E-Discovery Project Managers' Salaries Are Booming, With No Immediate Lull in Sight

A year after substantive cuts across e-discovery providers, the tide has turned with e-discovery project managers now becoming a hot commodity and commanding significantly higher salaries. As litigation bounces back and the supply of experienced e-discovery professionals continues to dwindle, industry observers said salaries will continue to rise. Victoria Hudgins turned to TRU founder and CEO Jared Coseglia for his finger-on-the-pulse knowledge of salary trends in the current market.


Earlier this month, privacy, e-discovery and cybersecurity staffing provider TRU Staffing Partners Inc. founder and CEO Jared Coseglia wrote that base compensation for TRU’s e-discovery professionals increased 22% in Q1 2021.

While the job market is currently employee-friendly in general, Coseglia noted seasoned project managers are the most highly sought after by law firms and e-discovery vendors.

“The bulk of the salary increases are in project management in e-discovery,” he said. “There’s increasing demand and dwindling supply of seasoned project managed providers with five-plus years of experience.”

Experienced project managers are negotiating annual salaries as high as $120,000 at vendors and $140,000 at law firms, Coseglia said. By June vendors will pay close to $140,000 for project managers and law firms will shell out between $160,000 to $170,000, he added.


Executive leaders and middle management, for example, aren’t fetching significantly higher salaries in e-discovery, Coseglia said. Additionally, demand for data analysts is growing, though employers are willing to hire candidates with little experience at smaller salaries.

“There’s a massive increase for entry-level or people with 12 or less months of experience, [they] have a tremendous window of opportunity to move into the business,” Coseglia explained.


Read the full article HERE!

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Recent News & Events

TRU founder and CEO Jared Coseglia lends his market knowledge to the South Florida chapter of ARMA on November 4 at 1:00pm ET. “Legal Tech Jobs: Before and After the Pandemic” will speak not only to the evolving ecosystem of employment opportunities within legal technology, but also to how the community’s approach to interviewing and staff selection has adapted and changed because of the pandemic. Expect a full explanation of how remote and contract hiring modalities have shaped the current landscape and why now is the right time for talent to matriculate between legal disciplines and look to the job market for professional advancement and the best compensation available in a decade.

Thursday, 04 November 2021, 13:00

Attention privacy pros! TRU founder and CEO Jared Coseglia will moderate an all-star panel (Jutta Williams, Twitter; Zoe Philippides, Anthem Inc.; Dennis Sanchez, HP) titled "Healthcare Technology and the Increasingly Important Role of Privacy Professionals” at IAPP's PSR Conference on October 22 at 3:45pm PT.

Thrust once again into the limelight by COVID-19, the intersection of healthcare concerns, data privacy, consumer rights, and in many instances, human rights have meaningfully captured social consciousness and, in turn, captured corporate consciousness. “Alexa, remind me to take my heart medicine at 3pm.” Led by cutting-edge industry thought leaders, this panel will cover the conversation surrounding product creation that leverages healthcare and HIPAA-protected data, and its intersection with our everyday lives. From smart-home technology to the role of social media in the COVID-19 response, we will discuss proactive efforts to monetize and build trust with customers, inspired by product creators who have enticed the public with apps and goods that involve the collection and processing of data related specifically to healthcare. Join us for a deep dive into the risks and rewards of gathering, using, and wielding this data, and the precedent being set for future privacy laws.

Learn more about the conference, peruse the sessions, and register for IAPP PSR HERE!

Friday, 22 October 2021, 15:45
TRU Tips

Q4 2021 is where employees and job seekers will begin to compromise to fill open headcount.

TOP 3 Ways Employers and Job Seekers Must Compromise to Fill Open Headcount
  • In-office mandates vs. work-from-home desires; compromise with hybrid solutions
  • Limited headcount budget vs. high demand/low supply skill sets; compromise with quality of life upgrades for candidates
  • Specific geographical needs vs. limited local talent supply; compromise with contract staffing solutions
Wednesday, 20 October 2021, 09:24