The Contract E-Discovery Staffing Revolution Continues

The reasons for massive adoption of contract staffing solutions are further illustrated by scalability, managed services, tool consolidation, and the millennial factor.

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The reasons for massive adoption of contract staffing solutions are further illustrated by scalability, managed services, tool consolidation, and the millennial factor.

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  • Jared Coseglia

    Jere - thank you for reading and for your comments. To be clear, all of these contractors, at least with TRU, are being hiring through TRU payroll and are technically employees of TRU. We handle all the payroll and tax implications so our freelancers do not have to worry about any of the logistics outlined in your comments below. Those are great pointers to keep in mind if you are a freelancer going at finding work alone, but, no one in eDiscovery should be looking for work without an agent in my opinion - especially as a freelancer. TRU‘s relationship with our contractors aims to always provide a steady stream of available contract assignments so our talent roster can move from gig to gig without the anxiety of wondering where the next gig will come from.

  • Jere Wilson

    Jared - Excellent analysis! However, many of the millennials basking in the freelancing world have no idea of the many federal, state and even local laws, regulations and filing/reporting requirements involved self-employment. And many of those that are aware, choose to ignore them and take their chances that they won‘t eventually be called to task. In addition, many of the vendor companies re-billing these freelancers, and many of the end-clients contracting with the vendors or the end freelancers do not know or remember the many federal and state rulings with regard to whether a freelancer can and should in fact be classified as employees. Hopefully you will address these additional topics and concerns in a future part of your on-going Contractor E-Discovery Staffing analysis.

  • Jere Wilson

    Jared - Excellent analysis! However, many of the millennials basking in the freelancing world have no idea of the many federal, state and even local laws, regulations and filing/reporting requirements involved self-employment. And many of those that are aware, choose to ignore them and take their chances that they won‘t eventually be called to task. In addition, many of the vendor companies re-billing these freelancers, and many of the end-clients contracting with the vendors or the end freelancers do not know or remember the many federal and state rulings with regard to whether a freelancer can and should in fact be classified as employees. Hopefully you will address these additional topics and concerns in a future part of your on-going Contractor E-Discovery Staffing analysis.

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