In an era where your digital footprint can be as significant as your professional accomplishments, it appears that Biglaw firms have a lot to learn from college sororities when it comes to vetting potential members. The recent debacle involving David Kreisler, whose brief stint at Mayer Brown ended due to inappropriate social media activity, underscores a glaring oversight in the hiring practices of some of the most prestigious law firms.

David Kreisler, a partner previously associated with Sidley and DLA Piper, joined Mayer Brown's fund formation practice in May and was shown the door by early July. The swift termination was triggered by a series of sexually charged posts on the platform formerly known as Twitter, which, according to reports, had also contributed to his departures from previous firms. Despite these red flags, Mayer Brown admitted to not being aware of Kreisler’s controversial online behavior until after the damaging posts were highlighted in a published article.

This incident has sparked a broader discussion on the vetting processes employed by Biglaw firms. Dan Binstock, a recruiter at Garrison, expressed his concern to Law.com, noting that few firms conduct thorough social media screenings, often getting swayed by a candidate's business acumen over their online personas. This oversight can lead to significant reputational risks, as seen in Kreisler’s case.

On the other hand, sororities across universities have been proactive in monitoring the social media activities of their potential recruits. This thorough vetting process ensures that the values of the candidates align with the principles of the organization, thereby safeguarding their community standards and public image.

Jeffrey Lowe, a partner recruiter at CenterPeak, pointed out the inconsistency in Biglaw's vetting processes, suggesting that while some firms are diligent in examining the social media footprints of potential hires, many others lag behind, creating a patchwork of standards that can lead to unforeseen complications.

The Kreisler episode serves as a stark reminder to all in Biglaw: no matter how impressive a candidate's portfolio might be, firms must take a holistic view that includes a deep dive into the digital personas of potential partners. As the corporate and legal worlds continue to intertwine with digital realities, the ability to adapt and update hiring practices isn’t just advisable; it’s imperative. Perhaps taking a leaf out of the sorority recruitment playbook isn't too far-fetched after all.