I graduated from Northwestern Law in 2009. It is now 2011, my loans are coming due (real due — not the fake, put ‘em in forebearance, due of yesteryear), and I am currently “employed” doing two things: reviewing documents at an embarrassing hourly wage on projects that start and stop without any sort of consistency, and writing “jokes” about the Microsoft Zune every weekday morning, every other week. To borrow from David Foster Wallace, this is water.
And so it is with a sick sort of pleasure that I read Professor Paul Campos’s very interesting piece on The New Republic website yesterday. Coupled with Elie’s post on the Biglaw bloodletting, the article tells me what I’ve wanted to know and, in fact, what I’ve been telling my mom for two years now. Namely, that MJ was right. I am not alone.
What is the true state of unemployment for law school graduates? Professor Campos has crunched some numbers….
It’s hard to put a number on just how many people are in the so-called “lost generation” of attorneys who had their careers ruined during the recession. We’ll probably never know how many people did not get jobs or had to take very bad jobs because of the weak economy in 2008, 2009, and 2010.
But one way of assessing the damage is to look at the number of positions that have been shed by Biglaw firms. That’s the perspective the National Law Journal 250 took this year. Based on their numbers, Biglaw has lost almost 10,000 lawyers since 2008.
So if you got laid off during the recession, you are certainly not alone…
It’s a familiar refrain around these parts: it’s tough to find legal employment, unless you got into one of the top law schools. The prevailing wisdom is that students at the “best” (i.e., highest-ranked) law schools have been protected from the recession-dampened job market facing recent graduates of most American law schools. “HYS” (Harvard, Yale, Stanford), “CCN” (Columbia, Chicago, NYU) — these law schools are thought to be safe bets for people who would like to be employed upon graduation.
But are they?
We know that things aren’t as bad for students at top schools as they are for people attending schools that are not ranked as highly by U.S. News. But that doesn’t mean a degree from a “T6″ school parts the jobless sea and leads graduates to the promised land of gainful employment.
In fact, at this late date in the law school calendar, we know that there are 3Ls at great schools staring into the abyss of post-graduate unemployment. The proof comes from the charity that employed students are trying to extend to their unemployed brethren…
Incoming summer associates, would you donate one day of your summer salary to help other students at your school who did not get summer jobs? Would you donate that money for a pro bono or public interest cause? Would you donate that money so your law school could fund the pro bono interests of other students?
Or am I giving you a false choice? Is it offensive to suggest that your law school needs one cent of your hard-won salary to fund public interest programs that should be covered by your tuition?
These are the questions facing students at one law school, thanks to an interesting donation request from the school’s administration. This isn’t a public interest auction like you’ll see at many law schools, where students with extra cash can bid on items, and auction proceeds are used to fund public interest fellowships. Rather, this is a direct request for a redistribution of income.
And I’m not sure if this is laudable or monstrous…
We spend a lot of time with soon-to-be-unemployed 3Ls who are looking for some way to express their dissatisfaction with their law school and the career services they received. When people pay or borrow over $100K for three years of legal education and their employment future still comes down to how they perform during McDonald’s supersized hiring day, it makes people bitter.
Recently, UVA Law students have been putting in requests to be named Kings of the Bitters. We understand that their T-shirt based protests continue (can a brother get a link to buy a shirt?). We don’t know how effective they’ve been at steering 0Ls away from UVA Law, but then again, it seems like the only thing that effectively impacts 0L decision making is more paperwork.
Once you get to law school, you realize that the important pieces of paper are the ones you get in the mail informing you whether or not you have a job. But many UVA Law students are receiving thin rejection letters. One student pushed all of his rejection papers together into perhaps the most creative display of student dissatisfaction we’ve seen during the recession.
The 3L has taken the marble facade off of one top law school, exposing the sad reality lying underneath…
I feel like there should be a student protest reality show.
Too often, people act like post-graduation unemployment is a malady that affects only students at lower-ranked law schools. People act like only lazy students at third-tier institutions — or “rank not published” institutions, if you prefer — end up desperate for work after three years of legal education.
But we know better. We know that the threat of unemployment is very real to all law school students. Sure, the higher-ranked schools might do a better job of getting their students jobs, at least in percentage terms; but even top schools have students who want to work but cannot find jobs.
Students at one top-ten law school are sick of suffering in silence. They want everybody, especially admitted students, to know that going to an elite law school doesn’t guarantee you a good job.
Given the state of the legal economy and the cost of law school tuition, it’s a wonder that this kind of thing doesn’t happen more often….
The new proposals for regulating law schools coming out of the American Bar Association’s Law School Accreditation Committee are not perfect, but they represent a major step in the right direction.
Now if we could only get the entire ABA to see that allowing law schools to provide misinformation to potential students is bad for everybody.
The National Law Journal reports that there are three major changes being proposed by the Accreditation Committee: changes in the way law schools report employment information, dropping the LSAT requirement, and dropping the requirement that law schools retain a tenure system…
Further down the list, we start to see some volatility. Now, every year there needs to be some change in the rankings; how else is U.S. News going to get people to buy new magazines? When you cede control of your legal education system to the list-making skills of a for-profit magazine, those are the kinds of realities you just have to live with.
But the way U.S. News tweaked its methodology this year is special. This year, U.S. News tweaked things ever so slightly to make their rankings just a little bit more output-oriented. While the rankings are still unabashedly focused on the qualifications of students on the way in than what those kids end up doing on their way out, this year’s list pays more lip service to the employment outcomes of recent graduates. We recently quoted this section of a letter U.S. News editor Brian Kelly sent to law school deans: “[E]mployment after graduation is relevant data that prospective students and other consumers should be entitled to. Many graduate business schools are meticulous about collecting such data, even having it audited. The entire law school sector is perceived to be less than candid because it does not pursue a similar, disciplined approach to data collection and reporting.”
U.S. News placed a little more emphasis on employment after graduation this year, and some schools took a significant hit because of it.
And now? Well, my friends, now we get to hear a couple of law schools squeal — just like their graduates have for the past three years….
Tomorrow, March 15, the end will finally come for Howrey. Later this month, the law firm of David J. Stern, formerly known as Florida’s foreclosure king, will shut its doors.
This week, we’ve got another sizable law firm announcing its dissolution. Obviously not everybody is catching on to this economic recovery. While some firms are doling out the green, in the form of spring bonuses, other firms are handing out pink slips.
Today’s law firm obituary also comes from South Florida. Yes, we know, shocking that Florida is still suffering the effects of the recession. But there are another 280 people down there who will soon need to find new jobs….
The partners of the law firm of Howrey LLP, founded in 1956, have voted to dissolve the existing Howrey partnership. The dissolution will take effect on March 15, 2011, according to a press release that was issued earlier tonight by the firm.
The firm’s chairman and CEO, Robert Ruyak, has not been the most popular person during Howrey’s long and painful disintegration (which arguably started over a year ago, with some key partner defections). But few would disagree with the statements he made this evening.
“This is a very difficult time for our firm, for our attorneys and for our staff,” Ruyak said. “Many of us have spent our entire legal careers at Howrey and remain proud of what we built. We find some solace in the fact that our people have been so well received by their new firms. They are first class professionals and deserve the respect accorded to leaders in their fields.”
We extend our sympathies to everyone at Howrey who will be affected by the firm’s demise, and we wish them the best of luck as they search for new workplaces. Many superb lawyers and staff have worked at Howrey over the past 55 years, and as we’ve chronicled in these pages, many are being courted and welcomed by other law firms — a testament to their talents and abilities.
Additional commentary and links, as well as the full press release, appear below.
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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