Related Posts
'An Empirical Analysis of Racial Differences in Use of Police Force' by Roland Fryer
Link to study:
https://scholar.harvard.edu/fryer/publications/empirical-analysis-racial-differences-police-use-force
Some bullets:
- Blacks 53% more likely to experience any use of force relative to 15% for whites
- All controls available, officers 46.6% less likely to discharge firearms before being attacked if suspect is black.
- Black officers are more likely to shoot unarmed whites, relative to white officers.
- Blacks are 21% less likely to report voluntary interaction with police than whites.
Additional Posts in Big Law
Have any GT offices other than NY matched?
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If you are a good candidate, use a recruiter. It’s not a must but chances are you are a busy associate, and a recruiter will make everything a lot easier (besides providing help with resume, interview prep, knowing the market, negotiations, sounding board throughout the process, quasi-therapist).
Do not use a recruiter if you can help it. Assuming you have a good resume—Use your network of law school friends and LinkedIn—also your career placement office. They tend to have a sense of what’s going on at firms. Many of the recruiters we use are not that great—LinkedIn has been a great resource.
Subject Expert
Search fishbowl for all the recruiter horror stories. Your odds of getting a good one are low and they’re just not necessary at all. Don’t waste your time.
Agree 100% with A3. R1 and other recruiters, if y’all want to improve your rep, then y’all know what to do. Actions have consequences.
I’ve heard Summer Eberhard is good, but I moved without a recruiter.
Opposite experience. Generally avoid MLA - consistently the worst experience. For example, they may stay silent on exclusivity but then expect that later on after your CV have been circulated (then hold your submitted applications hostage until you drop the other recruiter).
F