How The IP Dealmakers Are Dealing — 2020 (Part I)

It is not usual for me to write a column about an IP conference that is still ongoing. But 2020 has not been usual in any way, so why not — especially when the first half of the conference was replete with interesting insights into the current state of the IP market. The conference in question, the seventh annual installment of IP Dealmakers Forum, kicked off last Monday night with a noteworthy virtual icebreaker event, followed by two panels a day on Tuesday and Thursday. (More on the icebreaker event toward the end of this column.) Throw in an interesting keynote opening interview with Carnegie Mellon’s Rayid Ghani on using AI tools to drive social equity goals and there is plenty to talk about. First, however, let’s touch on some of the interesting takeaways I gleaned from the panels.

Before getting into my idiosyncratic list of observations from the IP Dealmakers panels, a word of caution. In no way is what follows a full recap of what was said, or even reflective of all the different discussion threads that arose in any given panel. For the full immersive experience, my best advice is to attend IP Dealmakers, since I am already on record as saying it is easily in the top echelon of IP conferences (and I have previously disclosed that I have been allowed to attend in the past in my capacity as the author of this IP column, as I was this year as well.)

One of my favorite things about IP Dealmakers is the candor of the panelists, both in terms of conveying their personal enthusiasm for their jobs as well as regarding their perspectives on the hot issues of the day in the IP space. I credit the moderators and event organizers for creating an ethos at IP Dealmakers where an attendee may or may not agree with everything they hear, but can expect that each panelist will do a great job setting out their (and often by extension their employer’s) view of the state of play in IP. As an attendee, it is great to hear panelists speak candidly about the issues that command their attention, such as when Cisco’s Leslie McKnew highlighted two current IP hot topics as worthy of our continued focus going forward: 1) the impact of COVID-19 on IP trial practice, including the differing approaches nationwide to the question of whether to conduct live trials, and 2) the NHK-Fintiv/rocket docket interplay that threatens to upend PTAB practice (addressed on these pages in two columns here and here.) Add in her comments about the potential benefits of having litigation funders backing patent cases taking a seat at the settlement table and one was left with a veritable triple-play of insights from a key decision maker at a leading IP litigant, to say the least.

McKnew’s comments about the interests of concern as the head of litigation for a company that is frequently in the role of patent litigation defendant were buttressed by those of RPX’s Robert Heath. As anyone who practices in the patent monetization space knows, things remain very active both for NPE’s and operating companies looking to generate revenue from their patent portfolios — despite COVID-19’s ravages. As a result, it was not surprising to hear Heath confirm that RPX is at its busiest point in the last five years, a level of activity fueled at least in part by the flow of outside (third party, e.g., litigation funder) capital into IP monetization. Acknowledging that RPX assumes that funded litigation campaigns involve better-vetted — if not demonstrably higher quality — patents, Heath also pointed out that the size and scope of deals that RPX is handling has grown, mainly as a consequence of the increased risk posed to RPX’s members from well-capitalized plaintiffs wielding stronger patents.

In addition to those defense-side perspectives, there were also some insights presented by representatives of entities focused on patent monetization. From Acacia’s Marc Booth, who pointed out that sophisticated patent assertion entities could be very successful even without litigation funding, as long as they maintained a laser focus on only acquiring/deploying high-quality patents, to GenePool’s Jay Yonamine, who highlighted the opportunities presented by the new regulatory regime around cannabis, the refrain from the patent owner side was one of guarded optimism about monetization prospects going forward. That optimism was also reflected in a very informative panel about university tech transfer licensing prospects, which featured a number of insights about the interplay between tech transfer offices, outside lawyers, and in an increasing capacity, litigation funders. The importance of working with inventors to identify favorable assets and enforcement opportunities was stressed, along with the need to make sure that enforcement efforts by a tech transfer office have the approval and support of all necessary stakeholders. Linking the varied discussions on monetization? A focus on quality assets, as well as the necessity of a thoughtful approach to enforcement partnerships, whether those be with funders, nonpracticing entities, or outside law firms.

While I hope that the above provides a flavor for the content so far from this year’s IP Dealmakers — with another week of programming still to consume and digest — I also do not want to undercut the social benefits of participating in an industry conference. Even a virtual one, especially when the organizers have the good sense to open things with a fun virtual event that encourages audience connection. This year, the (virtual) kick-off social event was a very well-organized high-end whiskey tasting, led by a personable and knowledgeable whiskey sommelier over Zoom. Yes, the whiskey was delicious, and I learned a lot from the sommelier. More importantly, however, the event helped generate a feeling of connection to my fellow participants, all IP professionals from a wide variety of market participants. IP Dealmakers is known for delivering on the content side. But its biggest accomplishment, at least so far and in my personal view, was in celebrating the esprit de corps that is one of the best parts of IP practice, despite the challenges of COVID-19. While the pandemic has impacted all of us, IP Dealmakers provides strong evidence that IP activity is in no danger of slowing down. Which is as good an opening message as any IP conference can send nowadays.

In next week’s column, I’ll will take a look at the goings on at the remaining sessions of IP Dealmakers Forum 2020.

Please feel free to send comments or questions to me at gkroub@kskiplaw.com or via Twitter: @gkroub. Any topic suggestions or thoughts are most welcome.


Gaston Kroub lives in Brooklyn and is a founding partner of Kroub, Silbersher & Kolmykov PLLC, an intellectual property litigation boutique, and Markman Advisors LLC, a leading consultancy on patent issues for the investment community. Gaston’s practice focuses on intellectual property litigation and related counseling, with a strong focus on patent matters. You can reach him at gkroub@kskiplaw.com or follow him on Twitter: @gkroub.

‘Doctor’ Jenna Ellis About To Need Real Doctors As COVID Racks Trump’s Elite Strike Force

Hot on the heels of Rudy Giuliani testing positive for COVID after farting his way through a Michigan legislative hearing, his comrade on the Elite Strike Force, Jenna Ellis, is now reportedly telling colleagues that she’s got the virus as well. If you’re not a doctor, you may find it hard to believe that someone sitting maskless next to a sputtering disease vector for hours on end could contract the illness. But Jenna Ellis is not a doctor, despite her best efforts to pretend that her J.D. entitles her to that honor, so here we are.

This diagnosis has reportedly rankled White House staff who spent Friday partying maskless with Ellis because the Trump administration held a holiday party for senior staff because they refuse to stop passing around COVID like mono at summer camp. Because they simply must own the libs, you see.

Flying a little under the radar in this Axios report about grumbling senior staffers annoyed with Ellis is the fact that all these dolts showed up for the party too! Sure, they didn’t know Ellis was going to bring COVID into their tent, but that’s kind of like being mad that someone brought syphilis to your bareback Saturnalia orgy — maybe the problem was you all along. Ellis was certainly careless with the virus, and therefore deserves more blame than most victims, but she’s not as much the villain for catching the bug as the White House is for continuing to hold these events after Amy COVID Barrett’s party nearly killed the whole West Wing.

In any event, Ellis is about to get a harsh lesson in why we put that “doctor” respect on the M.D.s out there.

Earlier: Lawyers Calling Themselves ‘Doctor’ Is Still Stupid: Trump Lawyer Edition


HeadshotJoe Patrice is a senior editor at Above the Law and co-host of Thinking Like A Lawyer. Feel free to email any tips, questions, or comments. Follow him on Twitter if you’re interested in law, politics, and a healthy dose of college sports news. Joe also serves as a Managing Director at RPN Executive Search.

What’s The Right Amount For Associates To Gift Support Staff This Year?

Gift giving is one of those inexorable stressors of the holiday season. Whether you’re trying to figure out what to get your mom this year, how much to tip your door person, or what to give your child care worker. And, of course, COVID has only complicated the equation: you can’t travel to see mom so finding that extra special gift is even more important, expressing how appreciative you are that your door person is essential and will sign for the multitude of Amazon packages you get is paramount, and having someone helping your kid with math homework while you are busy billing has made your life possible.

It’s generally a tradition for lawyers at Biglaw to give gifts — usually cash — to the support staff that make their job smoother. And how much you should give to that essential paralegal is not always clear, even in the best of times. Our network of tipsters has reported a wide spectrum of support staff gifts, from a measly $20 on the cheap end to an impressive $1,000 on the generous side. But when we polled Above the Law readers last year, assuming you’re a midlevel associate (and that amounts would scale up slightly as a senior or down as someone pretty junior), $300+ was the most popular answer.

But of course, things have changed in the pandemic. It’s no longer easy to just slip your admin a card loaded with cash in the hallway, so what are folks going to do? Venmo? Checks in the mail?

And while, by and large, special COVID appreciation bonuses will improve associates’ bank accounts at the top Biglaw firms, staff haven’t seen quite the largess (with some notable exceptions). On the other hand, lots of firms instituted austerity measures. But some attorneys have had to lean on the (often dwindling) ranks of support staff even more than usual to make sure nothing gets missed when everyone is working from home. All of which makes the Biglaw tipping balancing act more complex.

So, naturally, we’re asking our readers some important questions about holiday gift giving in Biglaw.

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headshotKathryn Rubino is a Senior Editor at Above the Law, and host of The Jabot podcast. AtL tipsters are the best, so please connect with her. Feel free to email her with any tips, questions, or comments and follow her on Twitter (@Kathryn1).

Benjamin Moore Lays Off Its Entire Legal Department

While we’ve been thoroughly documenting all the ways law firms have navigated the coronavirus crisis, large companies have managed to escape such scrutiny because their staffing adjustments have touched very few, if any, legal departments.

Today, all that changes.

Benjamin Moore, a Berkshire Hathaway company that’s known as one of the top paint suppliers in the nation, axed its entire legal department back in November. To add some irony to the situation, the dismissals reportedly occurred on “National Love Your Lawyer Day.”

Fresh off a more than $30 billion surge in year-over-year third-quarter net earnings for Berkshire Hathaway, a source says the company is outsourcing its in-house legal team for “financial reasons.”

Corporate Counsel has the details on the lawyers who have been forced out:

Now-former general counsel Eric Finkelman received a heads-up about the layoffs before execs at Benjamin Moore broke the news to the remaining three members of the legal department later the same day, according to the source.

The other in-house lawyers who were laid off are: deputy general counsel and assistant secretary Ira Lakritz; deputy GC of labor and employment Karyn Jefferson; and assistant counsel Marianna Codispoti.

According to a source, the company has outsourced all of its legal work to Littler Mendelson and independent contractors.

Best of luck to all those affected by the layoffs at Benjamin Moore.

If your firm or organization is slashing salaries, closing its doors, or reducing the ranks of its lawyers or staff, whether through open layoffs, stealth layoffs, or voluntary buyouts, please don’t hesitate to let us know. Our vast network of tipsters is part of what makes Above the Law thrive. You can email us or text us (646-820-8477).

If you’d like to sign up for ATL’s Layoff Alerts, please scroll down and enter your email address in the box below this post. If you previously signed up for the layoff alerts, you don’t need to do anything. You’ll receive an email notification within minutes of each layoff, salary cut, or furlough announcement that we publish.

Benjamin Moore Has Dismissed Its Entire Legal Department [Corporate Counsel]


Staci ZaretskyStaci Zaretsky is a senior editor at Above the Law, where she’s worked since 2011. She’d love to hear from you, so please feel free to email her with any tips, questions, comments, or critiques. You can follow her on Twitter or connect with her on LinkedIn.

Tips For Finding Your First Legal Job

(via Getty Images)

Are you looking for your first legal job? First legal job in the U.S.? First legal job in a new practice area? Have you been out of the workforce or in a non-legal role for a number of years now and are looking to get back in? Have you been working outside the U.S. for some time?

Legal recruiters do not work with entry-level candidates for the simple reason that most firms have their own procedures for hiring at the entry level that do not involve recruiters. What steps can you take on your own?

  • Make a list of your concrete skills. Think about which roles your concrete skills best lend themselves to. Remember firms/companies may not be in a position to train you on the basics.
  • NETWORKING. NETWORKING. You have a much better shot at landing your next job through personal connections. And keep up the networking once you land your next job. Networking should be authentic and ongoing, not just something you do during a job search.
  • LinkedIn, LinkedIn, LinkedIn. Connect with people, but be sure they are meaningful connections. And be sure your LinkedIn profile is in tip-top shape before starting your reach-outs.
  • Work your alumni networks — undergrad, law school, and former law firm colleagues. Ask for warm intros to others in their networks.
  • Remember that Career Services isn’t just for current students. Call your law school Career Services office anytime! Again, ask for warm intros.
  • More and more law firms are creating alumni affairs offices. Call your former firm!
  • Consider joining a city or state bar association and getting involved with one of the committees.
  • Team up with a more senior lawyer to write an article or engage in a business development–type activity. Even if you’re unemployed, you can still be working towards your career and resume-building.
  • Set up online alerts for job openings. Ask me for a list of online in-house job search resources.
  • Start by requesting informational interviews, especially of those with whom you already have some connection. Do your homework before making the request and certainly before the interview. Structure the conversation to be sure you’re not wasting the other person’s time. Specify the time frame and offer to email questions in advance. Be sure to offer something in return (sharing an article with them they may find interesting, etc.) and show appreciation for the person’s time.
  • Keep an open mind. You don’t want to sell yourself short, but put yourself in the employer’s shoes. They are taking a big chance on you. You know you’re awesome, but they don’t know that yet. Be hesitant to pass up a good opportunity just because it isn’t perfect. You don’t have to stay at this next job forever. Especially if you’re looking to move geographically, it may be best to land a job that checks two-thirds of the boxes; think of it as an 18- to 24-month stop with feet on the ground, and aim to be in your true dream job within a couple of years.
  • Consider enlisting a third party’s help. Reach out to me directly and I’ll be happy to share some recommendations for career coaches with experience in the legal field.
  • If you’re looking to re-enter the workforce after time outside the workforce, you may want to consider PE funds, consulting firms, or other employers who tend to value “smarts” over specific experience. They often prefer to mold someone to the job. The catch: many of them will not even consider candidates from below the Top 6 law schools. You could also look at banks and some other larger employers who may have specific workforce re-entry programs (e.g., JPMorgan Chase).

Of course, feel free to reach out to me or any of my colleagues at Lateral Link if you aren’t sure if a recruiter might be able to assist. We can always help point you in the right direction.


Abby Gordon

Ed. note: This is the latest installment in a series of posts from Lateral Link’s team of expert contributors. This post is by Abby Gordon, Senior Director at Lateral Link, who works with attorney candidates on law firm and in-house searches, primarily in Boston, New York, and Europe. Prior to joining Lateral Link, Abby spent seven years as a corporate associate with Cleary Gottlieb, focusing on capital markets transactions for Latin American clients in New York and for the last five years for European clients in Paris. A native of Boston, Abby holds a J.D., cum laude, from Georgetown University Law Center and a B.A. in government and romance languages, magna cum laude, from Dartmouth College. Abby also worked with the International Rescue Committee as a Fulbright Scholar in Madrid, Spain. She is a member of the New York, Massachusetts and Maine Bars and is fluent in French and Spanish (and dabbles in Portuguese and Italian). You can view additional articles by Abby here.


Lateral Link is one of the top-rated international legal recruiting firms. With over 14 offices worldwide, Lateral Link specializes in placing attorneys at the most prestigious law firms and companies in the world. Managed by former practicing attorneys from top law schools, Lateral Link has a tradition of hiring lawyers to execute the lateral leaps of practicing attorneys. Click here to find out more about us.

Remember Your Firm’s Special Counsel This Time Of Year

From the vantage point of a lowly associate, counsel and income partners seem like they occupy a different compensation universe — and to some extent, that’s true! — but with senior associates bagging 100K+ bonuses, take a moment this Biglaw bonus season to remember all the counsel out there watching senior associates blow by them in comp right before the annual finish line.

This isn’t true of all counsel of course. Some firms reward special counsel with the top bonus tier, or provide some kind of off-grid individualized bonus commensurate with experience level. But many more are left out of the big bonus game entirely.

We write some version of this story every year, but it deserves to remain top of mind. Especially when you consider that at some firms this disparity takes on an additional problematic dimension as women and minority attorneys are often shunted into these roles to pad “partner” ranks for pitching clients but without sharing the equity pot of gold.

It may shock some associates out there who recognize the experience that talented counsel bring to the table, but counsel compensation ultimately comes down to the firm’s philosophy about bonuses. If bonuses are intended to reward attorneys for their value to the firm, counsel deserve massive payouts on a lot of levels. On straight up firm profitability, these are lawyers getting billed out at near partner-level rates while being paid as super-senior associates. That’s the best deal for a firm’s bottom line second only to the super-cheap first and second years billed out well beyond what their experience would dictate. Beyond the profitability, there’s also tremendous substantive value. There’s absolutely some 40 Act specialist out there who is downright essential to every deal but won’t make partner because clients don’t hire firms based on that expertise. For firms that approach bonuses with the “reward” model — whether they pay individualized or take a lockstep approach to spread the reward across the firm — counsel are going to be fine.

But to a lot of firms, bonuses are just a variable piece of maintaining market compensation. It’s less a reward than a necessity for firms committed to keeping pace with their peers in the never-ending battle for associate talent. At the point that an attorney has left the grid, the calculus changes. The attorney faces a difficult battle making partner at a peer firm. Taking a step down for another charge at the ring is an option, but probably entails a short-term comp cut and golden handcuffs are real. The bottom line is that in most cases the firm knows that they’ve got that senior attorney for the long-haul.

Not that it’s a terrible limbo to be in. Counsel are generally compensated better than associates with the exception of the most senior classes with bonuses putting them over the top. But not always. Tipsters tell us that some firms even pay counsel below senior associate base salaries. Others pay counsel in the low $400Ks. Anarchy reigns in the world of counsel.

The point is, take a second to consider the plight of the attorneys you work with who have a decade or more of experience and have to watch cub attorneys make nearly as much as they do because market pressures trump merit. And, while you’re at it, take a moment to honestly assess your own career as an associate. Are you really on track to become a partner at your current firm? If not, would you be comfortable building your career there as counsel?

Anyway, happy holidays and appreciate your counsel!


HeadshotJoe Patrice is a senior editor at Above the Law and co-host of Thinking Like A Lawyer. Feel free to email any tips, questions, or comments. Follow him on Twitter if you’re interested in law, politics, and a healthy dose of college sports news. Joe also serves as a Managing Director at RPN Executive Search.

Government Agency Follows Kodak’s Lead, Exonerates Itself Over Kodak Loan Fiasco

When the Trump administration does something stupefying or mystifying, which is essentially to say when it does anything, it can almost always be attributed to venality or incompetence (or, usually, some combination of the two). As to the matter of turning failing industrial dinosaur Kodak into a producer of ingredients for generic drugs, such as the president’s preferred variety of coronavirus snake oil, with three-quarters of a billion tax dollars, which was properly shelved but not before Kodak could (mistakenly, it swears) tell some local reporters about it and induce hordes of thirsty and bored Barstool listeners to bid up its share price an enormous amount to the general enrichment of all involved save said day traders, that definitely falls into the latter category, officially, anyway.

Morning Docket: 12.08.20

Photo: Sean Gallup, Getty Images

* Facebook could be hit with antitrust litigation as soon as this week. Don’t get it, people still use MySpace…right? [Washington Post]

* A former lawyer and an active attorney have been charged with allegedly writing fraudulent opinion letters. [ABA Journal]

* More than 1,500 attorneys from across the country have signed a letter condemning the Trump Campaign’s legal team. [Hill]

* A New York lawyer is accused of steeling eight properties from unsuspecting clients through deed fraud. [New York Daily News]

* Kamala Harris’s sister is allegedly advancing the name of Kamala’s brother-in-law to be Joe Biden’s Attorney General. There is some precedent for nepotism in the Attorney General position… [Politico]


Jordan Rothman is a partner of The Rothman Law Firm, a full-service New York and New Jersey law firm. He is also the founder of Student Debt Diaries, a website discussing how he paid off his student loans. You can reach Jordan through email at jordan@rothmanlawyer.com.