01
Generalists cannot be everything
Privacy, employment, and commercial depth all matter, but you cannot hire a specialist for each on a lean team budget.
The lean-team squeeze
The team is good. It is just stretched past what it can cover.
Small in-house teams punch above their weight until the volume, or a specialist gap, outpaces them. The instinct is to send work to outside counsel or burn out the people you have.
02
Outside counsel is the expensive default
Overflow gets dumped into the law-firm meter, and predictable work becomes unpredictable spend.
03
You cannot afford a management tax
Any help you add has to be senior enough to run on its own. The team does not have hours to babysit a hire.
Depth without headcount
Embedded senior counsel that runs with limited direction.
We match you with senior in-house operators who slot under your existing leader, take real ownership of a workstream, and free your generalists for the high-leverage work only they can do.
- vetted lawyers across the network
- 750+
- years in-house experience, on average
- 8+
- stackable specialties per match
- 1+
Senior enough to self-manage
Hands-on-keys operators who need zero hand-holding but do not want to run the show: no new direct report.
Predictable spend per workstream
Trade the hourly meter for a planned monthly scope so budgets stay clear and defensible.
Stack the specialties you lack
One match can carry privacy plus vendor risk, or employment plus policy, instead of several partial hires.
Choose the right model
Fractional, secondment, and recruiting are different answers to different risks.
Buyers often ask where one model ends and another begins. The simplest answer is to start with capacity, duration, and whether the relationship should become permanent.
Pricing and sizing
Trade the legal meter for a planned mandate.
Legal coverage gets risky when the work goes into an open-ended billing meter. We scope the route before the work starts: responsibilities, monthly capacity, seniority, and handoff expectations.
Before work starts
The triggerLeave, vacancy, overflow, or specialist gap
The capacity1–5 days/week
The operating rhythmMeetings, tools, stakeholders, handoff
The budget logicPlanned scope instead of surprise invoices
No meter anxiety
No vague handoff
Right-fit talent
How it starts
Turn a stretched team into a covered one.
We find the workstream that is costing your team the most and match senior depth to own it.
Find the pressure
Find where the team is over capacity or short on depth. The work you keep sending outside today.
Match counsel
Review senior lawyers whose practice depth and working style fit under your existing leader well.
Embed and own
Your match takes real ownership of the workstream on a predictable monthly scope and cadence.
Flex with priorities
Adjust hours, add a specialty, or wind down later without rebuilding the working relationship.
FAQ
Questions worth asking before you bring someone in.
Straight answers on how the model works, who you will be working with, what it costs, and what happens if things change.
Goodlawyer is not a law firm and not a traditional recruiter. We are an alternative legal service provider that curates a network of independent lawyers and matches them to in-house legal needs.
Reinforce your team
Add the senior depth your lean team is missing.
Tell us where your one-to-ten person team is stretched and what keeps going to outside counsel. We’ll shape an embedded mandate that runs with limited direction.
- Bench depth without a headcount ask
- Less outside-counsel meter
- Senior enough to self-manage