A trusted partner to in-house teams at companies like Brex, BCG, and Procore, Desiree Gustafson exemplifies the depth and versatility of talent in the Priori network. With experience in law firms, global HR teams, and enterprise legal departments, she brings a multidisciplinary lens to employment law, bridging legal risk with operational needs.
In this feature, we talked to Desiree about the path to founding her own firm, the power of adaptability, and the real impact of flexible legal work.
Q: Can you tell us about your legal background and how your practice has evolved?
Desiree: My legal career began at a small plaintiff-side employment firm, where I focused on individual litigation. I later moved in-house, where I gained experience in employee relations and internal employment matters. Through Priori, I’ve built a flexible practice advising tech and financial services clients, and ultimately launched my own firm. Today, a lot of my work centers on advising in-house teams on workforce strategy, risk mitigation, and internal policy improvements.
Q: What prompted you to open your own firm?
Desiree: After years in high-demand industries like tech and financial services, I hit a point of burnout. I took a year off to travel and reset. I didn’t want to go back to corporate America, but I also wasn’t sure about starting a business. Priori gave me a way to test the waters, with flexible, low-commitment hours, and before long I had a full book of business. That’s when I decided to formalize it into my own firm and brand.
Q: How do your experiences across law firms, in-house roles, and HR shape the way you support clients?
Desiree: Having worn so many hats gives me a real advantage. I understand the different priorities within a business, who owns what, and where to find the right information, which lets me hit the ground running. I also know how HR is thinking, how legal might differ, and where those perspectives intersect. That helps me solve problems more efficiently and earn trust quickly.
When I join a new team, I come in with an open mind. Every organization is different, so I spend time observing how people interact, how decisions are made, and what engagement models are in place. That allows me to tailor my support to the way the business actually operates.
Q: How has Priori’s matching process helped you connect with the right types of clients or matters?
Desiree: Priori does a great job vetting both sides of the engagement—what clients are looking for and what flexible talent needs to be successful. Their process helped me get really clear on what I wanted: the types of companies, the nature of the work, even small but important details like whether I’d be expected to attend standing meetings. That level of clarity and alignment has led to stronger, more sustainable matches.
Q: What do in-house teams value most about working with flexible talent like yourself?
Desiree: In-house teams are surprised by how quickly someone like me can get up to speed. They often assume it will take months to build rapport or understand the organization, so they hesitate to invest in flexible talent.I think they are shocked to learn by week two, stakeholders are already coming directly to me. That adaptability, and the ability to generate buy-in and insights early, is what they value most. Many have dealt with contractor engagements where it hasn’t gone well in the past. Priori holds a high bar for who they source and introduce to clients, and that makes all the difference.
Q: Can you share an example where you delivered measurable value?
Desiree: Risk mitigation is at the core of everything I do. Most employment issues that come across my desk have the potential to escalate into costly litigation, so my job is to get ahead of that.
I’ve led contingent workforce audits that uncovered misclassification risks, saving clients hundreds of thousands in potential liability. I’ve also improved ADA and leave processes, helping companies make legally sound decisions in gray areas where policies alone aren’t enough. These efforts not only reduce legal exposure but strengthen the systems that support compliance over time.
Q: How do you think platforms like Priori are changing how legal services are delivered and accessed?
Desiree: Platforms like Priori are helping top talent get seen. Especially attorneys who may not come from big-name firms but have deep, relevant expertise. It also removes so much of the guesswork. I know that the clients I’m matched with are vetted, and they know the same about me. That creates a level of trust from the start and lets me focus on what I do best: practicing employment law.
Q: What advice would you give to in-house teams considering Priori?
Desiree: Get clear on the role you want your attorney to play. Are they leading or supporting? Who are they interfacing with? The more you define upfront, the faster we can deliver value. Also, add a buffer to the hours you think you’ll need. Companies often underestimate that. Once trust is built, the scope usually expands.
Q: And for attorneys thinking about joining Priori?
Desiree: I recommend it 100%. It’s a great way to filter for the right clients, build your network, and do meaningful work. Priori makes everything, from client matching to billing, simple and efficient. That gives you more time to focus on your craft.
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