* Obama has officially nominated William Baer, an Arnold & Porter partner, to run the DOJ’s antitrust division. Get ready for an election year confirmation showdown between the parties. [New York Times]
* Newt Gingrich has dropped out of the Virginia ballot lawsuit that was originally filed by Rick Perry. What does this mean for his campaign? Is he giving up his plans for the presidency, too? [Washington Post]
* Here’s a great refresher on all things Prop 8 in anticipation of today’s ruling from the Ninth Circuit. This is happening on West Coast time, so check back for our coverage this afternoon. [Poliglot / Metro Weekly]
* Sorry, bridge and tunnel people, but it looks like you’re going to have to keep paying increased prices at the tolls. AAA of New York and North Jersey lost a bid to block collection of the fee hikes. [Bloomberg]
Yesterday we brought you the story of a 2L at Cardozo Law School who has taken out Google ads promoting himself, in an attempt to find a summer associate job. Here’s what his ad looks like (as displayed to an Above the Law reader who alerted us to his campaign):
We reached out to Eric Einisman to ask him: What was he thinking?
A reader alerted us to the following Google ad, which showed up in a Gmail sidebar next to a law-related email chain:
Whoa! Is this for real? Is a second-year student at Cardozo Law School actually advertising himself via text ads on Google, promoting himself as “[a] great choice for Summer Associate”?
Are Cardozo law students truly this desperate? Is this why the career services dean quit to teach yoga? Should Cardozo focus less on teaching students how to walk and more on teaching them how to conduct job searches?
Or is this too harsh an assessment? Let’s learn more about the 2L behind this unusual ad.
Being a summer associate isn't a day at the beach, but it's still pretty awesome.
A summer associate program at a top law firm is like sex or pizza: even when it’s bad, it’s still pretty good.
That seems to be the conclusion of the American Lawyer’s 2011 summer associate survey. Am Law polled 3,656 students at 138 law firms about their summer experiences and used the results to rank 108 summer programs. The lowest-ranked program — that of Chadbourne & Parke, in case you’re wondering — still emerged with a healthy overall satisfaction score of 4.142 (on a 5.0 scale).
If you’re a law student trying to figure out where to spend your summer, you’re probably asking: Which law firms came out with the highest scores?
I should have known that we’d end up doing a series of posts about this. “Bragging” about getting an offer is something that everybody does in their own way, and something that rubs a lot of people the wrong way.
And so our next installment of law student puffery involves photos, which is always fun. But in truth we can’t be totally sure if this guy is bragging about getting an offer.
Given the firm the kid is bragging about, he might just be happy to be there…
With offer season well under way, some law students may be wondering how to tell the world that they’ve landed summer associate jobs without sounding like complete braggarts. These law students must have read a Miss Manners book or two, because thinking about the feelings of others is the polite thing to do.
Other law students just don’t care about trampling on the self-esteem of classmates. “Sorry about your tiny pink feelings, but I got an offer.” That was way harsh, Tai.
There is just one more category of law student: the law student who feels only slightly guilty bragging about a job offer, so he thinks up a creative way to broach the subject with peers. And one law student at a leading law school has got this method of breaking the news about offers on lock….
Now that Labor Day is behind us, fall is fast approaching. You can tell by the chill in the evening air.
Or is that just the cold offers we’re feeling? Last month, we asked you for stories about firms giving out cold offers to summer associates. As we explained, a “cold offer” or “fake offer” is, in the words of NALP, an employment offer made “with the understanding that the offer will not be accepted.”
This “offer,” made with a wink and a nudge, allows the employing law firm to report (and boast about) a 100 percent offer rate, when in reality it isn’t welcoming back 100 percent of its summer associates. It also has an advantage for the recipient: when she goes through 3L recruiting, she can truthfully say, “Yes, I received an offer from the firm where I summered.”
We recently heard a story about a pretty cold offer (not from summer 2011, but from not too long ago summer 2010). This summer associate, who wasn’t the most popular person in her class, received a full-time employment offer “contingent upon obtaining a federal clerkship.” Given how hard it is to land a federal judicial clerkship, that’s a pretty cold offer — especially considering that the student in question, now graduated, didn’t go to a law school known for cranking out lots of clerks.
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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