How to crush being 1st legal hire at a scale up (part 2)

Rapid scale is not for the faint-hearted.

Building a legal function from scratch while delivering legal services at the same time is not for everyone.

If you’re currently in this boat, fear not: I’ve got you covered!

Below is Part 2 of my guide to crushing it as first legal hire - focused on learning how the business really works, building influence through smart communication, taking ownership and momentum, using data to unlock resources, and more.

If you missed Part 1 with the first set of tips around how to think like a business partner, and how to embrace the chaos of building from scratch, catch up here.

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7. Learn the rules of the game 

The scale up environment is constantly evolving. Company values look great on a website, but what actually drives decisions? Cutting costs, speed, simplicity?

Figure out what the wider business goals are and align legal team priorities with that.

If you don’t understand what success really looks like inside your organization, you’ll waste time on things leadership doesn’t value. Watch who gets promoted and why. Listen to how decisions get made. Once you know the real rules, you can play to win (aka build a well-liked, efficient legal team that scales with the wider business).

8. Build your comms plan

Who do you need to get buy-in from? How often do you need to check in? What key questions do you need answered? In a scale up, legal spends a lot of time with senior sales leaders. C-suite are very busy - if you need regular time with them, get creative. Virtual coffees. Quick hallway chats. Commenting on something they posted internally. The more access you have, the more influence you gain.

9. Actually do the work!

You are now in the startup phase of your program (of building out the legal function). No one is coming to rescue you. You have to act like it’s your own money, your own time, your own business.

Build momentum. Small wins build credibility. And if you wait for permission, you’ll be waiting forever. Be proactive and data-driven in asking for the resources you need.

10. Leverage Data 

Data is your best argument for more resources. Track time, cost savings, process improvements - anything that proves the business case. Decisions get made based on what can be measured. If you can show leadership that your work is moving key metrics, you’ll get more support.

Partner with your data analytics team if you have one and if not, track basic data yourself (manually in Excel is a great start until you can afford a tool to help you) - use Canva or Powerpoint to turn the data into pie charts etc that support your asks by telling the story for you.

11. Start building your ‘’wish-list’’

You may not get budget at first. That’s fine. Start with what you have. Benchmarking and networking might be your best free resources. When you do get budget, you’ll still need to be scrappy. Maybe that means using flexible consultants, contractors, unconventional tools or leveraging the company’s existing tech stack. Don’t reject a resource just because it doesn’t fit your ideal vision. The best builders make it work.

12. And finally…celebrate your progress!

Talk up the wins. Recognize the people who helped. Give credit, give thanks, give awards. Be the group that rewards change—not the group that nags about it. Momentum builds when people feel like they’re part of something successful.

Join my inner circle!

After nearly 4 years of building community through global events, webinars, and peer-driven sessions for in-house legal teams, one thing has become clear:

First legal hires and new GCs need focused, trusted support — not generic theory.

In response to consistent demand, I’ve been working 1:1 with GCs through bespoke legal ops consulting and mentoring. I love this work — but I know that level of access isn’t right for everyone.

So I’m opening something new:

A private inner circle for a small group of first legal hires and GCs building lean, modern legal functions at tech and tech-forward companies.

Designed to elevate your function and your influence at the leadership table.

I’m opening access to founding members now — limited to 10 people, with a discounted rate. 

Curious about in-house practice or simply want to reach out?

Don't hesitate to reply to this email - I'm happy to help with any questions, no strings attached.

Let’s connect! 💜

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