People, here at LEWW we hate reality TV. Really, really, really hate it. It makes us feel bored, uncomfortable, and grossed-out by humanity, all at the same time. We can watch sports, which we suppose is “reality” in some sense, but other non-scripted programming sends us lunging for the remote. Dancing with the Stars? Gagging at the concept. Jersey Shore? Never seen it; sounds appalling. Even the Food Network is too real for us.
And of course, just thinking about those reality wedding shows makes us break out in hives. That said, we are going to be all over the upcoming royal wedding. Step back, Chelsea, this one is going to be the real deal, and LEWW is already counting the days until April 29. Now, to find a legal angle . . . .
On to this week’s couples. We have four finalists for this special Thanksgiving edition of LEWW:
In July, we profiled the efforts of a group of Vanderbilt law students who are trying to bring more accuracy and transparency to the employment statistics provided by law schools. Their group, Law School Transparency, has requested all ABA-accredited schools to provide useful information to prospective law students — information that neither the ABA nor U.S. News currently collects.
Without the regulatory hammer of ABA (which the organization inexplicably refuses to wield), or the public shaming of U.S News (a for-profit magazine, not an industry watchdog), LST is up against some long odds. They’re trying their best, but their interim report indicates that thus far, 188 law schools have completely ignored their efforts to report simple facts on the employment prospects of law school graduates.
In fact, to this point no school (not even Vanderbilt Law) has agreed to provide the information LST is requesting. Poor Zenovia Evans would have starved to death by now.
But 11 schools did find the time to send out a courtesy letter citing the reasons these schools cooked up to justify keeping people in the dark about employment prospects for law school graduates…
Given the legal economy, prospective students should clearly be shooting for law schools in the top-15. But, not everybody can rock the all powerful LSAT. Going to a law school in this group can still result in Biglaw jobs for graduates who want them — especially if the school is located in the market where you ultimately want to practice.
18. USC (Gould)
19. Washington University in St. Louis
20. George Washington
22. Boston University
22. University of Minnesota
22. Notre Dame
27. Indiana University
28. Boston College
28. William and Mary
28. U.C. – Davis
Thoughts on these schools? I’ve got some thoughts on this particular group of rankings as a whole…
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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