on the billable hour, is brought to you by Lateral Link’sFrank Kimball, an expert recruiter and former hiring partner.
Students and new associates are concerned about hours. So are firms. You will hear anecdotes and twice-told tales about monstrous hours. You will hear that Smith & Jones is a sweatshop, but that Arnold and Baker is a laid-back place. Most lawyers are hardworking by nature, and will work hard no matter where they practice. You will work many hours beyond client hours to manage the practice, be trained and train others, stay current in your field and market, and manage the firm.
The differences among firms’ expectations have never been as great as law students believe (and hope). In the wake of the 2000 and 2007 compensation avalanches, expectations on billable hours changed forever….
This fall you will be invited to attend pre-interview receptions, post-OCI dinners, and various meals and receptions during and after callback interviews. How you handle yourself during these events can have an impact on whether you receive an offer and your reputation in the firm.
Follow these sensible rules, courtesy of Lateral Link’sFrank Kimball, former hiring partner and expert recruiter, and you’ll never get yourself in trouble….
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 seven years. You can reach them by email: firstname.lastname@example.org.
We at Kinney Asia have made a number of FCPA / White Collar US associate placements in Hong Kong / China thus far in 2014. Most of such placements have been commercial litigation associates from major US markets, fluent in Mandarin, switching to FCPA / White Collar litigation. Some have already had FCPA experience, but those are difficult candidates for firms to find (this will change in coming years as US firms are now promoting FCPA / White Collar to their 2L summers who are fluent in Mandarin and have an interest in transferring to China at some point).
Legal Week quoted Kinney’s Head of Asia, Evan Jowers, extensively in the following relevant article here.
There is a new trend in the market, though, where mid-level transactional US associates, fluent in spoken Mandarin and written Chinese, are interviewing for and in some cases landing junior FCPA / White Collar spots in Hong Kong / China at very top tier US firms.
Ms. JD is hosting their 2nd annual cocktail benefit to raise money for the Global Education Fund. The event will be held on August 21, 2014 at 111 Minna in San Francisco. Our goal is to raise $20,000 to fund the legal educations of four dedicated law students in Uganda who count on our support to continue their studies at Makerere University during the 2014-15 academic year.
The Global Education Fund enable womens in developing countries to pursue legal educations who otherwise would not have access to further education. According to the World Bank, investment in education for girls has one of the highest rates of return to promote development. In Uganda, more than 45% of women over the age of 25 have no schooling at all, and men are more than twice as likely as women to have access to higher education. Together, we can work to end educational inequality. For more information about the program, please visit http://ms-jd.org/programs/global-education-fund/
When the LexisNexis Cloud Technology Survey results were reported earlier this year, it showed that attorneys were starting to peer less skeptically into the future, and slowly but surely leaning more toward all the benefits the law cloud has to offer.
Because let’s face it, plenty of attorneys are perhaps a bit too comfortable with their “system” of practice management, which may or may not include neon highlighters, sticky notes, dog-eared file folders, and a word processing program that was last updated when the term “raise the roof” was still de rigueur.