Law department talent models continue to evolve in response to the question so often posed at inside counsel conferences: “How can general counsel handle increasing compliance requirements and other legal needs, while meeting stricter budgetary goals?” Some experts offer process- and technology-oriented solutions. And plenty of discussion focuses on improving outside counsel relationships.
Nonetheless, general counsel tell me that, bottom line, the question above leads to this simple math result: more work + budget caps = work overload for their core team of inside counsel. Yet, the reality at many law departments is static headcount. Attorneys who retire or depart are indeed replaced, but companies remain incredibly resistant to actually adding staff.