Make the case for legal support.

The question: Why change how we support legal work?

Build the case around a specific business need: work waiting for attention, expertise the team needs, or a project that requires more capacity.

• Describe the work and why it matters to the business.
• Explain what your current team can cover and where additional support would help.
• Agree on the scope, budget and criteria for evaluating an engagement.

Lawtrades offers a marketplace for hiring legal talent for projects and ongoing work. Compare that option with your current approach using the same requirements.

The question: How would another professional fit into our work?

Make the proposed role concrete. Decide what the person would own, who would review the work, and how they would collaborate with your team.

• Specify the experience, responsibilities and expected output.
• Identify the systems and communication channels the engagement would require.
• Ask how worklogs, files and spending would be managed for your engagement.
• Confirm any invoicing, payment or reporting requirements before moving forward.

Post a position, review relevant talent, and use the hiring conversation to confirm fit and expectations. If you want to bring existing contractors into the platform, discuss availability and terms with Lawtrades.

The question: What would this engagement add to our vendor process?

Compare the proposed engagement with your current options using the same scope and requirements.

• Review the proposed role, responsibilities and duration.
• Confirm rates, fees and the process for approving changes.
• Identify the onboarding, contracting and invoicing requirements.
• Agree on who will coordinate the engagement and review the work.

The question: How would flexible legal support fit our team policies?

Include HR early when the role touches onboarding, access, team structure or longer-term hiring plans.

• Define responsibilities and the working relationship with your existing team.
• Review the proposed engagement terms and internal approval process.
• Confirm onboarding, access and offboarding requirements.
• Discuss any interest in longer-term or full-time placement with Lawtrades.

Choose a clear internal point of contact so the professional and your team know how to raise questions.

The question: How will we evaluate and manage the cost?

Start with the work, the expected time commitment and the terms of the proposed engagement. Use those inputs to compare options and set a budget.

• Confirm the rate, applicable fees and expected hours or scope.
• Decide how work and spending will be reviewed.
• Set an approval process for changes to scope or budget.
• Review the actual engagement against your original expectations.

The question: What needs to be reviewed before we share access or information?

Give your IT and security teams the proposed workflow so they can evaluate it against your company’s requirements.

• Identify which systems, files and information the professional would need.
• Request the relevant security documentation and review access controls.
• Confirm responsibility for account access and offboarding.
• Raise any data-handling or compliance requirements during the vendor review.

Confirm the controls needed for your engagement directly with Lawtrades.

Share the guide with the people involved in your decision, or start with an editable introduction.