Although Mckenna Long & Aldridge's work is technically
limited to three general practice areas (transactional, litigation
and government/regulatory), the firm still manages to handle just
about anything and everything related to business, with scores of
DC Institution Meets Atlanta Upstart
MLA was born of a 2002 merger between McKenna & Cuneo-a
government-oriented DC firm founded in 1939 by Franklin Delano
Roosevelt's former attorney general-and Long, Aldridge &
Norman-a Southeastern upstart which, after its founding in Atlanta
in 1974, rapidly grew on a primarily corporate practice platform.
Now with nine offices from coast to coast and one abroad in
Brussels, MLA has combined its government and corporate experience
to build a multi-service firm.
MLA divides its practice into three main areas: transactional
services (in corporate, real estate and bankruptcy law), litigation
services (in areas ranging from product liability and toxic torts
to white collar crime and commercial business), and governmental
and regulatory services (ranging from government contracts to
international law). The firm's blue chip clients include household
names like AT&T, Bank of America, Coca-Cola, Hewlett-Packard,
the Boeing Company and Radio Shack.
MLA weathered the economic downturn well, thanks to a bankruptcy
attorney hiring spree the firm embarked on just before economic
growth decided to take a long vacation. The firm also represented
the Canadian government when it provided hefty loans to General
Motors and Chrysler in the midst of the auto industry bailout.
Government Affairs All Stars
MLA's government affairs practice benefits from the
contributions of some well-known politicos. Former Vermont Governor
and Democratic presidential candidate howler Howard Dean is a
senior strategic advisor and independent consultant for the firm,
focusing on health care and energy issues. Former Georgia governor
and Senator Zell Miller counsels MLA clients on government
MLA made headlines when it recently pioneered a unique
recruitment requirement-callbacks involve a personality test aimed
to find candidates who are best suited for the firm culture.
Important traits include initiative, leadership skills and
team-oriented. Or-as a human resources representative guest-blogged
for the Careerist-to help identify those that tend to "run with
scissors" instead of working with the team.
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