Imagine that your organization has been growing steadily.
Sounds great, right?
Now imagine the increased workload that’s going to add on to you.
Growth is great, but it also puts you in a difficult position. There’s going to be a gray area where you desperately need help, but it’s not quite enough to justify a full or even part-time hire.
It seems you’re limited to one option: suffering until you reach at least that part-time level. That means lots of work and stress, and even some distraction from things that need your attention in order to keep the growth on track.
The good news is you don’t have to wait until you can justify a full or part-time hire. You have a second option, and it’s perfect for filling in the talent gaps that need attention right now.
We’re talking about fractional roles, using a remote staffing model.
It’s an approach that perfectly fits in with flexible work trends, reduces your workload and distraction, and will make your organization incredibly nimble and responsive to changing needs.
What Are Fractional Roles?
Fractional roles are not the same as part-time employment.
Part-time simply means someone works less than a full 40 hours a week. They still take a more traditional set schedule approach, and are hired through a traditional approach. Fractional roles are flexible and skills-based. Workers have a greater say in their schedule, and they are hired to fill talent or skill gaps, not merely clock hours or complete a specific project.
People who fill fractional roles are often from C-level or similar professional positions in a company. They may work for more than one employer, giving each a tightly focused fraction of their day or week.
New and fast-growing organizations benefit from fractional roles because they can access the experience and skills of top talent early in their development without breaking the bank.
Getting great talent right away, as you’re growing, is a solid move, but most organizations can’t make it happen until they’re at the breaking point where it’s full-time or bust. Fractional roles and remote staffing make an early injection of high-level high-value experience possible.
How To Find Fractional Opportunities In Your Organization
Right now, you have plenty of places where fractional roles would help your organization.
For starters, consider your current team’s known strengths and weaknesses. There are roles and tasks that are consistently neglected from either a shortage of staff or the required experience or skill.
Next, think about what’s outside your organization’s wheelhouse. You know what your core focus should be, but there are peripheral tasks that must be done. These tasks drain energy and attention from the core focus. You might be handling things fine now, but as your organization grows, will those tasks be too much of a negative draw to keep growth on track?
Another place to look for fractional opportunities is to consider what you haven’t had to consider yet. Fractional roles are practical in places you might think you have covered. For example, it’s fairly common to use a bookkeeper to oversee all of the accounting. While it might work at first, as your organization grows, you’ll be running into regulatory and oversight risks. You might surpass your bandwidth before you realize it.
Maybe you’ve had an issue with organizational needs constantly in flux as you grow and adapt. A locked in job-description doesn’t always work. The fractional approach is perfect in this situation. Simply dial in the talent you need as you need it, and adjust up or down.
Depending on the industry you’re in, the economy might be making you nervous. You need to add staff to keep growing, but it sounds safer to freeze hiring than add to your payroll. That’s a clear fractional opportunity, because remote staffing fills the gaps without the heavy hiring commitment.
And finally, you may know exactly where you could use help, but you’re in a time crunch. Sometimes growth happens faster than you can properly hire. You know you need to add someone to your team, but you don’t have a lot of time to make it happen. Remote staffing gets you highly skilled talent quickly, without the long hiring process.
What Is Remote Staffing?
Working remotely is the new normal. A recent study found that nearly 75% of Millennial/Gen Z managers perform a large portion of their work remotely. By 2028, 33% of full-time employees will be remote workers.
This is great news. You’re not limited by geography or traditional hiring barriers. The pool of available remote staff is highly skilled and flexible, even including “unretired” top executives looking to offer their experience and stay in the game.
Clearly, going the remote staffing route is not about settling for less. As we pointed out earlier, it’s not the same as hiring a contractor or freelance worker, who are paid to get a specific job done. Remote staffing is completely different.
Your remote staff are an extension of your organization.
They’re plugged into your culture, with high engagement. They work as part of your team, using the same processes and systems. The only difference from a traditional staff member is that they do their work from where they live.
Since fractional roles are always in flux, remote staffing—using a scalable subscription staffing model—is ideal for filling those gaps.
Grow With Fractional Team Members Via Remote Staffing
We’ve already shown how fractional roles are often tied to growth. In times of growth, you want actual team members who adjust with your organization as the need shifts, not contract workers who are project-based, or unwieldy hiring procedures.
At Boldly, we know how important it is to find remote staff that fit your organization’s culture. We’ve also provided a subscription staffing solution to simplify hiring team members on a fractional basis.
Instead of waiting until you are overwhelmed by your workload or can finally justify a full time position, you can fill those talent gaps right now. It’s very easy to get started with remote staffing, and gain access to top-shelf talent you never realized you had access to.