It depends not so much on firms but teams.

Some teams are hard to get into. There is massive hiring in GC and Disputes. If the joining date is far, interview is gonna be tougher than when it's close. Close means they've limited time to complete the hiring.

The toughest interview to crack is of the teams where the hiring is limited to 2-4 associates at best - such as Competition, Insolvency etc.

For GC/Disputes, firm might interview 80-90 candidates and hire 50+ in each practice but for competition and suchlike, they interview up to 25 and hire 2-4.

Why do people keep on ridiculing SAM's Competition Team on the ground of nepotism?

They have the highest number of partners in competition teams across India. SAM religiously follows promotions based on years of experience (9 to make partners)

I don't understand why the team is criticized. Trilegal and AZB hardly promote anyone to partnerships in their competition teams.

You seem to be a dumb guy, as PSU employees are NOT GOVERNMENT EMPLOYEES and none other than Supreme Court has ruled that.

Although you are correct that SC has ruled that PSU jobs should be based on competitive exams, which I think is a wrong ruling. A PIL should in fact be filed against this ruling, as PSUs should be treated as independent corporations.

Small addition. PSUs used to visit the top rank law schools (I know for sure they used to recruit very heavily from NLS and NALSAR) all the time before SC ruled that PSU can not directly recruit from NLU campus and they need to have some competitive exams for this. (Which in my opinion is a totally flawed ruling as PSUs are not government organizations they are supposed to be full time corporates. SC has itself ruled that PSU and autonomous government organization employees such as Sports Authority of India etc. are NOT government employees).

So off late PSU have used CLAT PG score for recruitments. I guess since ONGC Videsh works outside of India it may have found a loophole in the SC ruling and hence trying to recruit directly from GNLU. I believe this is a huge boost for NLUs. Someone should file a PIL in SC and restart on campus recruitment drive of PSUs.

More importance given to publications based on type of job-

1. Academia (ofc)

2. Policy / think tanks (they see if you have conceptual clarity)

3. Research based firms like NDA value publications (min. 3 for just applying for an internship)

4. T1, T2 law firms value high quality publications, but I've seen ppl getting hired who don't have publications, but have compensated for that some other way (moots, internships, etc)

5. Litigation (depends on your senior /chamber, but not too much relevance. Moots matter more here)

6. PSU/ Govt jobs (just clear entrance/ interview with whatever basic qualifications, you'll get the job)

Remfry & Sagar

Khaitan & CO

Chadda and chadda

SAM

OLA / Bajaj/ TVS / Bosch / Hero

Are relugular recruiters for Patents practise. LLM have nil placements. Only LLB gets placed as only they've science and engineering degree. Recruiters prefer to have someone with llb and not llm.

It is unlikely that such people will go to these NLUs, which are rife with political interference. They need discretion and freedom to work, like Sudhir has at NLSIU courtesy DYC and the NLS EC. The VC won't transform the system all by himself. The system has to change sufficiently as to allow a decent person to be brought in charge.

The page for the pocket edition on the EBC website actually says “Constitution of India by Gopal Sankaranarayanan”. Did our man write the Constitution as well? NLSIU is truly great!

https://www.ebcwebstore.com/product/the-constitution-of-india-coat-pocket-2024-edition-by-ebc?products_id=100647

I do not think so. I’ve worked with those individuals, they were quite wasteful themselves. A lot of time was spent on fun and growing a negative atmosphere by talking behind back or blatant snitching around. They’re not bad people but be extremely mindful before choosing between your prospects. Also, how much would they pay their Associates anyway.

Coming from someone still in the team. It definitely seems that some people who have left the team or have been asked to leave the team due to their underperformance have gone out of their way to talk about the culture being “mildly toxic” (whatever that means).

Yea there is a lot of work and good quality work. All good teams have a lot of work and there is pressure from clients and therefore on the team.

It is a large 24-25 member team so definitely not a thinly staffed team by JSA standards. Underperformers who don’t want to work will obviously not make it in the team.

But all the senior members are genuinely nice and ready to guide and train associates. Salary and bill share is good (albeit for the associates who are willing to learn and work and have the capability to perform).

if a lawyer wants to have a "good life" (as in a decent income, ability to own property, support family etc), then will they have to surrender their values of activism and go after a corporate job? is there any way of upholding values of bettering society as a lawyer while making a decent income?

India's new criminal laws - the Bharatiya Nyaya Sanhita Act (BNS), Bharatiya Sakshya Adhiniyam (BSA), and Bharatiya Nagarik Suraksha Sanhita (BNSS) - mark a significant step forward for the legal system. The BSA and BNSS are particularly crucial in setting new standards for digital forensic investigations. These new laws, coming into effect next week, will ensure that forensic investigations are tightly into criminal justice, thus completing the loop.

Adopting Global Best Practices:
To ensure the success of these laws, India can benefit from aligning its procedures with international standards like ISO/IEC 27037:2012 for digital evidence identification, collection, and preservation, and NIST SP 800-86 for integrating forensic techniques into incident response.

Enhancing Investigative Standards:
International guidelines such as the SWGDE Best Practices and the ASTM E2916 Standard Guide for Forensic Digital Image Processing can elevate investigative procedures involving digital evidence. The ENFSI Best Practice Manual and the US DOJ's Electronic Crime Scene Investigation guide can also serve as valuable frameworks for India.

Consistency across Jurisdictions:
Adopting international standards like the Canadian Police College's Digital Forensics: Best Practices, Australia's Electronic Evidence Guide, and Singapore's Forensic Science Division Digital Evidence Standard Operating Procedures can ensure consistency in digital investigation practices across different states and regions in India.

Future-proofing Investigations:
By embracing dynamic international standards like the UAE's Dubai Police Cyber Crime Investigation Manual, which is regularly updated to reflect emerging technologies, India can future-proof its digital forensic capabilities and stay ahead of evolving criminal methods.

Conclusion:
The adoption of international standards for digital forensics in India can enhance the credibility and efficiency of the legal system, safeguarding citizens' rights. This proactive approach sets a precedent for international collaboration and knowledge-sharing to propel India's digital forensic capabilities onto the global stage. NFSU will play a central role in enhancing the capability and competence in rolling these out successfully. Therefore the recent funding of ₹2254 crores to NFSU could not have come at a better time.