So I’ve quit my job at Debevoise and I’ve spent six glorious months on my couch. Life is good. My wife is making money and paying the bills; my new dog has become a wonderful friend (first Monday of my Biglaw liberation I went to the ASPCA). My Michigan college football dynasty is undefeated in EA College Football (I root for Michigan sports, long story).
But I know it can’t last. I know eventually I’ll have to get a real job (ish). And I know that I don’t want to go back to doing what I had been doing, so I make what seems to me to be the most logical call in the universe: the Career Services Office at Harvard Law School. Remember, these were the people who told me that I could do all sorts of things with a law degree besides the Biglaw thing that most people did with law degrees. This was the school that owned all my outstanding debts. These were the people, if any, who could help me in my time of professional ennui.
And they did. After emailing and calling in and setting up a phone appointment, I was talking not to some receptionist flunky, but the full-on Dean for Career Services, Mark Weber. And he tried to help. Turned out I really had no clue what I wanted to do next, so much of his advice was basic stuff like “we have lots of successful alumni, you should call them.” The point is that I felt like my law school still cared about my career and still had resources to help me, years after I graduated.
Of course, that was back during the salad days at Harvard Law. Apparently, things are very different during these challenging times at NYU Law School. A recent grad there emailed his career services office looking for help, and was told pretty clearly that nobody had time to assist him.
See, our guy had one job, and it would seem NYU Law is in some kind of triage mode…
One rumor had the firm closing its doors as early as tomorrow. Another suggested a date closer to Memorial Day. The truth may lie somewhere in between: according to sources cited by Am Law Daily (reg. req.), “Dewey is poised to close by May 15 and possibly sooner.”
(Also at Am Law, a very handy Dewey Departure Tracker. It lists each defector’s name, practice area, departure date, new firm, and location. It’s a great resource.)
The May 15 date makes some sense. As reported by Thomson Reuters News & Insight, on Monday the firm received a two-week extension from lenders for renegotiating its $100 million credit line. Assuming the parties can’t reach a new agreement, which seems like a good assumption right now, the new deadline would fall on or about May 15, the shutdown date mentioned by Am Law.
Compared to other outlets, we’ve been focusing a lot on the human side of the Dewey story. We’ve talked about the partners, including the particular partners who might be blamed for Dewey’s demise. We’ve talked about the staff, bringing you a paralegal’s lament.
Tonight let’s consider the fate of would-be Dewey associates, both full-time and summer associates, who now find themselves left in the lurch….
As usual, UPDATES — including one relating to support staff — after the jump.
Ed. note: This is the latest installment of Size Matters, one of Above the Law’s new columns for small-firm lawyers.
As discussed previously, Steven Harper threw down the gauntlet when it comes to top law schools focusing all their recruiting efforts on Biglaw placements. And the woman who reads my tea leaves said that small law firms are becoming the new black. But you do not need to take their word for it. I have it from on high (i.e., from someone at Harvard Law School) that small law firms might merit the attention of the top of the U.S. News law school hierarchy.
I decided to test my working hypothesis — that graduates from top schools are considering small firms for their post-graduate employment — on the head of the Office of Career Services at HLS, Assistant Dean Mark Weber….
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: email@example.com.
Please note that Evan Jowers and Robert Kinney are still in Hong Kong and will stay FOR THE REMAINDER OF THIS WEEK. We still have a handful of available slots for meetings with our Asia Chronicles fans. If we have not been in touch lately, reach out and let us know when we could meet! There is no need for an agenda at all. Most of our in-person meetings on these trips are with folks who understand that improving a legal practice through lateral hiring is an information-driven process that takes time to handle correctly.
Regarding trends in lateral US associate hiring in Hong Kong, we of course keep much of what we know off of this blog. Based on placement revenue, though, Kinney is having one of our most successful years ever in Asia. We are helping a number of our law firm clients with M&A, fund formation, cap markets, project finance, FCPA and disputes openings. These are very specific needs in many cases, so a conversation with us before jumping in may be helpful. As always, we like to be sure to get the maximum number of interviews per submission, using a well-informed, highly targeted, and selective approach, taking into account short, medium and long-term career aims.
Making a well informed decision during a job search is easier said than done – the information we provide comes from 10 years of being the market leader in US attorney placements at the top tier firms in Asia. There is no substitute for having known a hiring partner since he/she was an associate or for having helped a partner grow his or her practice from zip to zooming, and this is happily where we stand today – with years of background information on just about every relevant person in all the markets we serve, and most especially in Hong Kong/China/Greater Asia. So get in touch and get a download from us this week if we can fit it in, or soon in any case!
The legal industry is being disrupted at every level by technological advances. While legal tech entrepreneurs and innovators are racing to create a more efficient and productive future, there is widespread indifference on the part of attorneys toward these emerging technologies.
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.