VerdictOps vs Hiring In-House: The Real Cost for PI Firms
Most PI firms underestimate what hiring actually costs. You're thinking salary. You should be thinking about the full financial and operational impact of adding headcount—and whether that's the right solution at all.
The True Cost of Hiring
Paralegal
$65K–$85K
Base salary range
Intake Specialist
$45K–$60K
Base salary range
Case Manager
$50K–$70K
Base salary range
Beyond Salary: The Hidden Costs
Benefits & Taxes (25-30% on top)
Health insurance, payroll taxes, workers' comp, unemployment insurance
Recruitment & Onboarding
Job posting, recruiting fees, interview time, background checks, initial training (3-4 weeks unproductive)
Equipment & Tools
Laptop, software licenses, workspace, phone line, training software
Management Overhead
Your time managing, coaching, and handling performance issues (you could be billing instead)
Total first-year cost for one paralegal: $75K–$95K
And that's before they're at full productivity. Many won't be for 6+ months.
The Hidden Risk of Scaling Headcount
Bottlenecks Move
You hire an intake person. Now your paralegals are the constraint. You hire a paralegal. Now your attorneys are clogged with work. The problem shifts, not solves.
Quality Inconsistency
Different people = different execution. Clients notice inconsistent communication, missed details, and varying levels of professionalism.
Attrition Reality
Office staff turnover is 25-35%. For high-volume roles (intake), expect 40-50%. You're replacing people constantly and training them on repeat.
Over-Hiring During Surges
You get a spike in leads. You hire extra staff. The spike passes. Now you're overstaffed and paying fixed costs for variable demand.
Headcount is inflexible. Volume isn't.
How VerdictOps Compares
| Factor | Hiring In-House | VerdictOps |
|---|---|---|
| Speed to Value | 6-12 weeks | 1-3 weeks |
| Cost Predictability | Fixed salary + surprises | Predictable monthly fee |
| Attrition Risk | 40-50% annual turnover | Managed team replacement |
| Flexibility | Fixed headcount | Scale capacity up/down |
| Management Overhead | You manage directly | Managed for you |
| Accountability | Depends on hire quality | Tied to firm metrics |
| Data Security | Your responsibility | SOC 2 + encryption |
Bottom Line
Hiring works when you need long-term, specialized expertise that's hard to replace. For operational work that's repeatable and scalable, you're paying a premium for inflexibility.
When Hiring Still Makes Sense
Niche Internal Roles
When you need someone with deep expertise in a specific area of law, practice management, or strategy—roles that are hard to scale operationally.
Non-Repeatable Functions
One-off projects, custom development, or strategic initiatives that don't have standardized workflows.
When You Have the Runway
You've stabilized cash flow and can absorb the 6-month ramp-up period while your new hire gets productive.
For intake, case management, and operational workflows? VerdictOps is built for exactly that. We absorb the hiring risk, attrition, and management overhead so you don't have to.
The Real Question Isn't "Should We Hire?"
It's "What's the fastest, most cost-effective way to unblock growth right now?" We run the numbers with you, show you the full picture, and help you make the decision that makes sense for your firm.
If hiring in-house makes sense, great. If it doesn't, we're here to help you scale without the overhead.
No obligation. We'll show you the comparison and let you decide.