Can offshore staff work on US legal matters?

They work in a support capacity under your firm's supervision and professional responsibility, the same way any non-admitted staff member does. Research, drafting, case support, documentation and intake, directed and reviewed by your attorneys. They do not practice US law independently, and your firm remains responsible for compliance with the licensing rules of its jurisdiction.

What about confidentiality and client data?

Every placed professional signs confidentiality and non-disclosure undertakings that survive the end of their employment, and we enforce them. Your firm controls what systems and data are accessible, and your security requirements are applied locally. Firm-specific rules on access, devices and data handling can be written into the service agreement and built into onboarding.

What hours do they work?

Working schedules can be aligned to your firm's business day. Many firms also use the time difference deliberately: work assigned at the end of your day is on your desk the next morning.

What's the commitment?

Three months minimum, served as a probation period, then six-month renewal terms. Offboarding is one month's written notice, recorded in the contract. An advance of one month's service fee is due when you request a candidate, and it's credited against your first month.

Who actually employs the person?

Employment is contracted locally in Pakistan through our in-country operations center and governed by Pakistani labour law. We're responsible for local employment compliance, payroll and statutory obligations. If your firm has an employee handbook, we build the local contract around it, so your offshore team runs on the same terms as everyone else.

What if the hire doesn't work out?

Probation exists for exactly this. If it's not working, we manage the offboarding and support a replacement search against the same brief. Because the salary and the service fee are separate, replacing a person never means renegotiating a blended rate.

Legal staffing & managed workforce for US law firms

The most qualified paralegal you will ever hire has a law degree.

We place professionals with full law degrees, educated in the same common-law tradition your attorneys trained in, with US firms. Under your attorneys' supervision they do everything you wish you could hand to an associate: research, drafting, case prep, client follow-up. They work your firm's business hours. And the all-in cost is a fraction of a comparable US hire, because we carry the office, hardware, IT, HR and payroll behind them.

Define Your First Role Download the Full Overview

Law degrees, verified at the sourceYour hours, aligned to your firm's business day9 stages of screening before a resume reaches youStart with one hire, expand when it works

The problem with offshore legal staffing

Two things go wrong with offshore hires. Neither is the person.

Firms that try offshore staffing and quit usually hit one of these walls. Both are structural, and both are avoidable.

Wall one

"Paralegal" means whatever they say it means

A lot of offshore legal staff are administrative hires with a legal job title. They can follow instructions, but they can't read a judgment, follow a chain of authority, or draft to a structure your attorneys recognize. The fix is not a better job title. It is a real legal education, verified before anyone reaches your shortlist.

Wall two

Someone has to run the operation

An offshore employee needs an office, equipment, IT support, an employment contract under local law, and someone to run payroll every month. If that someone is you, the savings just became a second job.

The hidden third

The blended rate hides everything

One number covers the person's pay and the provider's cut, in whatever split the provider likes. You can't tell whether you hired a senior paralegal or funded a middleman's margin, and neither can the person doing the work.

The talent

Educated like a lawyer. Deployed like your best paralegal.

Think of the role this way: everything a US-barred attorney can do, done under a US-barred attorney's supervision. Research memos, drafting, case prep, document review, client follow-up. The judgment calls and the signature stay with your attorneys. The hours of skilled work underneath them do not have to.

The people we place are law graduates and practising legal professionals, and a large proportion earned their degrees at UK universities. That matters for a US firm: a UK legal education is grounded in the same common-law tradition as the American system. Case law, precedent, statutory interpretation, adversarial procedure. The vocabulary and the reasoning transfer on day one.

✓Common-law grounding: precedent and statutory interpretation are already familiar
✓Drafting discipline: memos, briefs and case summaries your attorneys can use immediately
✓Professional English: tested in writing and on calls before anyone reaches your shortlist
✓Your hours: working schedules aligned to your firm's business day

Roles we recruit

Lawyers and legal counsel · Paralegals and senior paralegals · Legal researchers · Legal assistants · Contract specialists · Negotiators · Documentation specialists · Case support · Compliance support · Intake support

Practice areas

Personal injury and mass tort support · Immigration · Litigation support · Criminal · Civil · Family · Employment · Corporate · Real estate · Contract management · Legal research · Compliance · Others on request

All work is performed under your firm's supervision and professional responsibility. Placed professionals support your attorneys; they do not practice US law independently.

How we select

Nine stages before a resume ever reaches you.

We do not forward applications. Every candidate clears a structured screening and due-diligence process, or you never see them.

Profile screening

Resume, qualifications and fit against your brief.

Academic credentials

Law degrees verified, including UK university records.

Identity & documentation

Government ID, residency and right-to-work checks.

Professional background

Employment history, references, prior legal experience.

Technical assessment

Role-specific drafting, research and analysis testing.

Communication assessment

Written and spoken English, client-facing manner.

Background screening

Criminal and background checks where legally permissible.

Panel interview

Structured interview on competence, judgement and conduct.

Your shortlist

Only candidates who clear every stage reach your desk.

Pricing you can actually read

One invoice. Two lines. Nothing hiding between them.

Here is what a law-degree professional on your team actually costs. Our service fee is $2,200 per person per month, flat. It covers recruitment, screening, office space, hardware, IT support, HR administration and payroll processing. No setup charges, no placement fees. Add the salary you agree with the candidate and the all-in number lands at a fraction of a comparable US hire.

The professional's salary is a separate conversation, between your firm and the candidate. We support it with local market benchmarking and handle the negotiation on your behalf, so you're pricing against real data rather than guesswork. It's funded by you and paid through in full. We take no share, no commission, no markup. Our only revenue is the service fee, which means the person you hire is paid what you think they're paid.

Multi-resource discounts are available for firms engaging more than one professional, and preferred pricing is available when you pair legal staffing with our Voice AI or Chief of Staff AI services.

Define Your First Role

Monthly cost per professionalPower Admin

Service fee

Recruitment, screening, office, hardware, IT, HR, payroll

$2,200

Professional's salary

Agreed between your firm and the candidate

Pass-through

Our markup on that salary

No share, no commission, ever

Advance of one month's service fee when a candidate is requested, credited against your first month. Minimum engagement three months, then one month's written notice.

Who does what

You own the legal work. We own everything around it.

The division is deliberately simple, and it never blurs.

Power Admin carries

✓Sourcing, nine-stage screening and shortlisting
✓Credential, identity and background verification
✓Interview scheduling, hosting and follow-up
✓Employment contracts, NDAs and onboarding
✓Office space, workstation and equipment
✓Local IT support and troubleshooting
✓HR administration and employee relations
✓Monthly payroll processing and disbursement
✓Offboarding and replacement support

Your firm keeps

✓The brief: role, practice area, experience level
✓The interviews and the final hiring decision
✓Day-to-day direction of the legal work
✓Your standards, your supervision, your quality bar
✓Professional responsibility for the work product
✓Control of your systems, credentials and data access
✓Your own bonus, leave and increment policies

How it starts

The fastest way to test the model is a single role.

No minimum team size. Most firms start with one hire, confirm the quality, and expand from there.

Define the role

A short call to pin down the position, practice area and experience level you need. That brief drives everything downstream.

Interview the shortlist

We source and screen against your brief and return only candidates who cleared all nine stages. You interview and make the call.

They start working

We handle everything from contract to first working day: employment paperwork, NDAs, workstation, payroll, onboarding.

Already using our Voice AI or Chief of Staff agent? This is the human layer of the same idea. The AI answers your phones and handles your admin. The legal team handles the work that needs a law degree. One partner runs the operation behind all of it, and pairing services earns preferred pricing.

See Voice AI

Common questions

The things attorneys ask first.

Can offshore staff work on US legal matters?: They work in a support capacity under your firm's supervision and professional responsibility, the same way any non-admitted staff member does. Research, drafting, case support, documentation and intake, directed and reviewed by your attorneys. They do not practice US law independently, and your firm remains responsible for compliance with the licensing rules of its jurisdiction.
What about confidentiality and client data?: Every placed professional signs confidentiality and non-disclosure undertakings that survive the end of their employment, and we enforce them. Your firm controls what systems and data are accessible, and your security requirements are applied locally. Firm-specific rules on access, devices and data handling can be written into the service agreement and built into onboarding.
What hours do they work?: Working schedules can be aligned to your firm's business day. Many firms also use the time difference deliberately: work assigned at the end of your day is on your desk the next morning.
What's the commitment?: Three months minimum, served as a probation period, then six-month renewal terms. Offboarding is one month's written notice, recorded in the contract. An advance of one month's service fee is due when you request a candidate, and it's credited against your first month.
Who actually employs the person?: Employment is contracted locally in Pakistan through our in-country operations center and governed by Pakistani labour law. We're responsible for local employment compliance, payroll and statutory obligations. If your firm has an employee handbook, we build the local contract around it, so your offshore team runs on the same terms as everyone else.
What if the hire doesn't work out?: Probation exists for exactly this. If it's not working, we manage the offboarding and support a replacement search against the same brief. Because the salary and the service fee are separate, replacing a person never means renegotiating a blended rate.

Interview your first candidate without opening an office.

One call to define the role. A screened shortlist against your brief. You interview, you decide, and we handle everything from contract to first working day.

Define Your First Role Download the Full Overview