It is rather fitting that the day America gets one step closer to finding out who will become The Voice, we get one step closer to understanding the male/female dynamic at small law firms. Well, at least we get to see the results of what over 200 small-firm attorneys have to say about what happens at their firms. Last week, I asked you to take a survey, now I’ve got some results.
Some of the results I would have predicted, but some results were surprising.
As most of you may have noticed from the tone of the survey, I assumed (based on personal experience that turns out to be the exception, not the rule) that there were very few small-firm female partners, the ones who were partners worked full-time and had delegated child-rearing to someone else. To my surprise, the survey suggests that the majority of small firms have female partners (63.6%). And, the women are adequately represented (22% of those surveyed work at firms where females make up 25% of the partners).
Last week, I asked you all to take a survey about whether or not small-firm attorneys can work part-time (and if so, whether they are all mothers, which in turn implicates the unspoken question of whether or not there is any worth to having part-time working moms at small law firms). Yes, it was a loaded survey. Unfortunately, only 122 of you responded. I need more of you to take the survey. And the universe wants you to take the survey.
How do I know this? Since last week, we have learned some important lessons….
Last week I asked if small-firm associates are screwed. According to the two who wrote to me directly, the answer is no. They both enjoy their small firms and are learning a lot from their small-firm partners/mentors. Interestingly, neither of them mentioned their future at the small-firm (i.e. what their chances are of making partner?) but instead focused solely on the present.
Nevertheless, I did not hear from any small-firm associates who said they are screwed. In other words, last week’s column did not go far enough in crushing the hopes and dreams of small-firm attorneys. Thus, this week I ask a (hopefully) even more depressing question: are small firms a good place for women attorneys who want to have a family?
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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