Why is it hard to find good interim legal counsel?
Finding good interim legal counsel is hard because experienced lawyers who are available at short notice rarely look for roles publicly, and because companies have to assess expertise, availability and the engagement model at the same time and under time pressure. Selection succeeds with a clear brief, fixed assessment criteria and a specialised partner.
This guide is for general counsel, heads of legal and HR leaders in Germany, Switzerland and Austria. It explains the six most common reasons why the search stalls and shows how to reach a sound decision in five steps.
Six reasons why finding interim legal counsel is difficult
- The need arises at short notice: a resignation, parental leave or a new project often becomes known only a few weeks in advance. A traditional recruitment process usually takes much longer.
- The right people are not actively searching: experienced interim lawyers are often on assignment and are approached through networks. Only a small share is visible on job boards.
- The profile is narrow: companies usually need a combination of practice area, industry experience, language, jurisdiction and seniority – for example a senior legal counsel with corporate experience, German and English, and knowledge of Swiss and German law.
- Quality is hard to assess: a CV shows positions, not how someone works in an in-house team, communicates with the business or sets priorities. Without a structured interview and references, the risk remains high.
- The engagement model is unclear: staff leasing, freelancing or a fixed-term contract have different consequences for instructions, integration and contracts – and the rules differ in Germany, Switzerland and Austria.
- Internal alignment takes time: legal, HR and procurement have different requirements. Without clear criteria, profiles are discussed repeatedly and candidates drop out.
How do you recognise good interim legal counsel?
| Criterion | What to look for | How to check it |
|---|---|---|
| Subject-matter fit | comparable tasks and roles in recent years | case questions in the interview, concrete examples |
| In-house experience | working with the business, prioritising, pragmatic solutions | questions about previous assignments and reporting lines |
| Availability | start date, workload, duration, location | written confirmation before engagement |
| Languages and jurisdiction | German, Swiss or Austrian law, contract languages | work sample or case discussion |
| Engagement model | staff leasing or freelancing suited to the country | clarify contracting parties and responsibilities |
| Handover | documentation and orderly return of work | handover plan in the proposal |
Five steps to the right choice
- One-page brief: reason, tasks, expected results, practice area, seniority (junior, mid-level or senior), languages, start date, duration, workload, location and internal contact. Separate must-haves from nice-to-haves.
- Weight criteria in advance: agree with HR and procurement how profiles will be scored. Our RFP checklist with 12 questions for interim providers includes a scoring matrix.
- Request a few well-matched profiles: two or three vetted profiles are more useful than ten unscreened CVs.
- Interview in a structured way: a case question from your daily work quickly shows how someone thinks and communicates.
- Fix the model and start: clarify contracting parties, instructions, system access and the first two weeks before the assignment begins.
Staff leasing or freelancing?
The model determines how the professional is integrated into your team – not the quality. With staff leasing (Arbeitnehmerüberlassung in Germany, Personalverleih in Switzerland), the professional is integrated into your organisation and you generally hold the right to give professional instructions. With freelancing, the professional delivers the work independently within an agreed mandate. Both models are available part-time or full-time, for individuals or teams.
How a specialised partner shortens the search
Alpinum Solutions provides temporary legal and compliance professionals to companies in Germany, Switzerland and Austria through staff leasing or freelancing. The Alpinum database includes over 7,500 legal and compliance professionals who have been interviewed, assessed and vetted in the qualification process (as of 18 October 2026). Selected profiles are usually available within 48 hours; the start date is agreed jointly by the client and Alpinum.
An example: for a KYC remediation at a financial institution in 2025, Alpinum assembled a task force of eight compliance officers including a team lead (staff leasing, full-time). Profiles were available within 48 hours, the assignment started around two weeks after onboarding, and the project was completed within ten months.
Alpinum is not a law firm and does not provide independent legal advice. Your company manages the assignment: you set the tasks, priorities and reporting line.
Warning signs during selection
- A provider promises an immediate start without knowing your tasks and system access.
- It remains unclear who the contracting party is and who gives instructions.
- Profiles arrive without interview notes or a reason why they fit.
- Costs are quoted without reference to workload, duration and seniority. For budgeting, see our guide on budgeting for interim legal and compliance support.
Next steps
Read also how companies optimise their legal department with interim legal counsel and what causes bottlenecks in legal departments. For an overview of situations, practice areas and models, see interim legal support for companies. Have a specific need? Discuss your brief with us.
Information on Alpinum (database, example) as of 18 October 2026. Author: Christian Steinmetz, MLaw (University of Zurich), Founder & CEO, Alpinum Solutions.
