September 11, 2025

flexible resourcing law department law firm portfoliocareer

After more than four decades in the legal industry, I’ve witnessed plenty of change. But what we’re seeing now feels more than just evolution. It is a full transformation.

Contract lawyering and portfolio careers are no longer fallback options. They are smart, strategic choices that reflect the changing needs of lawyers, clients, and the businesses they serve. The legal workforce is shifting. In 2025, it is clear that flexibility is not a trend; it’s the foundation for what comes next.

Rethinking the Traditional Legal Career

Across Australia, corporate legal departments and law firms are moving beyond legacy models. The rigid hierarchies around billable hours and fixed career ladders are being replaced with something more flexible, inclusive, and sustainable.

We are seeing a rise in legal professionals embracing what’s often called a portfolio career – blending consulting, secondments, and short-term advisory roles across diverse clients and sectors. Some are returning to the profession after a break. Others are stepping off the partnership track to gain more control over their time and impact.

This shift is not just driven by individual preferences. Clients are playing a huge part. They want faster turnaround, deeper commercial alignment, and real value. In response, legal teams are adopting agile talent models combining permanent hires with contract lawyers, fractional GCs, and other flexible arrangements.

Law Firms Are Evolving

The traditional law firm structure is showing its limits as firms face pressure from multiple fronts. Clients want alternative fee structures. Technology is automating routine work, and younger lawyers are seeking purpose and flexibility than a long wait for partnership.

In response, firms are adapting. Many have embraced hybrid work models. Some are rethinking team structures to include flexible legal professionals who can step in for specific matters or emerging practice areas. Instead of relying solely on large permanent teams, firms are increasingly turning to project-based talent with specialised experience.

That shift is especially valuable in fast-moving, high-stakes areas like privacy, AI governance, climate risk, and financial regulation – where deep expertise matters. And in many cases, portfolio lawyers are uniquely positioned to deliver that value.

The In-House Response

Corporate legal teams are feeling the pressure, too. Budgets remain tight, yet the scope of legal work continues to grow. From ESG reporting to supply chain due diligence to global privacy compliance, in-house lawyers are being asked to manage more risk, more complexity, and more change.

Many GCs have responded by rethinking how they build and scale their teams. Rather than defaulting to external law firms or navigating lengthy headcount approvals, they are bringing in contract lawyers who can plug in quickly and deliver real value.

These lawyers are not filling gaps. They are helping lead regulatory projects, manage legal operations, and advise business units. They bring targeted experience and a flexible mindset. And importantly, they cost less than traditional models without sacrificing quality or control.

According to a 2025 Lawyers Weekly survey, more than two-thirds of Australian GCs now prioritise hybrid legal talent strategies. They are building agile teams that can scale with demand, adapt to change, and stay aligned with business goals.

What Makes a Great Portfolio Lawyer?

This path is not for everyone. It demands confidence, adaptability, and curiosity. But for the right professional, contract work can be incredibly rewarding.

At Elevate Flexible Legal Resourcing, we work with legal talent who are redefining success. Some seek variety, others value balance, but all want to do meaningful work with clients who value their contribution.

The lawyers who thrive in this space are often the ones who treat every secondment like an audition. They stay close to the business, ask the right questions, and add value from day one. Many build long-term relationships with clients who come back to them time and again.

One recent example still makes me smile: We placed a lawyer on a three-month contract. By the second month, they were leading a key compliance project. That engagement has now been extended twice. What started as a short-term fill turned into a strategic role that made a real difference.

Why Support Matters

Success in flexible work is more than just matching a CV to a job description. It’s about care. That means investing in proper onboarding, aligning lawyers with the organisation’s culture, and providing consistent support along the way.

It also means building community. Flex shouldn’t mean working in isolation. That is why we run GC Roundtables, alumni programs, and professional development events across APAC. Our goal is to create a network of legal professionals who feel connected, empowered, and ready to thrive – wherever their next opportunity leads.

A New Kind of Legal Workforce

Today’s most effective legal teams do not rely entirely on permanent staff. Nor do they outsource everything. They build legal ecosystems made up of full-time employees, contract lawyers, and trusted advisers – designed for resilience, not just efficiency.

This model allows them to scale up when needed, access niche expertise, and maintain continuity without overextending their resources. It is agile, pragmatic, and built for the world we live in now.

Whether you are a law firm partner, a general counsel, or a lawyer exploring your next chapter, this shift is worth paying attention to. Because the future is not coming – it’s already here.