The Power of Engaging Alumni on a Flexible Working Basis

In today’s dynamic legal landscape, flexibility and adaptability are no longer just buzzwords—they are essential for success. Legal teams, whether in-house or within private practice, are constantly grappling with the challenge of balancing workloads, meeting client demands, and staying ahead of emerging trends. One of the most innovative and effective ways some law firms are meeting these challenges is by tapping into their alumni network—a practice that is gaining traction in the legal world.

By harnessing the power of their alumni networks, law firms can create a thriving community of former colleagues that not only serves as a talent pool but also strengthens long-term relationships. A prime example of this is Herbert Smith Freehills (HSF), whose alumni talent network connects former lawyers, paralegals, and legal-operations professionals with meaningful opportunities. Linklaters, too, offers work opportunities to alumni, integrating former employees back into the firm for flexible or project-based needs. This blog explores the key benefits and practical strategies for engaging alumni in a flexible resourcing strategy.

The untapped potential of your alumni network

Re-engaging alumni on a flexible basis offers a dual advantage:

• Access to experienced, trusted talent: Alumni bring institutional knowledge and shared history with the firm, making reintegration seamless and quick. This familiarity reduces onboarding time and ensures consistent client service.
• Flexibility without long-term commitment: Engaging alumni as flexible resources allows firms to scale their workforce in response to business demands without the lead time or cost associated with hiring new permanent employees.

Key benefits of using alumni on a flexible basis

Hiring new talent often involves a steep learning curve, as new hires need time to acclimate to the firm’s processes and client relationships. Alumni, however, are already embedded in the firm’s DNA. Their deep understanding of the firm’s operations allows them to step in and contribute from day one, increasing efficiency and reducing disruptions.

2) Institutional Knowledge and Expertise

In addition to operational knowledge, alumni often bring specialised expertise gained in different industries or regions. For example, an alumnus now working in compliance within a financial institution could return to offer regulatory advice, combining new insights with familiarity with the firm’s culture.

3) Strengthening Client Relationships

Clients appreciate continuity in their legal support, and frequent team changes can lead to frustration. Alumni can provide familiar faces during transition periods, fostering consistency. Those with strong prior relationships with clients are especially well-suited to short-term or project roles, enhancing client satisfaction.

4) Cost Efficiency

Law firms often face budget constraints, especially during economic uncertainty. Alumni are ideal for short-term needs without the financial commitment of permanent hires. This cost-effective solution aligns with the firm’s fiscal goals while maintaining quality.

5) Expanding the Alumni Relationship

While alumni networks have traditionally focused on business development or goodwill, re-engaging alumni in a more flexible capacity creates new collaboration opportunities. This deeper relationship transforms alumni from passive connections to an active extension of the firm’s talent pool, allowing those who seek part-time or flexible roles to stay engaged on their terms.

Practical considerations for engaging legal alumni

A robust alumni network is essential. Staying connected through newsletters, social media, or alumni events keeps former colleagues in the loop. Establishing a formalised alumni program, where former employees can indicate interest in flexible work, provides a foundation for future engagement.

2) Identifying Talent and Matching Skills

To engage alumni effectively, it’s important to track their skills and career paths. Maintaining a database with areas of expertise, current roles, and flexible work interests allows firms to respond quickly to resourcing needs.

3) Integrating Alumni into Flexible Workflows

Seamless onboarding and workflow integration are crucial when alumni return for project roles. Access to necessary systems and tools should be pre-arranged to minimise delays.

4) Ensuring Alumni Feel Valued

Although alumni may only work on a flexible basis, it’s essential to ensure they feel appreciated. Fair compensation, inclusion in team meetings, and opportunities for professional growth all contribute to a positive experience, fostering loyalty and goodwill.

Creating a sustainable talent strategy with alumni

With the right approach, alumni can be more than a fond memory—they can become a cornerstone of the firm’s success, bringing expertise, experience, and loyalty just when they’re needed most.

Flex Legal Alumni Service

Invite your alumni to join the Flex Legal platform, and you'll maintain a strong connection with your alumni network, enabling you to tap into your pool of experienced, trusted professionals for temporary or project-based legal support. Whether you need seasoned expertise for a specific case or short-term assistance to manage workload peaks, our Alumni Service offers a flexible, efficient solution tailored to your organisation's unique needs.

• Flexible employment and payroll services
• Alumni engagement and communication
• Dashboards and reporting
• Opportunities for your Alumni to access flexible roles and training

Keep your firm's legacy alive and leverage the power of your alumni with Flex Legal. Contact us today for a demo.