Partner support, document management, and litigation technology. We staff legal environments where downtime is billable time lost and discretion is not negotiable.
Legal technology carries a cost structure other industries do not have. When a partner cannot access a document, the loss is measured in billable time, and it is felt immediately by the person with the most influence over your budget.
The confidentiality bar is also different. Privilege is not a policy preference, it is a professional obligation, and a technologist who has never worked inside those expectations can create exposure without ever realizing it.
Professional services technology staffing runs through the same requirements law firms carry: white glove executive support, tight confidentiality, and coverage that does not fail at a deadline.
Supporting a partner is its own job. Discretion, responsiveness, and composure under pressure are the requirements, and we test for them rather than assuming.
Document management, e-discovery, time and billing, and trial support have their own tooling. We look for people who have actually worked in them.
Privilege and client confidentiality shape who is appropriate for a role. That judgment belongs in screening, not in an onboarding policy handout.
Supporting a firm partner requires a different temperament than a standard ticket queue. The mismatch shows up quickly and reflects on the whole technology function.
iManage, NetDocuments, and the workflows built around them are specific. Candidates who have never touched them take months to become useful.
Litigation timelines do not move. Technology support during trial or a closing is a distinct skill and it cannot be improvised the week before.
Every hour of disruption is billable time lost across the firm. When technology hiring is budgeted without that framing, the seat stays open too long.
Deals close at midnight and filings have deadlines. Candidates who learn this after starting do not stay.
A technologist with access to client files needs judgment about privilege. Screening for it after a breach is not a strategy.
Our technology practice is run by people who have spent their careers in IT staffing: fifteen years placing infrastructure, development, and delivery talent for Fortune 500 and mid-market firms, plus nine years in IT services and recruiting. This is not a vertical we added last quarter.
Contract, contract to hire, and direct placement, across W2, corp to corp, and 1099. We have staffed technology every way it gets staffed and will tell you which one fits your problem.
Yes, and we screen it separately from general help desk. Discretion, availability, and composure are the requirements, and they need their own conversation with the candidate.
We look for hands-on experience with the systems your firm actually runs rather than general familiarity. If you are on a less common platform we will tell you honestly how that affects the search.
Yes. Trial timelines are immovable, so we scope the coverage requirement into the search rather than treating it as an occasional extra.
Both, including contract to hire, which works well in legal because you see how someone handles your attorneys before making it permanent.
Partner support, document management, or an entire technology function, send us the details and we will move fast without skipping the screen.