* Lat is giving a talk at Vanderbilt Law School tomorrow. It’s open to the public and free, just like the pizza (but if you take the pizza, you have to stay for the event). [Vanderbilt Law School]
As we noted yesterday, Solicitor General Elena Kagan, on track to be the newest justice of the Supreme Court, apparently hasn’t been bitten by the “Twilight” movies. When Sen. Amy Klobuchar (D-MN) tried to get Kagan to weigh in on the case of Edward v. Jacob, Kagan declined — a little forcefully. This won’t help White House efforts to depict the Divine Miss K as a girly girl.
But perhaps other legal types have a weakness for the series of vampire romance films. On Wednesday, the Washington Post had an article on the hard-core “Twilight” fans who came out in force for Tuesday night, post-12 a.m. screenings. Reports the Post:
After “Eclipse” was over, moviegoers gave it mixed reviews.
“It was a lot more frustrating than I thought it was going to be, ” said Bill Murray, 31.
“I thought it was fantastic,” said Gus Golden, 33. “It had a little bit in it for everyone.”
It seemed odd to find thirtysomething men at the midnight screening of a film aimed at teenage girls. To be sure, Robert Pattinson is ridiculously hot, and Taylor Lautner is quite the butterface (butHISface?), with abs that should be illegal under the Model Penal Code (hehe — penal). But then a little bird told us: “Gus Golden and Bill Murray are both rising 3L’s at Georgetown University Law Center.” And suddenly it all made sense.
The “Twilight” films are supposed to be juvenile and insubstantial — not typical cinematic fare for lawyers and law students. But before we started on a post heaping scorn upon these GULC students, and cracking jokes about how a fall from the so-called “T14″ is imminent, we decided to do some digging….
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: asia@kinneyrecruiting.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.
The traditional job application and interview process can be impersonal, and applicants often struggle to present themselves as more than just the sum of their GPAs, alma maters, and previous work history. ATL has partnered with ViewYou to help job seekers overcome this challenge. ViewYou NOW Profiles offer a unique way for job seekers to make a personal, memorable connection with prospective employers: introduction videos. These videos allow job candidates to display their personalities, interpersonal skills, and professional interests, creating an eDossier to brand themselves to potential employers all over the world. Check it out today!
* Stop drinking the FCPA Kool-Aid. Kool-Aid doesn’t even taste good anyway. Unless you add booze. But I digress. [FCPA Professor]
