If law students want one thing in their grading system, it’s clarity. This is especially true for first-year law students; 1L grades are too important for future job prospects to have a confusing and muddled set of rules.
Well, maybe not Yale law students. Famously, Yale doesn’t have traditional letter grading. A few top schools have followed Yale’s lead in recent years, but Yale is the OG of meaningless grading systems. (Berkeley students to start bitching in 3, 2, 1….) The meaningless of Yale’s Honors/Pass grading system doesn’t matter because all Yale students get jobs. No grades + Good jobs = “I don’t understand why humans cry.”
Yale students have such good job prospects that they can get jobs as law professors at other Ivy League law schools right after they graduate from Yale. But bringing happy-clappy Yale concepts of grading to “normal” law schools is not without its problems….
There are two sides to law school career services. One side you meet at conferences and events. The CSO employees you meet in public are smart, earnest people. They care about their students, and they know better than their deans the challenges of the legal job market. They’re pleasing to look at and interested in meaningful reform. You end conversations with them feeling like they’re underpaid.
The other side of CSO is the side you only hear about from the disgruntled students who actually need them. If the student has a job, they say there is one good CSO person in an office beset by lazy morons. If the 3L doesn’t have a job, the whole office is a solitaire-playing, baby-making, incompetent den of secretaries who are contractually obligated to use the word “network” in every single sentence.
I think both sides are true. There are some real CSO gems who work hard, and the law schools like to show these people off. But the system of law school career services is based on legal jobs economy that is gone and never coming back. People are using 2003 skills to contend with the 2013 job market, and it’s failing students all across the country.
It’s failing even students at Ivy League schools, as this story will point out. But I have two simple solutions that law schools could implement for next fall that would significantly improve the performance of law school CSOs….
For the past few years, the National Law Journal has been publishing a list of the best law schools to go to if you want to work in Biglaw after graduation. But through the lens of this annual report, we can see some of the changes that have happened in a profession that’s been in transition ever since the Great Recession. From layoffs to law firm collapses, Biglaw has faced many difficulties, and these challenges have been passed on to would-be associates when it comes to hiring.
Take, for example, the hiring scene in 2008, when the law school that earned the highest honors on the NLJ’s report could brag about sending 70.5 percent of its graduates to top law firms. Although we’ve started paving the road to recovery after several sluggish years, the employment picture for law students hasn’t rebounded to those levels.
Slowly but surely, it’s been getting better. In fact, this year, the future for law students seeking Biglaw jobs looks “marginally brighter.” But how much better? Let’s find out….
* Dewey retired partners with unfunded pensions get a seat at the table for this bankruptcy circus? Yeah, but only because the U.S. Trustee did something unheard of and appointed a committee of former partners as creditors. [WSJ Law Blog]
* Yesterday was definitely a great day to be gay on the east coast. In addition to the First Circuit’s DOMA decision, a New York appellate court ruled that being called gay is no longer defamatory per se. [New York Law Journal]
* Milberg is the latest firm to dump Paul Ceglia of Facebook lawsuit fame, but Dean Boland, his other lawyer, says the Biglaw firm just “serve[d] as a distraction.” Somebody please give this man a dislike button. [Buffalo News]
* Elizabeth Warren has confirmed that she told Harvard Law and Penn Law that she was a Native American, but only after she had been hired. She didn’t get any action of the affirmative variety, no sir. [Associated Press]
* Activision settled a lawsuit with two Call of Duty developers, but isn’t worried about an effect on its financials due to a strong third quarter performance. And you can thank your damn Elite packages for that. [PCMag]
* Dewey seriously have one chairman again? Good Lord, this law firm is literally falling apart! Martin Bienenstock had “no plans to file bankruptcy” because he knew he was taking the first life raft off this sinking ship. [WSJ Law Blog]
* When Dewey WARN people? When it’s already too late. In case you missed it last night, the firm was served with its first suit following its en-masse layoffs. The more the merrier, because it’s a class action. [Bloomberg; WSJ Law Blog]
* Elizabeth Warren can’t decide whether she’s white or Native American. Apparently it depends on her geographic location, because she was white at UT Law, but a minority while at Penn Law. [Boston Globe]
* Racial profiling still ain’t easy, but Arizona Sheriff Joe Arpaio “will fight this to the bitter end.” The Department of Justice has filed a civil rights suit against the no-nonsense Sheriff and his department. [Associated Press]
* New Jersey Governor Chris Christie must be gearing up for his inevitable 2016 presidential run, because yesterday he vetoed an online insurance marketplace required by the Affordable Care Act. [New York Times]
* Syracuse Law recently broke ground on a $90M building that will serve as its new home. May political plagiarizers continue to grace the law school’s halls for years and years to come. [National Law Journal]
Oopsie, it’s been quite a while since we last discussed law-related vanity license plates. We haven’t updated the series in a while, but that doesn’t mean we’re not looking for more photos. So if you’re a fan of our Law License Plates posts, please send some in via email (subject line: “Vanity License Plate”).
Today, we’ll be writing about lawyers who really, really love their law schools. Because hey, let’s face it, with six figures of student loan debt, these educational institutions basically own you. Why not brand your car with your law school’s name and let the world know who you’re enslaved to?
But loan debt and all, we really thought that graduates of the so-called “T14″ could afford to drive nicer cars….
* “We can’t engage the public in a seminar about health law.” Justice Sonia Sotomayor informed the public at Penn Law that she would not be taking up a post as a Wise Latina civics instructor. [Wall Street Journal]
* Next on Meltdown with Keith Olbermann: this liberal commentator has sued Current TV over getting fired. It is clearly the most irresponsible, homophobic, racist, reactionary, tea-bagging network ever. [Businessweek]
* George Zimmerman has added another lawyer to his soon-to-be defense team — a “veteran criminal defense” lawyer. Why did he need to hire such a hot shot if what he did to Trayvon Martin was legal? [Reuters]
* Step aside TSA: what kinds of rights do cruise passengers have at sea? How about the right not to be interrogated, strip searched, and then forced to pee in front of security guards? [Overhead Bin / MSNBC]
* Jordan Wallick has been convicted of second degree murder in the shooting death of James Wallmuth III, a University of Pittsburgh law student. Wallick is now looking at life behind bars for his crime. [CBS 21 News]
Last week, we received our 4,000th response to the ATL School & Firm Insider Survey. (Please take it here, if you haven’t yet). Approximately half of our respondents are current law students, and in the wake of the U.S. News rankings release and the resultant hullabaloo, we thought it would be interesting to compare how the vaunted T14 stack up based on our own survey feedback.
The ATL survey asks students to rate their schools in five different categories:
Quality of faculty and academic instruction;
Practical / clinical training for the practice of law;
Career counseling and job search help;
Financial aid advising; and
After the jump, we’ll look at how the elite schools compare….
If you enjoy fashion, check out our sister site, Fashionista.com.
Fashion law is a quickly-growing specialty practice area — a place where lawyers can aspire to dress stylishly while honing their legal skills in the glamorous world of haute couture law. You may never see all of the models and bottles a career in law once guaranteed, but you might get to work on their contracts.
A lawyer working in the business of beauty can expect to do a great deal of intellectual property work (after all, trademark law is sexier when you’re doing it in designer duds). An IP student group at a leading law school took that to heart, and decided to hold a symposium on the topic of fashion law.
The students pulled out all the stops for the event: they got Biglaw sponsorship, they created an eye-catching flyer, and they lined up some of the greats of the fashion law world to speak. Needless to say, they expected a great turnout.
What they didn’t expect was to be on the receiving end of a cease and desist letter from a high-end fashion house….
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.
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!