How Maryland GCs Are Building In-House eDiscovery Teams

Maryland general counsels are transforming how they handle eDiscovery. Instead of relying solely on external vendors, they’re building dedicated in-house teams to manage electronic discovery processes directly. This shift reflects growing concerns about costs, data security, and the need for tighter control over litigation workflows.

Building an effective eDiscovery team requires strategic planning and careful hiring decisions. You need the right people with the right skills, positioned correctly within your organisation. The challenge lies in understanding which roles to prioritise, how to attract top talent in a competitive market, and avoiding costly mistakes that can derail your team-building efforts.

This guide walks you through the practical aspects of building an in-house eDiscovery team in Maryland, from understanding the driving forces behind this trend to implementing successful recruitment strategies.

Why Maryland GCs are moving eDiscovery in-house

Several key factors are driving Maryland general counsels to bring eDiscovery capabilities in-house:

• Cost control and predictability: External eDiscovery vendors charge substantial fees for document processing, review, and production, with costs accumulating quickly across multiple annual cases
• Enhanced data security: Maryland businesses, particularly in banking and government sectors, face strict regulatory requirements that favour keeping sensitive information processing under direct oversight
• Operational efficiency: Dedicated internal staff understand your organisation’s data landscape, systems, and technical challenges, making the entire discovery process more streamlined
• Regulatory responsiveness: Maryland’s proximity to Washington DC creates additional federal compliance pressures that require quick response times and higher security standards

This convergence of cost pressures, security concerns, and regulatory demands has created a compelling business case for in-house teams. Maryland companies are finding that internal capabilities not only reduce expenses but also provide the control and responsiveness necessary to meet today’s complex litigation and compliance requirements effectively.

What roles Maryland GCs prioritise first

Successful team building requires a strategic approach to hiring sequence. Maryland GCs typically focus on these key roles:

• eDiscovery project manager: Serves as the foundation role, coordinating entire discovery processes from legal hold implementation through final production while managing vendor relationships
• Litigation support analysts: Handle technical aspects including document processing, review platform administration, and data analysis while ensuring quality control throughout review processes
• Data privacy attorneys: Navigate the complex intersection between discovery obligations and privacy requirements, particularly crucial given Maryland’s growing tech sector and regulatory environment
• Forensic specialists: Manage data collection, preservation, and analysis of digital evidence, providing essential technical expertise for complex data sources and spoliation issues

The optimal hiring sequence depends on your organisation’s specific litigation patterns and regulatory requirements. Companies with frequent litigation typically prioritise project managers and analysts first, while those facing regular regulatory investigations often begin with forensic capabilities and privacy expertise. This strategic approach ensures your initial hires address your most pressing operational needs while building a foundation for future team expansion.

How to attract top eDiscovery talent in Maryland

Successfully recruiting elite eDiscovery professionals requires understanding what motivates candidates beyond basic compensation:

• Professional development opportunities: Offer training budgets, conference attendance, and skills development programmes to appeal to candidates seeking career advancement in this rapidly evolving field
• Geographic advantages: Leverage Maryland’s proximity to DC’s technology corridor, highlighting connections to federal agencies, major law firms, and cutting-edge methodologies
• Work-life balance: Provide flexible working arrangements and reasonable on-call expectations to differentiate from high-pressure vendor environments
• Advanced technology access: Ensure candidates have access to modern platforms, multiple forensic tools, and autonomy to implement best practices
• Diverse exposure: Emphasize opportunities to work across different practice areas and case types, providing broader experience than narrow vendor roles

These factors work together to create compelling opportunities that attract top talent. While competitive compensation remains important, eDiscovery professionals increasingly value environments that support their professional growth, provide technological resources, and offer meaningful work-life integration. Maryland’s unique position in the legal and technology landscape provides natural advantages that savvy GCs can leverage to build exceptional teams.

Common hiring mistakes that cost Maryland GCs time and money

Understanding frequent pitfalls helps Maryland GCs avoid costly missteps in their team-building efforts:

• Underestimating technical requirements: Hiring candidates without sufficient technical depth leads to inefficiencies, continued vendor dependencies, and potential errors in critical cases
• Overlooking project management skills: Focusing solely on legal experience while ignoring operational capabilities creates coordination problems and workflow inefficiencies
• Ignoring cultural fit: Technical expertise alone doesn’t guarantee success in collaborative environments requiring strong communication and stakeholder management skills
• Failing to plan for scalability: Hiring for immediate needs without considering team growth leads to role confusion and difficulty expanding capabilities
• Setting unrealistic expectations: Expecting immediate results undermines new hires who need time to understand systems, build relationships, and establish efficient workflows
• Inadequate technology investment: Skimping on software, hardware, or training resources handicaps even excellent hires from achieving their potential

These mistakes often compound each other, creating cycles of turnover and inefficiency that ultimately cost more than proper initial investment. Successful Maryland GCs recognize that building effective eDiscovery capabilities requires patience, strategic thinking, and commitment to providing the resources necessary for team success. By avoiding these common pitfalls, organisations can accelerate their path to effective in-house capabilities.

Building a successful in-house eDiscovery team requires strategic thinking, careful planning, and patience. The investment pays off through better cost control, enhanced security, and more responsive litigation support. However, success depends on making informed hiring decisions and avoiding common pitfalls that derail team development efforts.

If you’re struggling to identify the right candidates or need guidance on building your eDiscovery team, we specialise in connecting Maryland organisations with elite eDiscovery professionals. Our deep understanding of the local market and extensive candidate network can help you build the team you need faster and more effectively.