Last week, Hogan Lovells announced its associate bonuses. It’s the first bonus season for the firm since the merger of Hogan & Hartson and Lovells. Unfortunately for some associates, the transatlantic deal apparently did not pay off for them at bonus time.
The memos are individualized, but the associates who have reached out to Above the Law are not happy. Here’s one tipster’s report:
Most people with whom I’ve spoken received $2500-$5000 less than the Cravath-model for billing around 2150 (our hours requirement is 1950). This is true no matter the class year.
A number of associates left the office as soon as the memos came out because they were so disgusted. I predict a mass exodus of associates leaving HoLove this coming year, because a lot of people have been pissed about the hours anyway and these bonuses are just insulting.
But according to a Hogan Lovells spokesperson, the HoLove bonuses matched the market. So why are associates upset?
(Please note that we’ve added some UPDATES after the jump.)
When we launched the ATL Courtship Connection in New York, we received a number of plaintive emails from lawyers in other cities asking us to give matchmaking a whirl in their towns. Judging from these emails, Chicago, L.A. and D.C. are all cities with numerous single lawyers desperate enough adventurous enough to turn their love lives over to Above the Law.
Loyal Courtship readers know that we had a mixed track record setting up legal types in the Big Apple. There were a few duds, a couple of studs, one make-out session, and one utter FAIL. To our knowledge, though, there were no LTRs (or STDs) as a result of our playing Cupid.
We’ve decided we might have better luck in another city, so we are bidding Manhattan and its surrounding boroughs farewell for now, and taking this matchmaking service down I-95 to Washington, D.C., a.k.a. the best city in which to be a lawyer.
Earlier this week, we introduced six Washington, D.C. law firm partners chosen by our readers as the best partners to work for. The next six partners we present to you today come from some of the nation’s finest law firms: Gibson Dunn, Kirkland & Ellis, Latham & Watkins, Orrick, White & Case, and Willkie Farr.
For more information about these firms generally, visit the Career Center.
Without further ado, let’s find out who these premier partners are . . .
Last week we brought you the top New York partners to work for (see here, here, and here), as nominated by our readers. This week we head inside the Beltway to highlight the best partners to work for in Washington, D.C.
The following six partners work at some of the most prestigious law firms in the country: Foley & Lardner, WilmerHale, Akin Gump, Skadden, Covington & Burling, and Cleary Gottlieb. For more information about these firms generally, visit the Career Center.
Let’s learn what it takes to be a top partner in the nation’s capital….
What are the differences between Washington lawyers and New York lawyers? One broad generalization — crude, but largely accurate — is that D.C. attorneys are all about power and prestige, and NYC attorneys are all about money.
It’s certainly true that, in the Biglaw world, New York-based law firms generally enjoy higher profits per partner than Washington-based firms. But D.C. attorneys aren’t doing too badly for themselves.
The latest issue of Washingtonian magazine, available now on newsstands, is the salary survey issue. It’s all about who makes what in the D.C. metro area, from the president to police officers to pediatricians.
And given the proliferation of lawyers in the nation’s capital, there’s a whole section on lawyers and judges. Thankfully for us, Washingtonian has made this portion available online….
As previously covered in these pages, earlier this week a D.C. Superior Court judge ordered Rogue States Burgers to cease grilling operations at its Dupont Circle location. This news was met with sadness by burger lovers in the nation’s capital, but by relief from the employees of Steptoe & Johnson. Steptoe had sued Rogue States, claiming that fumes and smells from the burger purveyor were a nuisance requiring abatement.
Rogue States complied with Judge John Mott’s order. But this may not be the final act in the drama….
One of our odd obsessions around here: real estate. Just take a spin through our Lawyerly Lairs archives, which chronicle the adventures of attorneys in the world of real property, residential and commercial. We may not be as real obsessed as the folks over at Curbed, but we’re getting there.
As a former resident of Washington (2006 to 2008), I take a particular interest in D.C. developments. And not just litigation between law firms and burger joints.
So I was interested to learn about McDermott Will & Emery’s big move — to a building that will be named after the law firm. How many law firms get naming rights?
(Not many. The most prominent example might be the Paul Hastings Tower in Los Angeles, which had a cameo in the Transformers movie.)
This afternoon brings some major news for hamburger lovers in the nation’s capital. In the lawsuit brought by Steptoe & Johnson against Rogue States Burgers, in an effort to stop Rogue States’ rogue smells from infiltrating law firm airspace, Big Law has triumped over big beef patties. Judge John M. Mott of D.C. Superior Court just ruled that the burger fumes from Rogue States must be abated immediately.
Judge Mott ordered Rogue States to stop its grilling operations by the end of today. Due to the unavailability of easy solutions to the smell problem — an alternate ventilation plan has been nixed by the building landlord — Judge Mott “effectively issued a death sentence for the Dupont Circle burger joint,” as noted by Tim Carman of the Washington City Paper.
A disconsolate reader emailed this reaction to us: “sad. i am pleading to obama, burger lover president, to intervene.”
It would be easy to snark on a large white-shoe law firm — represented by another large law firm, Pillsbury Winthrop — going to court to beat up on a local burger joint. But Steptoe might be a more sympathetic plaintiff than some might think….
This week, while taking a break from my favorite pastime — hanging out with strippers and snorting coke with federal judges — I attended the Masters Conference in Washington, DC. For those of you who aren’t familiar with this conference, it has carved out a significant niche for itself in the e-discovery universe. The Masters Conference is a gathering of legal technology thought leaders from all over the world, who come together every year at this time to talk about all things e-discovery. The yearly meeting was the brainchild of entrepreneur extraordinaire Robert Childress, president of Wave Software.
After attending last year’s Masters Conference, I thought I knew what to expect again this year: a small meeting (certainly not on the level of a LegalTech or an ILTA Annual Meeting), with the usual suspects, and similar — if not the same — topics of discussion.
Well, what a difference a year makes! The Masters Conference may only be in its fifth year of existence, but it seems to have just had its coming-out party. I’ll give you my three takeaways, after the jump…
A week ago, we reported that Pepper Hamilton surprised its summer associates with 100% offers at a Friday lunch. Now this is a trend we hope catches on.
And maybe it will. Latham & Watkins surprised its D.C. summers during a rooftop extravaganza, yesterday. A tipster reports:
Last night (Thursday), Latham & Watkins’ D.C. office officially extended offers to 100% of its summer associates during an end-of-summer party on the rooftop of the Donovan House–one of the city’s swankiest spots. The offers came unexpectedly, as summers were under the impression that they would be waiting another week or so, until the conclusion of the programs at Latham’s other national offices, to hear about offers.
Well now, that should lighten the mood.
And Latham D.C. even provided a little extra incentive for summers who accepted their offers on the spot…
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: firstname.lastname@example.org.
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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