A source at QE recently sent us an email with this dramatic subject heading: “A rapist among us.. Quinn Emanuel.” Here’s the allegation:
[Earlier this month] our Records Manager, [name redacted - hereinafter "Got-a-Record Manager"], was fired. He’s been employed at Quinn for over 2 years. Termination Reason: He was a convicted rapist. He’s been convicted since 1987. He was charged with sodomy and first degree rape. I shudder to think that we had a rapist among us and the firm who claims to do background check on employees did not even catch this. An employee did a simple Google search on him and came up with it…. How did the firm miss this?
The tipster provided links to Got-a-Record Manager’s (1) LinkedIn profile, showing his employment at Quinn Emanuel as a “Records Manager,” and (2) a sex offender profile on the Florida Department of Law Enforcement website, containing Got-a-Record Manager’s name and photo. If you enter Got-a-Record Manager’s (uncommon) name into Google, the first result in his sex offender registration and the third result is his LinkedIn profile.
How did this come up? According to our source, “People just like to Google others for fun, and this time someone got a surprise.” Indeed.
Was Got-a-Record’s criminal record “a surprise” to the powers-that-be at QE? We reached out to the firm for comment….
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 seven years. You can reach them by email: email@example.com.
Please note that Evan Jowers and Robert Kinney are still in Hong Kong and will stay FOR THE REMAINDER OF THIS WEEK. We still have a handful of available slots for meetings with our Asia Chronicles fans. If we have not been in touch lately, reach out and let us know when we could meet! There is no need for an agenda at all. Most of our in-person meetings on these trips are with folks who understand that improving a legal practice through lateral hiring is an information-driven process that takes time to handle correctly.
Regarding trends in lateral US associate hiring in Hong Kong, we of course keep much of what we know off of this blog. Based on placement revenue, though, Kinney is having one of our most successful years ever in Asia. We are helping a number of our law firm clients with M&A, fund formation, cap markets, project finance, FCPA and disputes openings. These are very specific needs in many cases, so a conversation with us before jumping in may be helpful. As always, we like to be sure to get the maximum number of interviews per submission, using a well-informed, highly targeted, and selective approach, taking into account short, medium and long-term career aims.
Making a well informed decision during a job search is easier said than done – the information we provide comes from 10 years of being the market leader in US attorney placements at the top tier firms in Asia. There is no substitute for having known a hiring partner since he/she was an associate or for having helped a partner grow his or her practice from zip to zooming, and this is happily where we stand today – with years of background information on just about every relevant person in all the markets we serve, and most especially in Hong Kong/China/Greater Asia. So get in touch and get a download from us this week if we can fit it in, or soon in any case!
The legal industry is being disrupted at every level by technological advances. While legal tech entrepreneurs and innovators are racing to create a more efficient and productive future, there is widespread indifference on the part of attorneys toward these emerging technologies.
When the LexisNexis Cloud Technology Survey results were reported earlier this year, it showed that attorneys were starting to peer less skeptically into the future, and slowly but surely leaning more toward all the benefits the law cloud has to offer.
Because let’s face it, plenty of attorneys are perhaps a bit too comfortable with their “system” of practice management, which may or may not include neon highlighters, sticky notes, dog-eared file folders, and a word processing program that was last updated when the term “raise the roof” was still de rigueur.