If so, you’re not alone. We’ve written before about how a legal career can be hazardous for your waistline. In a reader poll asking whether you’ve gained weight during your career as a legal professional, almost 60 percent of you answered in the affirmative (“yes, and I’m tipping the scales of justice”).
So what can be done? Meet a former Biglaw associate who can help you turn things around. Based on her own fit and fabulous physique, this attractive attorney knows a thing or two about getting and staying in shape….
Of course California has a school district that teaches yoga as a P.E. class. It’s just the right mix of health consciousness and non-competitive physical activity that aging hippies would want in their schools.
And, of course California also has parents who would file a lawsuit complaining that yoga is some sort of crypto-religious activity being foisted upon their kids in a gross violation of the separation of church and state.
Now a judge has weighed in on the parents’ lawsuit…
Many of our readers are busy Biglaw attorneys, and almost as a rite of passage, many of them have come home from work late at night, showered and gotten completely dressed and ready for the next day, and slept in their clothes for a few hours, if only because they knew they wouldn’t have the time or energy to complete their morning routines before returning to the office.
If this sounds like an enjoyable lifestyle, then more power to you. For others, a more relaxing life beckons each and every day, but only some are brave enough to heed its call. When the art of relaxation summoned this corporate lawyer, she listened, and managed to turn it into a successful business opportunity as the founder of Higher Ground Yoga.
If you’re in search of some zen, this stealth lawyer may be able to assist you….
When I graduated from law school, I decided that I would take a job at a large law firm because it would maximize my chances of going in-house. I had no idea what either job would entail, but it seemed like a sensible plan. And, even without knowing what it would be like to be a litigation associate in Biglaw, I suspected it would be bad enough that an exit strategy would be necessary.
A few years later, I switched my exit strategy and went to a small firm. I decided that I could not wait for three to five more years to get the skills required to go in-house. So, I went to a small firm to get “hands on experience” and position myself for my new exit strategy: a federal government job. Then, hiring for federal jobs froze, and the few openings were impossible to get unless you had the exact experience required and could figure out your grade level. Consequently, I am currently reformulating my exit strategy. I am contemplating running for president or becoming a certified yoga instructor.
I have yet to meet a lawyer who did not plan or fantasize about his or her exit strategy from law firm associate, be it Biglaw or small. I blame it on the nightmare that is billing hours — even if the requirement might be less at some places. The most common exit strategies are (1) in-house and (2) fitness professional.
Is it possible, however, for a small-firm associate to go in-house, or is the small-firm associate required to follow my path and find a new exit strategy?
The most important person in law school administration is the dean. That makes sense. He or she makes policy and is in charge of the academic and financial footing for the entire school.
But who is the second most-important administrator? The dean of students? The head financial aid officer? I say that the second most-important administrative position on a law school campus is held by the career services dean.
Sure, a lot of schools don’t think that way. And even most law students act like the career services people should be glorified secretaries, setting up appointments and staying out of the way.
But in this economy, if you can’t get a job, what was the point of going to law school? And right now there are far too many law students who can’t secure employment. Most of a law school’s administration is concerned with roping in the next herd of lemmingssheep students. But the career services dean is forced to think about what will happen to kids after they graduate. If career services deans are doing their jobs well, they are some of the most important people on campus.
And when a person who holds such a crucial position leaves to do something that makes you say “what,” it really makes you wonder if current law students have any chance at getting the kind of professional placement help they desperately need….
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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