How To Hire An Attorney With No Money
How To Hire An Attorney With No Money

How To Hire An Attorney With No Money

How To Hire An Attorney With No Money – Patent attorneys are in high demand in today’s technology-driven world, but some firms still aren’t sure how to hire them.

Law firms do an excellent business leasing the work of scientists and engineers, including technical specialists, patent agents, and patent attorneys (who are also scientists and engineers). For the purposes of this article, let’s call these individuals “scientists.”

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The advent of large (and even small) general law firms leasing the work of scientists is a relatively new phenomenon. I have been a legal recruiter for most of my career, and when I started practicing law more than 20 years ago, the vast majority of patent attorneys practiced in small, patent-only law firms, which were like “guilds”. Some of these guilds are still around. They are not like ordinary law firms and are populated by scientific types who think and act differently than your average lawyer. In fact, patent attorneys are very different from the “average” attorney, and law firms need to understand these differences.

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Patent-only IP firms and traditional law firms are as different as a science lab from a college newspaper. They are populated by different people, with different interests and motivations. You simply cannot compare the two. What makes someone “cool” and acceptable in the science lab will be something completely different than what makes someone “cool” and acceptable in the college newspaper.

While patents, technology, biotechnology, pharmaceuticals, telecom, wireless, and other science-related disciplines dominated the U.S. economy 20 or so years ago, the work that patent attorneys, technical specialists, and others do has become increasingly in demand by customers of major companies. law firms. Additionally, law firms quickly realized that there was a fortune to be made in patent litigation. Even more than patent prosecution, patent litigation has been a godsend for many law firms. For example, Quinn Emanuel rose from primarily employment litigation 30 years ago to patent contingency litigation (in addition to other general commercial litigation work), and now has the second-highest compensated partners of any law firm. biggest in the world.

Because of its proximity to Silicon Valley and the profits associated with patent prosecution and litigation, large law firms in the Bay Area began building IP departments in the late 20th century. Other law firms around the country quickly followed suit.

There have been several “merger booms” in the history of the legal profession, where law firms absorbed smaller law firms.

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In the 1980s, when everyone thought Japan was taking over the world, countless New York and other law firms began snapping up law firms in Los Angeles and the Bay Area in order to ride the “tidal wave.” anticipated work of the Pacific that never came.

Twenty years later, in the late 1990s and into the 2000s, the new bandwagon morphed into law firms absorbing patent and IP boutiques across the country. No guild IP firm was safe from being sued. Firms paid more than they should have to buy these IP boutiques and forced them to integrate into a pool of lawyers they likely didn’t understand—and vice versa.

In turn, law firms gathered the scientists they needed to make a lot of money and serve a new sector of the economy. They suddenly had lawyers, patent agents, and technical specialists who could understand circuits, biology, radio waves, telecommunications, and all sorts of other disciplines—subjects that 99% of normal lawyers would be lucky to get a “C” in. college.

Patent attorneys suddenly became part of the “cool kids club” and hung out with the “big boys” in the legal profession. They finally felt included and had access to their law firm’s top clients. They also realized that all work was gradually shifting to larger law firms; larger firms were absorbing their colleagues who previously worked in small guilds.

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But problems soon appeared. Very few law firms took the time to understand patent attorneys and why they were different. (Although those who did made and continue to make a lot of money). Instead of understanding why patent attorneys were unique, law firms applied the same measuring sticks to them as they did to normal lawyers. This made it difficult to recruit and retain patent attorneys. Recruiting and retaining patent attorneys continues to be a profound problem for many firms today.

What’s so crazy about all this, of course, is that patent attorneys are primarily scientists, and they get paid to be scientists and technicians within law firms. While law firms have dared to hire scientists, they often have no idea what they are doing. Consequently, they make disastrously poor decisions and fail to hire talented lawyers because of cultural and other institutional factors they do not understand.

There is a crisis in the way law firms are trying to integrate scientific patent attorneys into their groups. Unfortunately, the victims of this are often the patent attorneys themselves.

When I deal with brilliant patent attorneys, I often feel like I’m dealing with minorities from poor backgrounds who have been isolated their entire careers from the dominant groups in society. They don’t understand the rules of the game. While law firms want to hire them—and need them—law firms are often unwilling to understand the unique types of people they are dealing with. Instead of understanding the reasons why patent attorneys have difficulty integrating, law firms reject them and enforce rules and standards that are inadequate.

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While there is certainly class, age, and other discrimination in the legal profession, discrimination against patent attorneys seems the strangest of all. Patent lawyers are scientists, and scientists will never be like normal lawyers. They think differently and have different wants, needs and ways of valuing each other.

The smartest law firms understand that scientists are not like normal lawyers. Many are making fortunes by accommodating these scientists in their group. They understand that the rules for evaluating patent attorneys and normal attorneys are simply not the same.

Harrison Barnes does a free weekly live Q&A webinar for lawyers and law students every Wednesday at 10am PST. You can participate anonymously and ask questions about your career, this article, or any other career-related legal topic. You can register for the weekly webinar here: Register on Zoom

Harrison also does a free weekly live Q&A webinar for law firms, companies and others who hire lawyers every Wednesday at 10am PST. You can register for the weekly webinar here: Register on Zoom

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Harrison Barnes is the mentor of the legal profession and may be the one person in your legal career who will tell you why you are not reaching your full potential and what you really need to do to grow as a lawyer – no matter how much it hurts you If you prefer truth over stagnation, growth over comfort, and actionable ideas over fluffy concepts, you and Harrison will get along. However, if you want to stay where you are, talk about your past successes and feel comfortable, Harrison is not for you.

Really great mentors are like parents, doctors, therapists, spirit figures and others, because in order to help you they have to expose you to pain and expose your weaknesses. But suppose you act on the advice and pain created by a mentor. In that case, you’ll become better: a better lawyer, better employee, better boss, know where you’re going and appreciate where you’ve been—hopefully, you’ll also become a person happier and better. As you learn from Harrison, he hopes to become your mentor.

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