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Everything posted by hmyo

  1. low chance but I’ve seen it happen
  2. I think both can be handled by updating your start date and position section when the event triggers. Real g's move in silence like lasagna
  3. make sure you post a linkedin status about being hired back. It's already happening
  4. Just look at job postings for the first 4~ years. You can clearly see the ads continue to say submit your undergrad and law school grades.
  5. honestly, sounds like OP has already made up his/her mind and is fishing for confirmation. However, no one is going to give that. There are very logical and obvious logistical challenges here.
  6. Hi @Rashabon and @theycancallyouhoju Thanks for taking the time to reply. I totally agree on the financial realities on hiring more lawyers, which is why I don't really think too much on it as being a real solution. At the end of the day, I know I am fortunate to be paid what I am, and the work I do as a junior can be done by many others, including someone who might currently be unemployed. So I definitely understand that l, but was just replying AlecBerg with my musings. As for training, we do have seminars, but at first blush, the way they are currently run is not helpful to me. Again to put the onus back on myself, I suppose Zoom U is not a great learning tool for me, so I am not gaining great benefits. If I had to clarify, I think more "practical" training like teaching us effective drafting may be more useful? It's one thing to teach us that right of first offer and right of first refusal are different in a shareholder agreement, but it would be helpful to take that further, and show us how to draft it effectively (I think it would be helpful, at least for me). I suppose organically, when i receive the redline, I am being taught the proper way to draft it. Again, I am not sure if this is a legitimate gripe, but it's just my personal struggle as I am working through my first year. I also understand some things are also better learned through personal discovery as it's a core competency of being a lawyer. But this goes back to the first post in terms of reaching out to facilitate the personal discovery. In the current environment, getting that type of feedback from partners and senior associates is just difficult. A question which used to be a 2 minute face to face conversation is now a confusing instant message chain or a 20minute email. I digress because I think we are straying from the topic now and moving to complain about pandemic work culture, but undoubtedly these interactions add to the burden of being a junior lawyer right now. If there are things that could facilitate working in the current climate that also add to future improvements, I think it's worth having the discussion.
  7. There are two things I have always wondered, but I don't really think too deep on it because I doubt they are practical. However, for the purpose of this discussion, they are: 1) hire more lawyers; 2) better training Hire more lawyers A "solution" I have always pondered is why can't the firm simply hire more lawyers? There is obviously enough work when an associate is doing the work of 2 to 2.5 persons (assume 37.5/week being "normal hours" vs 70-100 hour weeks that many associates are doing now). Firms don't need office space for the next 6-12 months because of COVID, which might have been a gating factor in the past. Perhaps we don't have to feel like we're drowning if there are other bodies to grab onto. Of course, I am not sure this "solution" is realistic because: 1) it goes to your point of the mystery bottom line of partners, so there is the question if firms even want to take on the cost of an $100-150K associate multiplied by the number of extra bodies hired; and 2) there is an endless supply of juniors who are almost begging to do assume this workload (see the disappointment in OCI threads on this forum + countless LinkedIn humblebrags). Better Training To put the onus back on myself a bit, sometimes when I reflect on a task that took me 8 hours, I know in retrospect it should have taken me 4 if I knew what to do from the start. So how much of my time was wasted because I am still "figuring things out" vs actually "doing the work"? Therefore, with this in mind, I wonder if the firm sat me down like a law school lecture, and just taught me the anatomy of a transaction, would my overall aggregate time spent on a certain matter decrease? I want to say yes, but I don't know for sure. But again, to bring things back to reality a bit, lawyers are not necessarily great teachers. Therefore, even if a firm "invested" in more training hours, I am not sure if there would be an increase in results or my happiness. Also, which lawyer(s) is going to take out at least 20 nonbillable hours to prepare the "lecture content" and then actually teach us? In the context of Covid, I also personally have no interest in going to Zoom U (my heart goes out to the current law students doing this). Anyway, all just food for thought. I am going to go back to my premium ubereats leftovers from this weekend's promotion
  8. I am not even sure a "black-out" period for receiving/sending emails would achieve much. A partner can lean in on an associate to power through the black-out period, and realistically speaking, is the associate going to say no? In the alternative, it only takes a handful of associates to say "email me through the black-out period, I don't care", and now the black-out policy is worth less than the email it's written on. I would even submit it may be the expectation. Not being an apologist for partners, but comparing partner and associate salaries in a vacuum ignores the vast overhead and expenses that partners are responsible for. Of course, I understand partners apparently enjoyed record profits through the past 12 months, but I imagine it probably still hurts to pay rent+ on empty office space (even after the gov't subsidies) and paying support staff + investing in remote working infrastructure. This is strictly my own conjecture, but I also imagine at the junior level, there are lawyers out there making half of big law wages who are of the same call vintage and within commute distance (moot during COVID anyway). I would guess these lawyers would jump at a chance created by any vacancy to make more money, even if it means slogging through the torture chamber for a year. At the end of the day, the work is the work. COVID has made things worse, but presumably it won't stay that way (maybe this is me aimlessly hoping). Ultimately, a lawyer has choices where to take their services. There are regional firms who pay comparable to downtown Toronto, or even in-house positions who offer a better dollar-to-hour ratio.
  9. specifically blaneys, loopstra, or minden gross , (and weirfoulds in years past)? I am talking about the the ones that are within 72 hours after the OCI process. Not just any firm post recruit . I understand the post recruit timeline is a bit vague so that is my clarification.
  10. For perspective, if you weren't the type of candidate whose applications got around 10~ OCI's in the first place, these post OCI firms are unlikely to call. Every year, dean listers, medalists, JD/MBAs, and otherwise generally strong applications come out empty handed from the official recruit. Bay street firms could quite literally fill its position twice over with very very competitive candidates. Every year, great candidates slip through the cracks. The strategy of these post OCI firms is to scoop these candidates. Participating in the recruit costs money from the firms to the LSO, so these firms can save money and scoop up solid candidates.
  11. update it on the morning you wake up and journey to the first day of work.
  12. i am humbled you feel the same way. i want to thank chaboywb for his support of this sentiment. i didn't want to feel alone in this.
  13. don't worry, its not a big deal you posted one of these mastubatory posts. no one will remember in a week, but trust me, you will cringe 2 years from now when you are called and review your posting history. these types of posts are just unnecessary.
  14. business has been good, especially in M&A (my practice group). From my observation as a junior, it seems distressed companies have been plucked off by cash fluid companies because of covid. This is in addition to M&A that happens regularly in every year pre-covid.
  15. i wish ppl could just be normal, but what's a life without drama?
  16. lenczner has been hiring around 10 since 2 years ago.
  17. ironically, the next virtue signalling type statues will be those denouncing the announcement of offer acceptances. I already see 3 of them on my feed with 50+ likes
  18. the ironic part is these post OCI jobs pay just as much as OCI firms but get much less attention. It's wild.
  19. why can't we do both while sipping on our wine and entering our dockets on this saturday night? Based on these masturbatory self pats on the back, we already made it years ago
  20. don't conflate things. it's not just about protecting fellow 2L feelings. announcing this stuff like you just found the cure for covid is just so extra and cringe. I assure you every associate group is screenshooting these speeches and just laughing.
  21. just wait for the official list. NALP isn't super accurate. But i can confirm that business hasn't been slow with covid. Billing's are actually up at my firm in 2020 no one went on vacation
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