It is rather fitting that the day America gets one step closer to finding out who will become The Voice, we get one step closer to understanding the male/female dynamic at small law firms. Well, at least we get to see the results of what over 200 small-firm attorneys have to say about what happens at their firms. Last week, I asked you to take a survey, now I’ve got some results.
Some of the results I would have predicted, but some results were surprising.
As most of you may have noticed from the tone of the survey, I assumed (based on personal experience that turns out to be the exception, not the rule) that there were very few small-firm female partners, the ones who were partners worked full-time and had delegated child-rearing to someone else. To my surprise, the survey suggests that the majority of small firms have female partners (63.6%). And, the women are adequately represented (22% of those surveyed work at firms where females make up 25% of the partners).
Last week I asked if small-firm associates are screwed. According to the two who wrote to me directly, the answer is no. They both enjoy their small firms and are learning a lot from their small-firm partners/mentors. Interestingly, neither of them mentioned their future at the small-firm (i.e. what their chances are of making partner?) but instead focused solely on the present.
Nevertheless, I did not hear from any small-firm associates who said they are screwed. In other words, last week’s column did not go far enough in crushing the hopes and dreams of small-firm attorneys. Thus, this week I ask a (hopefully) even more depressing question: are small firms a good place for women attorneys who want to have a family?
Our ongoing ATL School & Firm Insider Survey (take it here!), asks current law students, among other things, “What do you expect to do after you graduate?” A whopping 71% tell us that they expect to work for a firm. (This percentage was consistent across class years.) That this proportion is so high, and so at odds with the NLJ findings, can mean some combination of two things:
The ATL student readership skews heavily toward that minority of students who will actually snag Biglaw gigs.
Many (if not most) expectations of law firm employment will be dashed against the reality of a contracting job market. In other words, a majority of students think they are in the fortunate minority
After the jump, we’ll look at how wide the gap between student expectation and market reality is, even at the “go-to” schools:
Later this year, Above the Law will be launching a new, expanded Career Center. The new Career Center will be a resource for students and lawyers at all stages of their careers, and in all areas of legal practice (i.e., not just Biglaw). But we can be sure that news and insight into life at firms and schools will continue to be ATL’s bread and butter. With that in mind, today we open up the ATL School & Firm Insider Survey.
I assume a common reaction will be, “What with — among others — Vault, Chambers, U.S. News, and Am Law, why the hell do we need yet another employer/school survey?” Fair enough. And yes, all of the existing surveys have their merits. All of them produce useful content for students and potential laterals.
We do believe, however, that when it comes to information, the more the merrier. Moreover, the ATL survey is distinctive in some fundamental ways, and we’re going to justify its existence….
Since time immemorial (or at least since the advent of computers), PCs have ruled the law office technology world. As iPhones and iPads have become more popular, Apple products have begun encroaching on the PC’s long-standing dominance of the workplace.
But who would’ve thought that Apple would actually be taking over, even in the technophobic realm of law?
A new legal survey shows just how much attorneys love their Macs. Let’s look at the results, and maybe find some gift ideas for the holidays….
We can’t help but wonder if this bonus season’s dyspepsia is typical of lawyers and law students generally. What with the growing ranks of JDs who are despairing of ever paying off their debt, shouldn’t there be some significant cohort thinking, “phew…not only do I have a job, but now my firm will be forced to match”?
Thanks to all who participated in the Turkey Day survey. I am happy/jealous to report that an overwhelming 93.2% of small-firm respondents are able to take time off for holidays. And 76.6% do not need to do any work from home during the holidays. Half of survey respondents, however, are still required to check email during the holidays.
On Friday, I started the official “damn it, I will hold my breath” bonus watch. I’ve already lost my editorial bet with Lat (I thought they’d come out before Monday), and now I just want them to get it started.
Also on Friday, our new Breaking Media research guru Brian Dalton started running a poll asking you, our readers, when you thought the bonuses would start flowing. It’ll be an interesting test case to rate the predictive power of Biglaw reader groupthink.
The numbers say that you expect bonuses to drop any minute now….
Who doesn’t love Thanksgiving? What is not to love about a holiday that involves eating obscene amounts of food, lounging around, battling people at Black Friday sales, and working a short week? Unless, of course, you are Ted the Turkey.
As holiday season comes into full swing, I am reminded of my lawyer friends who are not able to celebrate because of work obligations. Many of my Biglaw friends lament the fact that they do not get to take time off for vacations or holidays. Is it any easier, however, for small firm attorneys? Indeed, with fewer attorneys, there are fewer people to share the workload. And even smaller matters have deadlines that often fall around the holidays.
If one of the reasons that Biglaw associates consider going to small firms is because of the greater flexibility to take time off for the holidays or vacation, it is my duty to prove (or disprove) this belief. Please take this survey and help us discover whether small firm practice truly means a better work/life balance, at least in this respect. Thanks!
In this week’s Career Center Survey, we asked you to predict how Biglaw’s 2011 year-end bonuses will stack up against bonuses based on 2010 performance.
Of the more than 700 responses we received, 28% of respondents think (or is hope the better word?) that the 2011 year-end bonus will be bigger than the combined 2010 Cravath year-end bonus, plus the 2011 Cravath spring bonus.
If those bonus numbers weren’t already forever etched in your mind, here’s a quick reminder of what those totals were….
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.