How Startups Can Build A Legal Team
Businesses are built on a network of contracts and so, they all need access to legal services and their own legal team. Although legal teams are associated with large businesses, startups also need to build their own. The difference is that startups have different needs and capacities, and have to build their legal teams in ways that match that reality.
1. Think Like a Candidate
The Great Resignation has witnessed millions of workers quitting their jobs in search of greater work-life balance and workplaces that show a greater appreciation of their value. The Great Resignation predates the pandemic, and shows the extent to which businesses across the world have failed to appreciate the needs of their workers. If you want to attract and retain talent, you have to see your company and your offer from their perspective. Figure out what kind of lawyer is most likely to want to work with a startup, and what you can do to appeal to that lawyer.
2. Be Honest About Your Challenges and Look for Problem-Solvers
The life of a startup is often filled with difficulties. You could be having trouble getting a product approved, or attracting investors, for instance. Don't hide your difficulties, advertise them, and be honest. You want lawyers who will walk in the door clear-eyed about what's going on, because these are the lawyers who will appreciate a good challenge. Hide the truth, and you will breed resentment and fail to get the right kind of lawyer for your situation.
3. Avoid the Prior Experience Trap
The typical recruiter is looking for a candidate who has experience in the role they are hiring for. On the face of it, this makes sense. However, an ambitious lawyer may not be willing to ride that horse again. They are looking for new challenges that will stretch their skills. What you need is someone who is excited about the possibility of the work you are offering, and that's usually a person who doesn't have prior experience.
Rather than a candidate with prior experience, look for candidates with good meta-learning skills: candidates who will be able to quickly grow into the role and master the necessary tools and concepts.
4. Look for Outsiders
In highly regulated sectors such as healthcare, businesses do need prior experience to help them navigate through the complex regulations. However, as californialawfirm.net is always at pains to emphasise, this should not preclude the hiring of outsiders. From the CEO to the company staff, every startup needs to hire outsiders, because they will bring a novel perspective about the business and help it break out of the straightjacket of accepted wisdom and deliver innovative solutions.
5. Embrace Flexibility
Even startups can forget that they are startups, and act much more like more established businesses in their hiring practices. As a startup, you should be less strict about titles and roles. You want to assign titles that ensure every hire is given due respect, without losing sight of your desire to communicate the unique environment you are operating in, So, for instance, in a job advert, do not define the job offer in narrow task terms, rather, create a broader story that allows candidates to imagine how they can fit into your company, and give yourself the room to adjust to their interpretation of their role.
