I wasn’t able to catch Larry King’s interview with Clarence Thomas’s ex-girlfriend, Lillian McEwen. I had prior commitments (how ’bout them Cowboys). But after reading reports all morning, I can see why her memoirs are stuck in the “manuscript” stage. There doesn’t seem to be any “there” there.
Perhaps the most interesting thing we learned is that Lillian McEwen would rather date a raving, porn-obsessed alcoholic than an angry, black conservative. Don’t get me wrong, I feel precisely the same way. But if this is all the “dirt” she’s got on Thomas, then it’s difficult to see how this materially impacts our understanding of the man.
And that’s assuming that everything she said is true….
Payback may be a bitch, but she rarely moves so swiftly. As we just mentioned in Fame Brief, Supreme Court Justice Clarence Thomas is fielding more allegations about his sexual preferences today, after former girlfriend Lillian McEwen made some “explosive” statements to the Washington Post about her time with the Supreme Court justice.
I put “explosive” in scare quotes, because really all we’re learning from McEwen is that Justice Thomas likes (or liked, she dated him a long time ago) boobs and porn. Is that really such a big deal? Hey, quick question: Would you rather be reading this article about Clarence Thomas and Lillian McEwen right now, or doing something that involved boobs and porn? I know what my answer is. But like most of you, apparently watching boobs and porn is “FROWNED UPON in this ESTABLISHMENT.”
But does enjoying (sorry, allegedly enjoying) the mystifying undulations of the opposite sex make Clarence Thomas unfit to sit on the high court?
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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