Ed. note: This is the latest installment in a series of posts from the ATL Career Center’s team of expert contributors. Today, Ian E. Scott offers 10 valuable pieces of advice for Biglaw summer associates.
While a full-time job at a large law firm is not for everyone, a summer at one is highly recommended. Even if you are not sure if you have an interest in practicing at a large firm after the summer, a summer at one is a great experience and you will be paid around $35,000 for the summer. You should be careful though, because many who have summered at large corporate firms and swore that it was just for the summer, often must have drank the Kool-Aid and went back after graduation. If you have decided to work for a top law firm during the summer here are a few things to consider.
1. You will likely get a job offer but do not take it for granted.
Back in February, with the help of a report from the National Association for Law Placement (NALP), we described the summer associate hiring market as “anemic.” Recruiting volume in fall 2012 was down compared to fall 2011, and the entry-level recruitment environment, in general, was characterized as “flat and faltering.” No wonder we haven’t heard many tales of summer associate glory — they’re probably still too terrified to have fun.
Be that as it may, amid news of layoffs and rumors of stealth layoffs, right now, Biglaw firms are handing out offers of employment like candy. But have you ever stopped to think about why they’re passing out $160K offers so freely?
Perhaps it’s because the size of their summer classes are significantly smaller than ever before…
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.