We developed the perfect solution for our clients: flexible support that fills shortages or adds specific expertise to your team, with experts who know your organisation inside out, without burdening you with high costs. Our business model combines the advantages of classic models such as law firms, secondment agencies and temporary self-employed contracts, without the disadvantages.
Read more about the Halsten model below and find out what benefits we can offer your organisation.
A long-term relationship
We build long-term relationships through:
i) Offering low(er) rates, making it easier and affordable to engage one of our experts on a regular basis.
ii) Achieving high client satisfaction through our commitment to your organisation and the quality of our services.
iii) Being fully committed to the client’s goals, as if we are permanent members of the team.
Due to this close cooperation with our clients, we acquire in-depth knowledge of the organisation and its objectives, which also makes us feel like co-owners.
No fixed hourly contracts yet always available
To provide flexible capacity, Halsten does not work with fixed hourly contracts. Our clients can scale up or down as needed and can count on one of our experts when needed. To ensure this flexibility, capacity and continuity, our legal counsel are permanently employed by Halsten and the lawyers are closely associated through Halsten Lawyers. Employee satisfaction is one of our highest priorities. Only if our employees stay, can we offer continuity to our clients.
Lower rates
We prefer to compare our fees with other service providers (such as financial, technical and communication consultants) rather than (law) firms. There are no major differences between us and the client’s other service providers. This makes support from Halsten on a regular basis economically feasible, which in turn contributes to a long-term relationship.
New work through references
Client satisfaction and a focus on existing relationships allows us to expand our network through references. The quality of our work and our investment in long-term relationships lead to valuable referrals, which means we do not need to invest highly in acquisition or marketing. This gives us more time to focus on our existing clients and enables us to respond more quickly to their legal issues.
No costly partner structure
Halsten is not set up as an organisation with partners which means we can avoid, for example, upward pressure on fees, high workloads or mutual discussions about turnover targets. With the effect that we can keep our legal services affordable. Something that always remains key for us, however, is to not let our margin targets get in the way of attracting talent.
Rewarding cooperation
At Halsten, we have a variable reward system. For those Halsten employees with greater responsibility for the performance of the organisation as a whole, we use profit shares based on the performance of the entire organisation. In doing so, we have chosen not to use turnover as a measure, but rather the contribution to the success of the organisation as a whole.
Quality as top priority
Last but not least: quality. We choose quality over quantity and continuously invest in training juniors, mediors and seniors. By working for different clients and in different markets, our legal counsel also learn and grow quickly and can offer a broad perspective to clients.
The aforementioned points, combined with our way of working, create a positive cycle that reinforces itself. The common denominator is that we are organised and work together in an innovative way. Internally and also with our clients.
Legal. Together.