I’m an old smelly sock, and I’m proud. And I think it’s time to stop the nonsense. After two years of almost relentless attacks on socks, a bit of perspective would be nice.
For at least two years, the popular press, bloggers, and a few sensationalist sandals have turned old smelly socks into the new investment banks. We entice bright young students into our stinky clutches. Succubus-like, when we’ve taken the sweat we want from them, we return them to the mean and barren streets to fend for themselves. Barefoot.
The hysteria has masked some important realities and created an environment in which some of the brightest potential lawyers are, largely irrationally, forgoing the possibility of a rich, rewarding and, yes, profitable, career.
I’m an old smelly sock, and I miss all those bright potential lawyers.
As I mentioned Friday, the National Jurist (subscription) came out with a very interesting ranking of law schools. As Tax Prof Blog explains, the publication looked at schools that helped people pass the bar despite their low LSAT scores.
It’s an interesting methodology: the Jurist predicted a bar passage rate for people, state-by-state, based on their LSAT scores, then looked at the 25th percentile LSAT scores at each school, and figured out which schools had the largest deviation from the predictions. High-ranking law schools were the ones that significantly outperformed the bar passage rate expected from their low-scoring students.
These could be significant findings: while poor performance on the LSAT doesn’t necessarily mean the student is dumb, it almost certainly means the students is bad at taking standardized tests. If schools have students who go from being bad at taking a relatively easy standardized test (the LSAT) to passing one of the hardest and most stressful standardized tests out there (the bar exam), it sounds a lot like they are educating people, instead of simply benefiting from the achievements of motivated admitted students.
But, should the law school get the credit for the success? Or are there some test prep companies that should take a bow?
The BCS National Title game pits the LSU Tigers against the Alabama Crimson Tide. The game takes place on Monday, January 9th.
It is unlikely that any work will be done in the states of Louisiana or Alabama on January 9th. Here are the dates for the next few BCS title games. It is unlikely that any work will be done in at least one state who has a school in the Southeast Conference.
SEC schools play for national championships in part because SEC fans take football so damn seriously. It’s not just a sport down there — it’s more like SEC fans cling to their guns and religion because they never know when either will help their team win a football game.
Why expect them to come to work on National Championship day? Or court? It’s just cruel. It’s regionalist. It just means we’re going to have slews of motions to continue like this one from an LSU fan who happens to be a lawyer in his spare time….
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: 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.
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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