Last week, the New York City Bar released a report, Developing Legal Careers and Delivering Justice in the 21st Century. To the bar’s credit, it acknowledged the role that starting a firm can play in addressing joblessness in the profession. To this end, the bar proposes to create a New Lawyer Institute that will provide training and advice to potential small firm and solo practitioners. And while I realize the concept of starting a firm as a way to launch or continue a legal career in the absence of other options is hardly revolutionary (I’ve been blogging about it almost eleven years), in a universe where many law school placement offices direct students to unpaid internships or non-legal positions, the renewed focus on the startup option is refreshing.
But as I read more about the program, I began to wonder if the goal is to teach lawyers to start firms as an end in and of itself or as a means to expand access to justice. According to the Report, the program includes the standard “Starting A Law Firm 101″ fare – obtaining insurance, business forms, technical needs and “benefits and cautions of cloud computing” (but nothing about the benefits and cautions of housing files on site in a physical office). Meanwhile, substantive classes focus on “Divorce Law 101, Handling Cases in Family Court, Estate Planning Basics, New York Civil Practice, Introduction to Land Use and Zoning in NY, Basics Residential Real Estate Closing, and Everything You Wanted to Know About Landlord/Tenant. NLI participants will be required to take a set number of credits in both practical skills and substantive law areas” (page 113).
Herein lies my beef with the New York City Bar program….
I have previously suggested that the members of the U.S. Supreme Court have a private jet at their disposal. The executive branch has Air Force One and Air Force Two. Isn’t the co-equal third branch of government entitled to “Air Force Three”?
I’m being quite reasonable. I’m not advocating for “one justice, one plane,” a la Reynolds v. Sims. I think it’s fine for the nine to share a single plane and divvy up the hours amongst themselves, not unlike customers of NetJets. Given the security threats faced by the justices — see, e.g., Justice Stephen G. Breyer, who has been robbed at knife point and victimized by a burglar — it would seem prudent to reduce their commercial flying.
So that’s the case in favor of “Air Force Three.” The case against: if the justices didn’t fly commercial, then we wouldn’t have fun celebrity sightings like this one….
Earlier this week, the New York City Bar Association’s Committee on Fashion Law hosted an event that featured in-house attorneys from some of the country’s most prominent cosmetic brands — companies like Coty, Avon Products, Elizabeth Arden, and Revlon.
So, what’s it really like to be an in-house attorney working in the beauty and fashion industry? Will you get to flex your copyright and trademark muscles? Is it really as glamorous as it all seems?
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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