Flex Talent, Real Impact: 4 Stories of Agility in Legal Departments

Flex Talent, Real Impact: 4 Stories of Agility in Legal Departments

Agility can be a powerful tool for in-house legal teams, especially in the face of fluctuating workloads and uncertain economic conditions. Adaptable solutions help legal departments continue to support business objectives, mitigate risk, and maintain efficiency amid change—or even uncertainty.

Traditional hiring models often lack the flexibility legal teams need to adapt quickly. Permanent hires require long-term budget commitments, while delaying critical work isn’t an option. Relying too heavily on existing staff can also lead to burnout and attrition, creating additional challenges for the team.

At Latitude, we help legal teams navigate these challenges by providing highly skilled contract attorneys and other legal professionals on a flexible basis. The case studies below highlight real examples of how corporate legal department clients have successfully leveraged flexible talent to stay agile and navigate evolving demands.

1. Scaling Support for High-Volume Workloads

Even the most efficient legal departments encounter disruptions that can create operational strain. Whether due to economic uncertainty, shifting objectives or deadlines, or surges in workload, having scalable solutions in place helps teams manage these challenges smoothly.

Case Study: Managing High-Volume Work for a Critical Project

An energy company faced a surge in high-volume work for a critical project and its legal team was stretched thin. They needed an experienced real estate attorney with deep knowledge of property rights, easements, and industry-specific issues to provide immediate support.

By bringing in a highly experienced interim real estate attorney, the company secured the expertise needed to manage the workload effectively and advance key projects—with the flexibility to end the engagement once the project concluded.

2. Ensuring Business Continuity During Employee Leaves

Personnel changes—such as retirement, a planned or unplanned leave of absence, or a sudden resignation—can create temporary gaps. When a key team member is unavailable, having a strategy in place to maintain workflow helps minimize disruptions.

Case Study: Filling a Temporary Need During an Unexpected Leave

A global public company faced an unplanned leave of absence from a corporate attorney. With the legal team already operating at full capacity, they needed an experienced professional to step in immediately.

By engaging an interim corporate attorney, the company ensured uninterrupted legal operations within days of the employee’s departure. This swift transition minimized disruption, allowing the team to maintain business continuity without overburdening other members.

3. Testing a New Role Before Committing to a Permanent Hire

Rather than making an immediate permanent hire, some legal teams opt for a contract-to-hire approach to assess a new role’s impact and ensure the right fit before committing.

Case Study: Contract-to-Hire for a Growing Legal Team

A fast-growing financial services firm needed to expand its legal team by hiring an assistant general counsel. However, because the role was new to the organization, the company wasn’t ready to commit to a permanent hire just yet. At the same time, the legal team needed immediate support to keep up with increasing demands.

The general counsel took a strategic approach, engaging an experienced assistant general counsel on a contract-to-hire basis. This solution provided immediate support while allowing the organization the flexibility to commit to a permanent hire when it was right for them. Ultimately, the assistant general counsel transitioned seamlessly into a full-time role, ensuring a smooth expansion of the legal team.

4. Adding Specialized Legal Expertise During a Hiring Freeze

When organizations pause permanent hiring, legal work continues. Engaging contract talent can provide a cost-effective alternative to permanent hires while keeping work in-house, particularly since contract work often falls under a different budget line than full-time positions, helping manage overall headcount expenses.

Case Study: Adding to the Team During a Hiring Freeze

A general counsel at a global company needed an IT attorney to handle critical technology-related legal matters but couldn’t hire permanently due to budget constraints. By leveraging an interim IT attorney, the company secured the specialized expertise needed – without increasing permanent headcount or delaying essential legal work.

An Agile Approach to Legal Resourcing

These examples highlight how in-house legal leaders are integrating flexible talent into their broader resourcing strategies. Whether to fill gaps, navigate hiring freezes, or address workload fluctuations, contract attorneys offer a scalable, cost-effective solution that aligns with business objectives.

Flexible legal talent provides a scalable, strategic solution to meet evolving demands. If this approach is part of your strategy, contact us to discuss how interim attorneys can further support your team.