Start a Corporate Internal Investigations and Whistleblower Firm

1. 1

   Define your independence proposition

   The reason companies hire outside is neutrality, especially when the subject is senior. Position the firm around independence and a defensible process, because that is exactly what an internal team investigating its own leadership cannot credibly offer.

2. 2

   Decide the privilege structure

   Investigations often run under the direction of counsel to protect attorney-client privilege and work product. Learn when to work through a law firm versus directly for the company, because getting the privilege structure wrong can expose the findings in later litigation.

3. 3

   Build a fair, documented methodology

   Neutral interviews, evidence preservation, consistent scope, and a report that separates fact from conclusion protect both the subject's rights and the company's decision. A sloppy or biased investigation creates more legal risk than the original complaint.

4. 4

   Handle digital evidence lawfully

   Emails, chat logs, and device data are common, so partner with or build defensible collection capability and respect privacy and consent limits. Illegally gathered evidence can void the investigation and create new liability.

5. 5

   Sell to general counsel and boards

   Your buyers are corporate legal departments, boards, audit committees, and the employment law firms they trust. Referrals come from demonstrated neutrality and discretion on a first sensitive matter handled well.

6. 6

   Price by engagement with clear scope

   Bill by defined engagement or by hour with a scoped work plan the client approves. Sensitive matters reward experienced judgment, so price for the neutrality and defensibility you provide rather than competing on rate.

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