Earlier this month, we presented you with a trademark law hypothetical. It was based on a dispute between Lawyerist and PeerViews Inc., parent company of TechnoLawyer, over the term “Small Law.” Lawyerist used the words “Small Law” in the title and text of this post — about Above the Law’s new offerings for small-firm readers, incidentally — and PeerViews objected.
We asked you, our readers, for your opinions on this matter. In the comments to our post, most of you sided with Lawyerist (but there were a handful of very vocal dissenters).
How will a judge or jury feel about this dispute? Because that’s who will get the next crack at this controversy. Lawyerist Media just filed a lawsuit against PeerViews in federal district court in Minnesota, seeking to invalidate the PeerViews trademarks on the terms “BigLaw” and “SmallLaw”….
In our most recent practice area survey of the Above the Law readership, the most popular single response was “Intellectual Property.” Eighteen percent of survey respondents identified themselves as IP attorneys.
So many of you might be interested in the latest controversy to heat up the small-firm blogosphere. If you’re an IP lawyer, if you work at a small law firm, or if you’re a law student who enjoys intellectual-property hypotheticals, keep reading….
Last week, I made the decision to jump right into the substantive portion of this column. Based on the queries and comments hitting my inbox, though, I thought I would take another shot at explaning my intentions behind this column, before returning to your regularly scheduled programming.
The following email came in earlier this week from a reader who practices at a small law firm:
Can you clarify what “small law” means? Do you mean law in a smaller city/town? Or smaller-sized firms in larger places? Or are we talking about law firms that deal with clients who have less wealth (i.e., I do divorces vs. I did Madonna’s divorce)?
Lawyers love definitional questions. So let’s get into it….
* Actually, Judge Lamberth, calling a presidential candidate as “a European socialist” constitutes an endorsement — at least at most American law schools. [AP via WSJ Law Blog]
* News you can use: under the “Free File” program, opening tomorrow, the IRS and its private-sector partners will provide free tax preparation and electronic filing services to qualifying taxpayers (AGI of $54,000 or less — sorry, Biglaw denizens). [TaxProf Blog]
* The law school essay question: an unrecognized art form? [PrawfsBlawg]
* Practice pointer: don’t “recreate” correspondence to use as evidence in your case. Dramatic reenactments belong on television, not in court. [Feminist Law Professors]
* We just got called “the Matt Drudge of the legal world.” Our thanks to Neil Squillante for making our day. Now where did we put our animated siren GIF? [TechnoLawyer]
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.
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.
The traditional job application and interview process can be impersonal, and applicants often struggle to present themselves as more than just the sum of their GPAs, alma maters, and previous work history. ATL has partnered with ViewYou to help job seekers overcome this challenge. ViewYou NOW Profiles offer a unique way for job seekers to make a personal, memorable connection with prospective employers: introduction videos. These videos allow job candidates to display their personalities, interpersonal skills, and professional interests, creating an eDossier to brand themselves to potential employers all over the world. Check it out today!