In-House Legal Tip: Get Outcomes, not Headcount

Given the dynamic needs of the modern in-house legal team, (e.g. those dealing with new laws, markets, structures, products, technologies, etc.), gone are the days when a single team of lawyers could do absolutely everything that was required to be done. Not, if consistent high performance is your goal – as it should be.

We see a clear change in the resourcing strategies of high-performing teams – with a specific shift to an efficient “core” and needs-based “extensions”. 

The “core” is your full-time legal team members who specialize in meeting the primary needs of the business. The core sets and implements group legal policies, handles strategic assignments, serves as the primary internal client interface, and brings to bear the unique advantages of the full-time team member (e.g. relationships, knowledge, etc.).

The “extension” meets the “specialist needs” of the legal team – whether for extra capacity, specific skill sets, and jurisdictional expertise. The “extension” is mobilized as a legitimate part of the legal team, when needed, enjoying a welcomed and trusted status, based on a pro-actively acquired level of knowledge and competence of the in-house environment.

The challenge with early deployments of this model typically resided in where to access the “extension”. Law firms are typically not financially viable. The traditional body shops (e.g. you know who they are) – whilst marginally more affordable than the law firm, they are generally devoid of the pastoral care commitment that allows for the “welcomed” and “trusted” part-time/periodic team member status to emerge.

However, in-house legal teams now have considerably more qualitative and financially viable ways of accessing the "extension” personnel in ways that deliver the welcomed and trusted support that is needed. GLS’s own GLS Overflow Support™ is a great example of an on-demand resource that meets all of an in-house team’s periodic needs – whether for specialism, speed, or capacity.

We will let other providers peddle their own wares in terms of their ability to serve as the “extension”, but our primary point is that legal team recruiting has reached an inflection point. To retain outstanding quality – full-time in-house teams must offer career paths (best done without overcrowding), meaningful work, and a professional environment. 

Operating a “core” and “extension” model, when implemented correctly, ticks most boxes needed to drive the in-house goals of high-quality performance, talent retention, and strong financial management.

So, the question for every in-house leader is to what extent are you using or considering using a “core + extension” model to drive performance in your legal team?

Later in the week, we will unpack more thoughts on the versatility and value creation that agile resourcing strategies can bring when deployed in a strategic manner.  

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