Key Takeaways
  • Technology is the enabler of effective flexible resourcing — without it, administrative overhead can negate cost savings
  • Start with the minimum viable tech stack: access management, matter templates, and timesheet/billing workflows
  • Security and access controls for temporary team members require specific attention that many systems do not handle well by default
  • Platforms like Synera Lex handle the commercial and administrative infrastructure; you need to handle the work-delivery infrastructure

Technology is the critical enabler of effective flexible legal resourcing. Without the right systems, the administrative overhead of sourcing, onboarding, managing and offboarding flexible talent can negate the cost and quality benefits — and create the kind of operational friction that drives managers to revert to permanent hiring.

The Minimum Viable Tech Stack

  • Matter management: Contractors need access to your matter management system with appropriate permissions. Most systems support time-limited contractor access.
  • Document management: SharePoint or similar with folder-level permission controls. A clear folder structure for matter documents that contractors can navigate quickly.
  • Communication: Microsoft Teams or Slack with clear channel naming conventions. Add contractors to the relevant channels, not the entire workspace.
  • Time recording: Either your matter management system's built-in timesheet module, or a standalone tool. The Synera Lex platform includes integrated timesheet management.
  • E-signature: For engagement letters, NDAs and any documents requiring signature during the engagement.

Security and Access Controls

The most commonly overlooked technology risk in flexible resourcing is access control. Many organisations grant contractors broad system access during onboarding because it is the path of least resistance — and then fail to revoke access promptly at offboarding. Implement a specific access protocol for flexible engagements: grant minimum necessary access, document what was granted, and make revocation part of your offboarding checklist.

Require contractors to use your organisation's Microsoft 365 or Google Workspace environment for all work-related activity — not personal email or cloud storage accounts. This is both a security requirement and a data governance necessity.