The Biglaw on-campus recruiting season is a subject of decreasing relevance for most aspiring lawyers, as illustrated by this grim infographic. We are all familiar with the parade of horribles that is the law firm recruitment market, at least from the student point of view. Since the halcyon days of 2007, summer associate class sizes are down at the overwhelming majority of large law firms, often by fifty percent or more. And of course nobody is seriously arguing that class sizes will ever rebound to their pre-recession levels. But 50 percent is not 100 percent; there are still 2Ls who have just made their way through the OCI cattle call.
About a month back, we asked our readers to share their experiences of the OCI process. We wanted to learn where student priorities fall during this era of “New Normal.” For those of you fortunate enough to be in a position to choose among employers, what are the factors driving your decisions? What, if anything, is likely to make you reject an offer? And what, in this unbalanced buyers’ market for legal talent, is the actual interview experience like?
We’ve just entered August, so you know what that means: the start of on-campus interviewing season. If you’re a law student researching firms or a lawyer involved in your firm’s recruiting efforts, check out Above the Law’s law firm directory, where law firms get letter grades in different categories. Law firms might look alike on the surface, but there are very real differences between them, as our grading system reflects.
For example, law firms diverge when it comes to diversity. While every firm gives lip service to diversity, some firms have the goods to back up their claims, while others do not.
Let’s check out the latest diversity rankings, from two different news outlets, to see which firms are truly diverse….
My dear sweet girlfriend Stephanie doesn’t understand sports. To nothing and no one in particular, she will say “How can anyone get upset over the results of a game?” I mentally catalog my responses. That it’s a shared culture and every result arrives like a cascade of memories, connecting fathers and sons and entire families. Place and time all wrapped up and held within a blowout victory or a narrow loss. I get frustrated. I realize that she could never understand this compulsion. I would have better luck explaining what the color blue is. Words fail me as this column attests to on a semi-weekly basis. And my mind instinctively reaches for every illogical thing she does, from the interminably long morning routine to the row of bras, neatly displayed on a table in her living room. Explain the bras, Stephanie! If you’re such a cold, calculating machine, explain the terrifyingly ordered row of bras on the table!
This all happens in the span of fifteen seconds. And at the end of the psychic meltdown, I look over and see Stephanie staring off into space, not caring about sports or even those who care about sports. She doesn’t care about the question or the answer, I realize.
My dear sweet girlfriend Stephanie trolls me on a regular basis.
On Friday, we broke the news of Dewey & LeBoeuf issuing a WARN Act notice to its U.S. employees. As explained by the U.S. Department of Labor, the WARN law generally requires an employer “to provide notice 60 days in advance of covered plant closings and covered mass layoffs.”
We noted, however, that employees shouldn’t be lulled into complacency by the 60-day requirement. As Elie wrote, “Dewey employees shouldn’t expect to just show up to work every day until Independence Day. Remember, we’ve learned from the Heller dissolution and other firms’ dissolutions that things tend to happen very quickly.”
Very quickly indeed. We are now hearing reports that this Friday, May 11, will be the last day for an unknown number of D&L employees….
As usual with the fast-moving Dewey story, we have multiple UPDATES, including some from Tuesday morning, after the jump.
In case you haven’t noticed, things have been quiet on the law firm front. And that shouldn’t come as a surprise: it’s August.
Summer associate programs are largely over (although we still want to hear about fun events and offer rates). Many associates and partners are taking vacation (especially if they have children they want to spend time with before school starts again).
On the litigation side, courts are slow because many judges are away. On the corporate side, some deals have been put on hold due to the gyrating stock market and economic uncertainty. We seem to be turning into Europe, where a good chunk of the population takes vacation for a good chunk of August.
But we still have pockets of law firm news to report, here and there. Today’s dispatch comes from Schiff Hardin, which earlier this month announced an associate pay raise….
Stephan Addison (left) and Benjamin Butler (right)
We like to provide updates on lawyers we’ve covered in the past, just to close the loop and keep readers informed. For example, if a lawyer is accused of wrongdoing, we cover the allegations, and then the charges are dropped, we’d like to write about the clearing of that person’s name. (If you’re aware of such a situation, please email us.)
Sometimes attorneys are punished rather than exonerated, however. Today we bring you news about the Illinois bar’s disciplining of Stephan Addison and Benjamin Butler, both 2004 graduates of the University of Wisconsin Law School, whom we first wrote about back in 2007. The two were once associates at large law firms — Addison at Seyfarth Shaw, and Butler at Schiff Hardin. They left their firms after being accused of sexual assault, after a drunken three-way hook-up that went very, very wrong.
Richard Zachary is a solo practitioner in Chicago who has mixed it up with Biglaw many times in his career… and has come away unimpressed.
In a recent filing in Cook County Court, he vented about the shortcomings of the big firm lawyers he’s come up against. He’s currently representing an individual suing a corporation represented by Schiff Hardin. He describes an attorney there as follows:
Some paper-shuffling third-rater trying to camouflage his own culpability with defamatory rhetoric [who made me] realize that there are depths of chicanery to which some legal professionals will not hesitate to descend.
Richard Zachary is both irate and poetic, a wonderful combination.
The motion captures the frustration that solos experience in their clashes with Biglaw. More incensed turns of phrase, after the jump.
Earlier today, we wrote about Schiff Hardin sending a mass e-mail to its retired partners letting them know that they were being moved to temporary offices during a renovation of the firm’s Chicago office. The e-mail read as if the partners were not getting their own offices upon their return and were being asked to cut back their time at the office.
Schiff got in touch with us this afternoon with an update. Despite the language in the e-mail, in fact, all special partners will be getting their own offices when renovations are complete, according to Schiff’s spokesman. They just won’t be in the same offices as before. There will be no change in the partners’ status with the firm, he added.
Schiff’s spokesman could not explain why the e-mail read like a dismissal letter.
We’ve noticed in comment threads that many of you would like frequent commenter Partner Emeritus to retire. But he’s a persistent one. Perhaps frustrated readers should take a page from the book of Schiff Hardin.
The 400-attorney firm found an interesting way to get rid of its partners emeriti in the firm’s Chicago office. It will move its “special partners” to temporary offices while its main building is being renovated, and then not move them back.
UPDATE: It appears there was a misunderstanding. A clarification from the firm appears here.
The firm notified its retired partners, referred to as “special partners,” on Sunday. And not in a very nice way. They got the message via mass e-mail:
Dear Special Partners,
As you know, we are about embark upon the renovation of our space in Chicago. We will move to temporary space two floors at a time and then return to our improved floors. We will use this opportunity to reshuffle offices
Some of you have volunteered to move offices when we return to the renovated space. I have not, however, had an opportunity to speak with all of you about this topic. With one exception, you will not be returning to your present office.
The mass e-mail that Schiff Hardin’s (not-so special?) partners emeriti got, plus a clarification from the firm, after the jump.
Ms. JD is hosting their 2nd annual cocktail benefit to raise money for the Global Education Fund. The event will be held on August 21, 2014 at 111 Minna in San Francisco. Our goal is to raise $20,000 to fund the legal educations of four dedicated law students in Uganda who count on our support to continue their studies at Makerere University during the 2014-15 academic year.
The Global Education Fund enable womens in developing countries to pursue legal educations who otherwise would not have access to further education. According to the World Bank, investment in education for girls has one of the highest rates of return to promote development. In Uganda, more than 45% of women over the age of 25 have no schooling at all, and men are more than twice as likely as women to have access to higher education. Together, we can work to end educational inequality. For more information about the program, please visit http://ms-jd.org/programs/global-education-fund/
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.
We at Kinney Asia have made a number of FCPA / White Collar US associate placements in Hong Kong / China thus far in 2014. Most of such placements have been commercial litigation associates from major US markets, fluent in Mandarin, switching to FCPA / White Collar litigation. Some have already had FCPA experience, but those are difficult candidates for firms to find (this will change in coming years as US firms are now promoting FCPA / White Collar to their 2L summers who are fluent in Mandarin and have an interest in transferring to China at some point).
Legal Week quoted Kinney’s Head of Asia, Evan Jowers, extensively in the following relevant article here.
There is a new trend in the market, though, where mid-level transactional US associates, fluent in spoken Mandarin and written Chinese, are interviewing for and in some cases landing junior FCPA / White Collar spots in Hong Kong / China at very top tier US firms.
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.