Yesterday we reported on a change in management at Nixon Peabody. We understand that some people at Nixon hope that the shift at the top will be followed by a return to Nixon Peabody’s old law firm culture.
But maybe NP people will have to get ready to assimilate into an entirely different culture? A well-placed tipster reports that some Locke Lord partners were told that the firm is exploring a possible merger with Nixon Peabody.
Locke Lord denies the rumor, while Nixon Peabody won’t comment. But our sources have been right before, especially when it comes to potential mergers…
Nixon Peabody has suffered a series of partner defections over the last year. Last month, we reported that a number of partners at Nixon were preparing for a mass exodus from the firm.
According to our Nixon Peabody sources, the disgruntled partners wanted one thing: managing partner Richard Langan’s head on a plate. From our original story: “Our sources have also offered up a lot of speculation about why these partners want out, and the message is that they feel like Langan is ‘ruining’ the culture of the firm.”
Apparently, these partners are getting their wish. Richard Langan is out as managing partner. Taking his place is Andrew Glincher, who has been the managing partner of Nixon’s Boston office.
So did the mutinous partners win? According to a Nixon spokesperson, Langan’s ouster is all part of Nixon’s regularly scheduled programming…
We know that most Biglaw shops couldn’t care less about mass associate departures. As exhibit A, I present this year’s bonus news.
But partner defections are another matter entirely — especially if a number of partners leave all at once, or if a thriving practice group jumps ship all at the same time. According to Above the Law sources, this is the situation Nixon Peabody could be facing in the days and weeks ahead. Multiple sources have told Above the Law to expect a significant exodus of Nixon Peabody partners and that the defections could start as early as this week.
We’ve been told that these defections will happen unless the disgruntled partners receive significant concessions from Nixon Peabody managing partner Richard Langan. And apparently some partners will not be satisfied with anything less than Langan’s outright removal…
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.
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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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