Looking for an epigraph for your departure memo? This man can help.
Writing your law firm departure memo: there’s an app for that? Well, not yet. (But you can certainly download the Above the Law app and read past farewell memos for inspiration.)
For now, the closest you can get is by starting your departure memo with a quotation from the late, great Steve Jobs. Like this one: “Here’s to the crazy ones. The misfits. The rebels. The troublemakers….”
Yes, that’s how one fairly senior associate at a top law firm began his good-bye email. We received it from a few tipsters, one of whom called it “the best departure memo ever.”
This column will be published the day our year-end numbers are made public. Word on the street (and the Street) is that we should beat expectations. If true, that would be a very good thing. This isn’t inside information; it’s been opined and published in several national media outlets, and in any event, I am not on the side of the house that has access to that information. I get the comuniques at the same time as everyone else. Luckily, I’ve been here in times of growth. That said, I have colleagues across town experiencing a very different situation.
The downfall of Eastman Kodak can be attributed to many things, and the failure to exploit its own invention of digital photography is chief among them. However, this isn’t a piece pointing the finger of vision opacity just at Kodak. The statement above this column is attributed to Steve Jobs after he viewed a mock-up graphic user interface (“GUI”) invented in Rochester, New York. The company that invented the prototype failed to capitalize on the invention, and the story goes that Jobs stole/borrowed/utilized the idea. We all know where that led. That same company also invented the computer mouse, and again didn’t capitalize on the invention. Stories like these are legend in the field of technological advancement.
What is it that causes companies, which are often on the cutting edge of technology, to miss opportunities that, in hindsight, seem so obvious?
Last week was a sad time for America. People mourned the loss of a visionary, Steve Jobs. I cannot even tell you how many times I heard people talk about his celebrated 2005 Stanford graduation speech. It is without question that Jobs was a genius and we will never know what he could have created with more time. The depth of people’s reactions, however, suggests that we were mourning something more than the loss of a great man. We are, perhaps, mourning the loss of American innovation.
As the saying goes, if you can’t beat ‘em, copy ‘em. Or at least that is what I am saying now. And luckily, I came across a blog post by Larry Bodine about what lawyers, particularly small-firm lawyers, can learn from Jobs….
Rover's last wish was to have his ashes sprinkled over a pile of money.
* Saying your dog ate something isn’t a creative enough excuse these days. Try this instead: “I kept the clients’ missing money in my car, which I left running in the parking lot to keep my dead dog’s ashes from freezing. Someone then stole the car, and now the missing client money is gone forever!” [Canadian Lawyer]
* Next time you feel like kicking the crap out of someone, make sure your twin is there, because there’s a high likelihood that you’ll both get off. [Legal Juice]
* A judge in Louisiana just threw a case out because he didn’t want to catch the flu from a witness. Elie was right: germaphobia is the real contagion! [Lowering the Bar]
* How would Jesus feel about guns in his church? He’d probably change them into dildos and tell the violence-bearers to go f**k themselves. [WSJ Law Blog]
* There’s been a lot of talk about personal branding for lawyers lately. This guy probably has the right idea, but you’ve got to wonder if he really wants to be known as the “Bald Lawyer” for the rest of his life. What happens if he decides to get plugs? [Legal Blog Watch]
Steve Jobs passed away yesterday. And millions of people across the planet learned of the news on devices he invented.
You’ve probably already heard the details. The 56-year-old chairman and co-founder of Apple had been fighting pancreatic cancer since 2004. He ran one of the most successful companies in the world, a company he founded in a suburban garage. He invented the iPod, the iPhone, and the iPad; at one point he owned Pixar; and he personally had more than 300 patents to his name, according to The Atlantic.
I am having a hard time thinking of any other human in recent memory who has so widely, tangibly, and positively changed the face of the world.
As Alexis Madrigal wrote, it’s strange to mourn the head of an international corporation as we would a beloved actor, musician, or head of state. But we can’t help it….
Can gay marriage be stopped? Professor Tribe thinks not.
* Professor Laurence Tribe on “the constitutional inevitability of same-sex marriage.” [SCOTUSblog]
* You can sleep when you’re dead — and you can prevail against the IRS in litigation, too (as the late Ken Lay just did). [TaxProf Blog]
* Speaking of the dead, just because someone is burglarizing your business doesn’t mean you can kill them. [Jonathan Turley via WSJ Law Blog]
* Professor Daniel Hamermesh asks: “Why not offer legal protections to the ugly, as we do with racial, ethnic and religious minorities, women and handicapped individuals?” [New York Times via ABA Journal]
* What, do you want Apple’s quarterly filings to include reports on Steve Jobs’s colon? [WSJ Law Blog]
* You can’t make a law that favors one religion over another. But, in Alabama at least, it’s perfectly okay for the governor of the state to talk about how everybody should prefer his religion over all others. [Gawker]
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.
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