If you’re an associate at a Biglaw firm, you’re probably scrambling for billable hours right now like a squirrel desperately trying to find one last nut before the winter comes. You need to hit your hours target, and you need to hit it now.
But what if someone were to step in and try to take those precious few hours away from you? And what if that person were a contract attorney? You’d probably lose your mind and start flooding the Above the Law inbox with your indignation and rage.
Hey, don’t come complaining to us. After all, apparently you asked for it….
The truth, the whole truth, and nothing but the truth.
Legal secretaries and other support staffers aren’t the only folks getting exiled from Biglaw. Partners who lie on their résumés are getting shown the door too.
In the prestige-soaked precincts of Biglaw, the pressure to inflate one’s credentials is understandable. Once you’re above a certain threshold, the quality of legal work can be hard to judge. In other fields of endeavor, you either can do it or you can’t — write code for a specific program, execute a triple Lutz, surgically reattach a severed hand (my dad can do this, in case you ever need his services).
In law, many people can write a brief or negotiate a contract. It then becomes a matter of how well you can do these things — and pedigree inevitably colors the evaluation of the legal services rendered.
In light of all this, a lawyer’s lying on his CV might be understandable — but it’s still a firing offense. A Biglaw partner learned this lesson the hard way….
By now, many of you have heard about or seen the video of a Clifford Chance “trainee lawyer” making some unfortunate remarks that could be construed as his views about the practice of law. The video has received coverage on both sides of the Atlantic, and it could cause the young lawyer to lose his training contract with the firm — i.e., his job.
But should it? Let’s check out the clip, which gives new meaning to the term “Downfall Video,” and discuss its career implications for the trainee in question….
When my late grandmother heard I was going to law school, she recommended that I go into matrimonial law. It was her view that in a divorce, the real winner isn’t the husband, or the wife, but their attorneys: “The couple ends up with nothing, the lawyers end up with everything!”
That’s not exactly true. My grandmother — who worked as a doctor and not a lawyer, in a country that doesn’t have divorce — was hardly an expert on family law.
But there’s no denying that some divorces are very expensive for the couples — and very lucrative for the lawyers. One Biglaw partner and his (soon to be former) wife have racked up seven figures in legal bills. And they’re not even done yet….
When I moved last year from Chicago to London, my morning workout changed along with my postal code: Instead of lifting weights and jogging on alternate days, I now jog every morning, plodding through my lap around Regent’s Park. Either the new exercise regime or my appetite for British food has affected me: Although I hadn’t realized it, I’ve lost a fair amount of weight this past year. (I started at only 5’10″ and maybe 175 lbs; losing 20 pounds wasn’t necessarily a good thing.)
Here’s what I noticed when my wife and I recently visited Chicago: When you’re in your twenties and lose weight, your friends say, “Hey, Mark! You’re looking good!” When you’re in your fifties and lose weight, your friends whisper to your wife: “Pssst: Is Mark okay?”
Anyway, our son, Jeremy (you remember him), recently survived his medical school boards and visited us in London for a while. He joined me for a few of my morning jaunts. I sprinted; he jogged. We both went the same pace.
All of this prompted me to reflect on the differences between the States and the Kingdom. I’ve previously noted that the United States cleans the UK’s clock in a couple of areas, such as dryer and traffic-light technology. But the reverse is also true: The Kingdom beats the States in a couple of noteworthy ways….
Today’s column draws, as always (except when I’m making stuff up), on true life.
A friend at a London law firm wanted to meet a senior executive at my company. I asked the executive if he cared to join my friend and me for lunch. I naturally placed no pressure on the exec: “I’m happy to have lunch with this guy alone, or I’m happy to set up something for the three of us. What do you prefer?”
Somewhat to my surprise, the exec accepted the lunch date. I told my friend. And my buddy promptly sent an invitation for the appointed date and time scheduling lunch in a conference room at his law firm, halfway across London from our corporate offices.
Ed. note: Welcome to the latest installment of The ATL Interrogatories, a recurring feature that gives notable law firm partners an opportunity to share insights and experiences about the legal profession and careers in law, as well as information about their firms and themselves.
Don Lents is chair of Bryan Cave LLP. His practice focuses on M&A, corporate governance, and securities law, with particular emphasis upon multinational and domestic mergers. He has been an adjunct professor at the Washington University Law School. He received both his undergraduate and law degrees from Harvard.
Client service. The heartbeat of Biglaw. The area where every firm has to improve. Perpetually. Biglaw hamsters in overdrive. All to make the clients happy. Sit back and admire your Biglaw firm’s willingness to go the “extra mile” by listening to its clients. We might even see a client paraded before our partners once a year. (See my column on improving partner meetings by having guest appearances from clients.)
We are taught happy clients are well-paying clients. And clients that will refer their dissatisfied colleagues at other companies to experience our brand of Biglaw magic. We love clients. Almost as much as the consultants do on House of Lies, a show that provides outrageous, if funny, explorations of the client-service provider dynamic in modern-day America. (A fun business development-training program would involve watching a series of client-interactions from the show and learning from them. Better than listening to Rainmaker X pretend the reason for his multimillion-dollar book was not his maternal grandfather’s business dealings and connections.)
Truly thinking about client service can be all-consuming, especially for a younger partner like myself. No one is giving me clients. I have to fight for them in the marketplace. I love it, but it is difficult and you need patience.
But rather than focus on the process of developing clients, let’s discuss the art of “superpleasing” clients….
I’m a week late in reminiscing about 2012, but what can I say? I’m a step slow; you’ll just have to excuse me. These are some of the memorable things I heard during the last year.
First, an employment lawyer who recently moved from the United States to the United Kingdom:
“What’s the correct way to refer to black people over here?”
“In the United States, we refer to black people as ‘African-Americans.’ But you must have a different word for black people over here in England. Those people aren’t Americans, so they can’t be African-Americans.”
“We call blacks ‘blacks.’”
Second, a senior partner who serves on the executive committee of his Am Law 20 firm:
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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