Last month, we reported on the mounting evidence that NYU, both the university as a whole and the law school specifically, employed a number of charitable organizations to provide faculty and staff with what can be safely called sweetheart deals on real estate and loans.
The investigation is a little unfortunate, given that it arises from a political witch hunt directed by Senator Chuck Grassley against Treasury Secretary Jack Lew. But a Senate investigation is a Senate investigation and NYU needs to suck it up and comply.
But, according to Grassley, NYU has ever so politely given him the finger…
I think all fat people have dealt with the stigma that their outward corpulence signifies an inner laziness. Who would willingly be fat and unhealthy when they could be thin and beautiful? Many people believe, even subconsciously, that the obese must be lacking in some other important quality. Thin people think fat people lack a true work ethic, or self-restraint, or willpower, or something. And like all “quitters,” fat people who become thin people are kind of the worst examples of this prejudice, buoyed by their myopic belief that with a little determination, nobody need be a disgusting fattie.
Fat people themselves sometimes buy into this logic. They sign up with psychotic personal trainers who seem to exist only to bully people on hilarious reality shows. Or they go with the science angle: “I’m fat because I’ve got [diseases, genetics, big bones], not like that ho over there who just likes bacon.”
Now, as a fat person, I’d like to think that the stigma is just that, a stigma, and that people with a modicum of intelligence don’t really believe that a person’s weight is an indication of anything more than their weight, but I know way too many thin people who are dumber than me. Turns out, a professor at NYU thinks that your weight is an indication of how successful you’ll be in your education…
New York City is the logical starting point for this occasional series highlighting law schools in specific locales. New Yorkers’ self-regard is bloated enough to believe they are at the Center of the Universe and that everything that happens there is naturally interesting to everyone, everywhere. The ATL Insider Survey asks, among other things, current law students to rate how their schools are doing in terms of academics, career counseling, financial aid advising, practical/clinical training, and social life.
You’re probably wondering the same thing as you read a Monday post from the heretofore “Thursday morning guy.” Well, I’m pleased to announce that I am your new ATL assistant editor. Moving on up from humble contributor to a spot on the masthead.
I will cover all manner of subjects, but with a particular eye on legal tech. Basically I’m the Kreiger of the ISIS operation that is ATL.
And yes, I’m going to be upping the Archer references at this publication because Archer is awesome.
More about me, including a real picture and my résumé for your crippling judgment, after the jump.
What if your law dean didn’t look like everybody else?
Have you ever noticed how law school deans are all kind of all the same guy? They’re mostly white, mostly male, mostly smart, mostly charismatic, and mostly good at getting you to part with your money.
Law school deans are usually successful academics and respected faculty members. And when they’re not, we make fun of them. The virtue of having a dean who looks and thinks like everybody else is that you don’t risk getting a weirdo who will screw up your capital campaigns. There’s a reason why guys are generally happy when they show up to a party and they’re dressed like pretty much everybody else; it means that nobody screwed up.
Of course, the downside of picking 200 people with similar backgrounds is that it’s hard to get radical change in the way law schools are run. Instead of every law school being a “laboratory” of ideas, you get every law school just trying to follow the leader — and that leader is, of course, the hated U.S. News law school rankings.
A tipster who went to a school that is looking for a new dean asked Above the Law to suggest some “outside the box” candidates. We know that the school won’t seriously consider any of our suggestions, but it’s still a fun thought experiment. Who should be dean of your law school? We’ve got some thoughts…
One guy went to a professional school that takes the responsibility for training the next generation seriously. The other guy went to law school.
If you talk to legal educators for long enough, you might start to think that they are trying their best. You might start to think that there is no other way they can approach the training of lawyers. You might even start to think that they are more concerned with education then with bilking law students for all they’re worth.
Don’t believe it. Law schools are involved in a straight cash grab, and it turns out the we only need to look towards our nation’s medical schools to see how things look when schools are more concerned with the profession than profits.
It turns out that a very prestigious medical school is looking to trim a year off of the education — because doing so will reduce student debt and encourage young doctors to go into underserved fields….
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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