On Friday evening, we created an open thread for discussion of which firms are providing their associates with the customary salary raises, now that a new year is here. We cited Willkie Farr as one notable example of a firm that had not yet told its associates whether they’d be getting the usual salary bumps.
Time to take Willkie off the list of salary laggards. From a WFG tipster:
It appears that Willkie has raised salaries for all classes in keeping with the standard NY scale ($170k for 2008, $185k for 2007, etc.).
The news was transmitted via a one-line email this morning from the Chief Legal Personnel Officer, sent to each class separately, which stated:
“The 2010 salary for the class of [ ] is $[ ].” The recipients were BCC’d and no names were included on the TO or CC lines.
We’ve been reporting on firms that have announced pay freezes for 2010, but at some firms, the salary outlook for 2010 is still unclear.
For example, associates at Mayer Brown and Willkie Farr are huddled in the dark, not sure if they’re freezing. From a junior Willkie associate:
I’m a second-year associate at Willkie. I just learned that traditionally, associates are told about their imminent salary bumps at their year-end evaluations. I’ve discussed it with some friends, and nobody has heard anything about salary freezes or bumps at WFG.
And from an MB associate:
Mayer Brown’s still frozen. Granted they’ve put off addressing salary raises until February in the past, but we got our first 2010 paychecks today with no raises, and not a peep from the partnership to let us know they’ve even considered the issue. As of now I’m two years behind where I’d be at Dechert. This sucks.
We can’t confirm whether salaries at these firms are frozen for the year, but we can encourage a conversation about firms that are raising salaries. We hear from a Paul Weiss associate, for example, that an email went out letting them know salaries there are warm. Our tipsters says that PW checks this month will have the “usual bump” up.
Here’s an open thread for discussion of raises as usual. Who’s warm and toasty this January?
We did not Photoshop this picture. It actually appeared in a New York Times wedding announcement. Chuckle at it, if you must. But know that when you do, you’re fiddling while a venerable institution goes up in flames.
December isn’t a great month to get married, and this December was particularly bad. Still, our final Legal Eagle Wedding Watch couples for 2009 have some surprisingly strong Biglaw credentials. Here they are:
Check out the big move by Munger. It’s up 11 spots on this year’s list. And let’s not forget about the firm’s #1 A-List ranking by Am Law earlier this year. Munger’s managed to do all of this without laying off a massive number of associates. Hopefully other Biglaw firms (and current 2Ls) will take note.
We know people have strong opinions about some of the firms on this list. Let’s get into them after the jump.
Rejoice, wedding fans! We have some compelling mid-summer material for you this week: Wachtell, SCOTUS, lesbians, French nobility — read on for the details on all of that and more, as reported in the New York Times and filtered by us.
Our finalist couples:
Last week, a very angry comment appeared in one of our threads:
Well its official Wilkie [sic] Farr Gallagher has started the rounds of FIRINGS. It is utterly despicable that these firms can turn around and fire people under the guise of “poor performance”. After treating their associates as two bit whores for years they sending them out when the fleet is in. As soon as the ships leave the harbor the partners at these firms toss their associates out like the used prophylactic used to service their clients. Its understandable that in a bad economy that belts have to be tightened but to have the outright GALL to place the blame on the associates who have worked 80 hour weeks and worked through weekends for you, just to stamp them with “sub-par” is outrageous.
The truly troubling point is that the Mayor of New York Mr. Bloomberg seems to be ok with such behavior. Since he has no in house council he attorneys are Wilkie attorneys, so in a sense his own employees. I for one am not sure I can vote for or abide by a man that allows his own employees to flat out degrade associates like that. Since there is a growing number of individuals who seem to come across a similar situation maybe a statement needs to be made. Bloomberg wants to be mayor again, maybe he should side those of us that need his help and damn the disreputable firms, otherwise we’ll have to find someone who will.
For those of you who are not fluent in ATL commenter-speak, allow me to translate: “Willkie is doing stealth layoffs. I’m voting for Bill Thompson because I got fired from Bloomberg News for poor performance. I think sailors look so cute in their little hats.”
After running down sources for almost a week, Above the Law can now confirm that stealth layoffs have actually occurred at Willkie Farr, and more formal moves could be coming.
We get into the details after the jump.
Yesterday’s staff layoff post generated a lot of tips and rumors. Please keep them coming. It appears that staffs are taking it on the chin even worse than associates and partner profit margins.
While we are still playing “fact or fiction” with some of the rumors, we can now report these additional staff reductions around the world of Biglaw.
First off, Julie Kay at the National Law Journal reports that Squire Sanders laid off a number of staff from a variety of positions:
Alvin Davis, managing partner of Squire Sanders’ Miami office, said on Friday that Miami employees laid off at the firm on Thursday include “a couple runners, some staffers and a few people in accounting.”
Times are so bad firms can’t even afford the accountants who tell them how bad times are.
There were conflicting reports as to whether any attorneys got caught in the crossfire:
But while Davis said no lawyers were laid off, sources inside the firm said that lawyers indeed had been laid off, but were still working at the firm until they find jobs elsewhere.
Welcome to another post in the 2009 Vault 100 open thread series. You all seem to like having the law firms listed in groups of ten, so we’ll keep it up. Here are the thirty-something firms from the Vault 100, with prestige scores in parentheses:
Fried Frank and Cadwalader have been on the ATL radar of late. We broke news of staff layoffs at Fried Frank earlier this week, and news of the attorney bloodletting at Cadwalader last month. As noted in Cadwalader’s notable perks: “ouch, layoffs.” (Speaking of, in going through the Vault 100 list, we’ve discovered that Vault’s definition of “perk” is very different from ours.)
In the comments, the curious can pose questions, and the insiders can share insights. More threads to come. Earlier:Vault 100 Open Threads – 2009
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.
When you talk to a prospective lateral about your firm during their first meeting, the conversation can go deep, sideways, and in circles. There is so much to share and discuss. What path of a dialogue can you follow to get better odds of a favorable conclusion?
Consider this template as a model you can use to discuss your firm’s opportunity. This simplifies the conversation and gives you a mental framework so the discussion is meaningful, relevant and moves things forward.
The Four P’s
In my transition from retained corporate executive search to legal search, I saw that there were many levels of complexity in the move of a partner transitioning from firm A to firm B. In placing an executive in a corporation, it was simple because of the linear nature of relationships in corporations. In a law firm, because of the multi-layered aspect of the interdependent relationships that each partner must manage with others, the dialogue is much more involved.
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