This week we are going to discuss what partners at U.S. or U.K. firms’ Asia offices seek when they are considering U.S. associate candidates. These topics are related in that the partners who interview candidates typically are looking to identify the people who will be most happy not only with the work that is presented by the Asia practice, but also with the style of practice and with their lives outside the office.

Interviewing for an overseas position at any busy U.S. law firm or with the U.S. practice group of a UK firm is a bit different from interviewing for a spot in a domestic market for the same firm. As with any interview process, the gating factors at top U.S. practices in Asia are academics and law firm experience. Without impressive grades and top firm experience, you generally won’t be considered. But overseas partners are also looking for the right personality fit much more so than in a large domestic office. A major reason for this is because the offices are much smaller overseas, making it harder to hide a misfit (even a junior associate can be the face of the firm), but there are other reasons as well.

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On Monday we discussed some positive trends in M&A in Asia, notwithstanding the turmoil in credit markets and overall economic downturn globally. Today, we discuss very briefly some of the lateral hiring trends we have been seeing in Asia recently and in ’08 in general.

We have not seen an overall reduction in hiring of U.S. associates in Asia, but firms have been much more selective than in ’07. This is for a variety of reasons. Some notable U.S. and British firms in Asia are hiring at a significantly slower clip than in ’07, but this unfortunate trend is being balanced out by other peer firms hiring significantly more than in ’07. There are a number of firms in heavy expansion mode, with several top U.S. firms in Hong Kong / China, for example, that will easily double the size of their offices in ’08. Some U.S. firms in Asia have very aggressive medium-term (5-6 year) expansion plans to have 100+ attorney offices. Interestingly, and perhaps surprisingly to readers, some of the most urgent needs still happen to be for mid-level to senior U.S. securities associates, despite the slower pace of capital-markets deal flow coming in.

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The National Association of Women Lawyers (NAWL) have released a report containing a new plan for the advancement of women’s legal careers. It is hoped that this report will finally increase the percentage of women in top legal positions. It has been stuck at 15 % for years, despite the same number of men and women graduate from law schools each year. The report focuses on three central points of action: allowing junior attorneys the understanding of how to climb the ranks, financially compensating senior attorneys who monitor a diverse group, and calling for accountability for the ways in which women treated and given opportunities.

Source: www.law.com

Hogan & Hartson is losing two Munich partners at the end of the month, including notable private equity Partner, Uwe Steininger, and Jochen Schaefer, a corporate partner. While Steininger has yet to reveal his next step, Schaefer has announced he is to join Duvinage & Partner, a sports law boutique Duvinage & Partner.

Source: www.legalweek.com

Like most other firms, Becker & Poliakoff are having issues with profit in result of economic, as well as real estate, downturn. Unlike most other firms, Becker is turning to its attorneys for help. The attorneys are taking a 12 percent pay cut, which took effect May 15. The firm’s managing shareholder, Alan Becker, informed everyone of his decision, explaining that they had weighed all of the options and this seemed to be the most helpful and the most fair. But, not all agree. Some point out, that it is very unusual for the attorneys to bear the brunt for profit issues. The cut will be reversed when clients begin paying again.

Source: www.nylawyer.com

The law firm of Weil, Gotshal & Manges has enacted a flexible benefits plan for its UK employees. Under the new plan, employees will have the opportunity to choose particular benefits, such as dental insurance, private medical insurance (PMI), critical illness cover, childcare vouchers, charitable giving, and bikes for riding to work. Weil’s aim is to provide benefits that are flexible enough to meet the various demands of each employee.

Source: www.employeebenefits.com