* The DOJ is seeking treble damages against Lance Armstrong over his USPS sponsorship funds, alleging the athlete was “unjustly enriched.” This lawsuit is clearly on steroids; the bike dude’s got an eye for that sort of thing. [NBC News]
* Dewey know how much Steven Davis had to fork over to the firm’s estate to settle its mismanagement claims against him? It’s pocket change compared to what some former partners had to pay into the partner contribution plan. [Am Law Daily]
* “Golden handcuffs,” law school style: the Texas attorney general’s office is looking into the UT Law School Foundation. Apparently giving out forgivable loans to law profs like candy is a big no-no. [Austin Business Journal]
* Duncan Law hopes to get ABA accreditation through its conflict resolution center, which will “attract more students.” Yep, because more students equals more job opportunities. [Knoxville New Sentinel]
* The accused ricin guy might’ve been a whackjob, but the charges were dropped. His lawyer believes he was framed by a guy who was recently arrested on child molestation charges. Cray! [Bloomberg]
* Edward de Grazia, defender of sexually explicit novels in Jacobellis v. Ohio, RIP. [New York Times]
Note that even this guy doesn’t actually use ricin.
In news that doesn’t involve 19-year-old, “dark-skinned” Russian/Chechen nephews held up in Watertown with FAKE Twitter accounts, there’s some more information this morning on the coward who allegedly sent ricin to the president, a senator, and a judge. Think Walter White, only without the badass.
We don’t plan to publish a lot of content today, given the circumstances. If we return to a state of “peace” today, we’ll certainly get back to trying to make that sure that Gawker sorority chick ends up applying to law school.
But since the ricin story relates to the general “Jesus Christ” WTF-ness of this week, let’s examine the new details on Paul Kevin Curtis, suspected ricin mailer nutbag…
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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