Fractional Expertise Guidebook | Asia Growth Partners

Your Guide to

Collaborating with

On-Demand Talent

Successfully onboard and manage

experienced independent consultants,

technical experts, and interim leaders

ASIAGROWTHPARTNERS.COM

PART 1

How to Attract Top

Independent Talent

Today’sindependentprofessionalshaveplentyofoptionswhen

choosing their projects. In highly competitive fields such as innovation,

data science, and supply chain strategy, the demand for top independent

talent rivals that of full-time employees. At the same time, many leading

professionals are opting for independent work, shrinking the full-time

talent pool. The companies that succeed are those that actively court

independents, treating them as valued partners rather than just vendors.

So, how can you attract the best talent?

GUIDE TO WORKING WITH ON-DEMAND TALENT

PART 1:

HOW TO ATTRACT TOP INDEPENDENT TALENT

DEFINE THE MISSION

Challenging and exciting opportunities are always more appealing. Clearly outline an engaging,

well-defined project and be specific about the skills you need and how the independent

professional’sexpertisewillcontribute.Oneofthekeyreasonsdomainexpertschoosetogo

independent is for the freedom to select their own projects. When defining your project scope,

aim to make it as compelling as possible. Independent talent are entrepreneurs, and the

projects they choose help shape their personal brand. They seek work that is meaningful and

exciting—yourjobistoshowthemwhyyourprojectfitsthebill.Ensurethattheworkyouneed

aligns with a larger mission that matters to the business.

SUPPORT FLEXIBLE WORK ARRANGEMENTS

As demonstrated over the past few years, remote work can be highly effective, and many

companies have found that a balance of on-site and remote work offers the best of both worlds.

Oneofthebiggestadvantagesofhiringindependenttalentisthatgeographyisn’talimiting

factor. When it comes to specialized skills, the ideal candidate may not be located nearby.

Some independent professionals enjoy working closely with your team in person, while others

maybeindifferenttimezonesbutarejustasproductive—orevenmoreso—workingremotely.

By insisting on an on-site presence, you narrow your pool of qualified candidates and reduce

yourappealinacompetitivemarket.It’simportanttonotethat57%ofindependent

professionals chose this path to have more flexibility in their work hours.* Rather than relying on

outdated expectations, build trust by asking your independents what work arrangement they find

most effective.

BROADEN YOUR SEARCH

Focus more on what you need to accomplish than on finding a specific type of hire. In a tight

labor market, creative thinking is a powerful asset. Expanding your search can help you attract

top talent. Independent professionals come from diverse backgrounds, and their experience

may place them at a more senior level than your original qualifications required. While they

might not fit your traditional candidate profile, on-demand talent providers specialize in ensuring

they align with your objectives. Independents are hands-on and ready to dive in, regardless of

theirpreviousemployersorlocations.Inthesetimes,it’sbeneficialtoconsidernon-traditional

candidates and trust your talent provider to find the right match.

COMMUNICATE EARLY, OPENLY, AND OFTEN

Tosecuretherightfit,it’scrucialtoalignexpectationswithyourtalentproviderfromthe

beginning of your search. Consistent communication helps maintain that alignment.

Effective project oversight should begin before scoping even starts. From the initial search

through to project completion, success relies on honest, clear communication.

GUIDE TO WORKING WITH ON-DEMAND TALENT

PART 1:

HOW TO ATTRACT TOP INDEPENDENT TALENT

CULTIVATE AN OPEN CULTURE

Foster a collaborative environment where fresh perspectives are welcomed rather than feared

or dismissed.

Anexternalviewpointisoftenwhat’sneededtobreakfreefromunproductiveorinsularthinking.

Internally, dissent can be intimidating, and the pressure to conform may prevent teams from

exploring alternative solutions.

Independent talent is unburdened by company politics or preconceived notions of what works.

This allows them to offer valuable new ideas and implementation strategies. Because their

expertise spans multiple industries, they can often spot hidden opportunities that internal teams

might overlook. Encouraging external perspectives also creates space for internal teams to

sharetheirideasmorefreely—peopleoftenfeelmorecomfortablevoicingnewideastoathird

party than to a direct supervisor.

Change can be uncomfortable, especially when suggested by someone not directly affected by

it.Therefore,it’sessentialtoensurethateveryoneinthecompany,fromtoptobottom,isopen

to fresh ideas. Independent talent thrives in dynamic, fast-paced environments, and dismissing

their input not only limits their impact but may also deter them from working with you in the

future.

TREAT INDEPENDENTS WITH RESPECT

Show your independent contractors that you value their contributions by treating them with the

same respect as your full-time employees.

Independent talent are business owners in their own right, so view them as partners rather than

employees. While they might not be your largest partner, they are smart, capable professionals

whooffersignificantvalue—that’swhyyouhiredthem.

Demonstrate your respect and appreciation through prompt payment, among other gestures of

professionalism.

WHY DO HIGHLY SKILLED PROFESSIONALS CHOOSE INDEPENDENCE?

• 70% wanted the ability to select their own projects.

• 63% desired the flexibility to work from anywhere.

• 62% were drawn to the increased variety in their work.

PART 2

When to Engage

Independent Talent

So, when is the right time to bring on an independent professional? With

the increasing challenges companies face in securing in-demand skills

and expertise, the short answer is often: now.

The independent talent marketplace is as diverse as the full-time

workforce, with professionals offering unique backgrounds, domain

expertise, and strategic strengths. These experienced executives,

consultants, subject matter experts, and project managers are skilled at

quickly integrating into dynamic environments and making an immediate

impact. Companies commonly engage independent talent to drive

initiatives and support teams in three key ways:

• Providing targeted consulting or an external perspective for strategic

initiatives

• Extending or augmenting internal teams or driving transformations

• Temporarily filling leadership gaps, covering transitions, or

addressing organizational changes

GUIDE TO WORKING WITH ON-DEMAND TALENT

PART 2:

WHEN TO ENGAGE INDEPENDENT TALENT

Here are a few ideal scenarios for engaging independent talent:

WHEN YOU HAVE IMMEDIATE NEEDS AND NEED TO MOVE QUICKLY

Focusing on short-term solutions can be freeing, allowing you to prioritize critical work that

requires immediate attention. Instead of investing time and resources into finding a permanent

hiretoaddressalonglistofneeds,focusonwhat’sessentialforthenextthreemonths.Break

the work into distinct projects and prioritize accordingly.

This approach applies to both large initiatives and smaller projects that have been left

unattended.Whileyourinternalteamtacklesthebiggerpicture,anindependentexpert—

someonewho’s“beenthere,donethat”—canstepinquicklytomeeturgentdeadlinesorhelp

you achieve key milestones.

FORTARGETEDHELPOREXPERTISE—FORALIMITEDPERIOD

This is one of the most straightforward reasons to hire independent talent. Perhaps a critical

project is behind schedule, and your team lacks the bandwidth to catch up. An independent

project manager with relevant expertise could help get things back on track.

Ormaybeyou’reexploringanewopportunityinanunfamiliarmarketandneedstrategic

guidance. An independent expert can accelerate your analysis and help you understand how

this initiative fits into your broader strategy.

Independent professionals are accustomed to jumping into projects midstream and ramping up

quickly. They're hands-on contributors who adapt to steep learning curves and take on

significant responsibilities, allowing your employees to stay focused on their own priorities.

The most agile companies are aware of

their knowledge gaps and shortages, and actively

pinpoint areas where additional expertise

is needed.

GUIDE TO WORKING WITH ON-DEMAND TALENT

PART 2:

WHEN TO ENGAGE INDEPENDENT TALENT

WHEN TACKLING POST-STRATEGY PROJECTS OR SMALLER TASKS UNSUITABLE FOR

BIG FIRMS

Whether it's a strategic business plan update or a tech vendor reassessment, companies often

have consulting projects that are important but not large enough for a traditional consulting firm.

Why hire a team of junior consultants when a few skilled independent professionals can deliver

better results at a lower cost?

Sometimes, a big firm sets the strategy but leaves execution unclear. Independent talent can

take over the follow-up work and ensure smooth implementation, helping drive success.

With independent professionals, you not only get to choose exactly who will work on the project

but also make it easier for your team to absorb the insights and move forward, free from the

rigid processes often associated with traditional consulting firms.



FOR RECURRING SUPPORT ON SPECIFIC KNOWLEDGE GAPS

Agile companies understand their knowledge gaps and proactively plan to address them.

Whetherit’srecurring,short-termprojectslikebusinesscasedevelopmentorauniquemoment

such as a major transformation, these companies strategically incorporate independent talent

into their resource planning. By bringing in extra skills and capacity when needed, companies

can operate leaner, cut fixed costs, and prevent overextending their internal teams.



TO MAINTAIN PROGRESS WHILE HIRING

When leadership vacancies or stretched teams slow progress, interim resources can act as a

bridge to permanent hires. Rather than losing valuable time to a lengthy recruitment and

onboarding process, independent talent can provide leadership-level support to keep things

moving.Evenifacriticalroleisunfilled,youdon’thavetowaitforthepositiontobefilledto

make progress on key priorities. Engaging interim talent allows you to move forward on critical

projects while seeking out permanent hires with the right future-oriented skills.



TO DEFINE AND BUILD NEW FUNCTIONS

When companies are establishing new business lines, functions, or capabilities, they often have

aclearvisionforthefuturestatethey’rebuildingtoward.Whileit’simportanttofillkeyroleswith

strong permanent hires, the rush to get there can lead to job descriptions that are overly

ambitious and difficult to fill.

Are the skills needed for a permanent leader the same as those required to build the function

from scratch? Often, the answer is no. An independent interim leader can help design the

structure, create policies and procedures, and recruit key personnel before making way for a

permanenthirewho’sbettersuitedtothelong-termneeds.



GUIDE TO WORKING WITH ON-DEMAND TALENT

PART 2:

WHEN TO ENGAGE INDEPENDENT TALENT

WHEN MANAGING VARIABLE WORKFLOWS

Businesses often face unpredictable workflows, such as after a major acquisition. A flexible

talent model allows companies to scale up or down as needed.

This approach is particularly useful for project management across a large portfolio or for

supporting M&A teams during high-deal periods, enabling companies to bring in specialized

knowledgeandadditionalcapacityjustwhenit’sneededmost.



TO MAKE THE MOST OF A TEMPORARY LEADERSHIP GAP

Leadership transitions can be challenging, but they also offer opportunities to introduce new

skills, re-evaluate roles, or implement lasting change. Bringing in an independent interim leader

allows companies to objectively assess their culture, challenges, and objectives, providing

valuable insights before committing to a permanent hire.

In addition to filling the gap temporarily, interim leaders can offer assistance during the selection

process, advising on what to look for in a permanent candidate and even evaluating applicants

basedontheirunderstandingofthecompany’sspecificneeds.





WHAT DO SUCCESSFUL PROJECTS LOOK LIKE?

• An attractive new market presents opportunities, but it's also unfamiliar. Engaging an

independent expert can help assess the potential and align it with your broader corporate

strategies.

• You're launching a new product but lack specific expertise, such as pharmaceutical market

access.Withdeadlinesapproaching,anindependentprofessional’ssupportcanhelpensure

timely completion.

• You need to lead a transformative initiative but want to avoid disrupting daily operations by

reallocating internal resources. Independent project managers and change management

experts can execute while you maintain oversight.

• You require an interim CXO, VP, or senior director for a defined acceleration period, such as

a new business launch or IPO. On-demand talent can bridge critical leadership gaps, setting

the stage for long-term success with a future permanent hire.

PART 3

Dispelling Common

Myths About

Independent Talent

Tradition often binds organizations to outdated practices, even when

modernapproacheshaveprovenmoreeffective.It’susuallyonlywhen

traditional methods become obsolete that companies reluctantly shift,

though skepticism remains. Today, with workers having more choice

than ever, the growing pool of independent talent offers a mutually

beneficial solution. Free from geographic limitations, companies gain

access to specialized expertise without the overhead, while independent

professionals enjoy greater flexibility and a wider variety of projects.

GUIDE TO WORKING WITH ON-DEMAND TALENT

PART 3:

DISPELLING COMMON MYTHS ABOUT INDEPENDENT TALENT

Companies that adopt digital-first strategies and embrace independent talent have a significant

advantage in sourcing the best talent. However, tradition still holds sway, and misconceptions

persist. Here are two of the most common myths:

• Iftheywerethattalented,they’dhaveafull-timerole.

Keepinmind,themajorityofindependentprofessionalschoosethispath—only21%saythey

became independent due to job loss, and fewer than half (43%) would even consider

returning to traditional employment.

• They’retooseniortogetinvolvedinthedetails.

Don’tassumethatindependenttalentistooseniorforhands-onworkbasedontheirprevious

titles. Many choose independence because they enjoy practical, hands-on tasks rather than

simply discussing strategy.

PART 4

Moving Quickly to

Secure Top Talent

High-end independent talent is driving a new era of agility and

performance for leading companies. Not only is the trend accelerating,

but so is the urgency to act when the right talent becomes available.

Due to their in-demand skills, top professionals have numerous

opportunities at their fingertips. To secure them, keep interviews concise

and focused on the most critical project criteria. Acting swiftly and

decisively is essential, or you risk losing your top candidates to

competing projects.

Here are proven best practices to secure talent now.

GUIDE TO WORKING WITH ON-DEMAND TALENT

PART 4:

MOVING QUICKLY TO SECURE TOP TALENT

PRE-SCOPE THE PROJECT AND PROCESS

Tomakeswiftdecisions,it'scrucialtoknowinadvancewhatyouneed—whetherit'saspecific

skillsetortherightindividual—andidentifywhichinternalstakeholdersshouldbeinvolvedinthe

decision-making process. Here are a few tips to stay ahead when hiring independent talent:

• Clearly define who will participate in setting project requirements and interviewing candidates,

and who simply needs to stay informed throughout.

• Identify the skills that align most closely with the key and immediate deliverables.

• Outline as many specific tasks and deliverables as possible, along with a general timeline

andestimatedbudget,eveniftheprojectdetailsaren’tfullyfinalizedyet.

• Consider whether your budget is realistic, keeping in mind the scope of the project.

• Takeadvantageofyourbudgetandinternalapprovalswhilethey’reavailable.



IDENTIFY WHAT YOU REALLY NEED TO COMPLETE THE JOB

Focus on finding a candidate who meets your most essential criteria. Here are key factors to

consider:

• Prior project experience: Look for talent who has direct experience with similar projects.

• Working style: Do you need someone who can work independently, or someone who thrives

in a team environment?

• Location: Is it necessary for them to be on-site, or would a remote candidate work?

• Availability: Do they need to be in your time zone or region, or are you open to candidates

who can collaborate during overlapping hours?

• Must-have qualifications: List the top three to five key qualifications you need, and

supplementthemwithafew“nice-to-have”traits.

Focus on your immediate needs when sourcing talent, rather than long-term considerations

typical of traditional hires.



In a competitive labor market, top talent with

highly sought-after skills currently have a wide

range of opportunities at their disposal.

PART 5

Interviewing

Independent Talent for

a Perfect Match

Whether you need a project manager to lead a new initiative, an interim

executive to navigate a critical period, or specialized expertise for a

unique opportunity, engaging independent talent provides a fast, flexible,

and low-risk solution to meet your needs. Bringing on independent

professionals can be both inspiring and rewarding for all parties, but

ensuring the right fit during the interview process is key.

Interviewing independent talent differs from screening permanent hires.

It’smoresituation-focused—you'renotlookingforlong-termgrowth

potential or executive ambition. Instead, you need someone who can

integratesmoothlyintoyourcompany’sworkflowandcultureand

successfully complete a specific task.

GUIDE TO WORKING WITH ON-DEMAND TALENT

PART 5:

INTERVIEWING INDEPENDENT TALENT FOR A PERFECT MATCH

Key Considerations for Interviewing Independent Talent

The primary decision maker should conduct the initial screening, followed by a second interview

withrelevantstakeholders—otherwise,youriskwastingtime.Experiencedindependent

professionals often treat interviews like pre-project sessions, so take the opportunity to evaluate

their approach to the problem. Their proposal during the interview can help define the project

scopewhenit’stimeforcontracting.Iftherightpeopleareincludedinthesecondinterview,a

thirdinterviewisoftenunnecessary.Keepinmindthateverycandidateyou’reinterviewinglikely

has multiple clients vying for their attention.

Maximizing the Value of Interviews

If your independent talent interviews are just basic Q&A sessions, you might not get the most

accurate sense of the candidate. Use this time to dive into the project details, scope, goals,

deadlines, and other elements outlined during the scoping phase.

• Use consistent questions across candidates to compare the applicant pool

effectively.

• Limit interviews to two or three stakeholders who will work directly with the

candidate, ensuring those most familiar with the project are making the decision.

• Clearly establish and communicate expectations to prevent miscommunication.

• Discuss the project schedule, time zone requirements, and any potential availability

limitations, such as prior commitments that may affect the start date.

• Evaluatewhetherthecandidate’sresponsesareclearandconcise,andwhether

theycandefinesuccess—thisrevealstheirapproachtoworkandproject

deliverables.

• Don’thesitatetoaskforreferencesandfeedback.

• Allow time for negotiation during the interview process.

• Onceyou’veidentifiedacandidatewho’sagoodfit,it’sbesttoactquicklyrather

than interviewing numerous "what-if" candidates, which could introduce

unnecessary delays.

Here are some best practices to get the most out of each interview:

GUIDE TO WORKING WITH ON-DEMAND TALENT

PART 5:

INTERVIEWING INDEPENDENT TALENT FOR A PERFECT MATCH

Accelerate Your Search for the Best Talent

1. Why are you interested in this project?

Similartoaskingapotentialemployeewhytheywantaparticularjob,it’simportant

to understand what specifically excites an independent expert about your project.

Guide the conversation toward specifics to gauge if their vision aligns with your

project objectives.

2. When have you solved a problem like this before?

Look for a detailed story rather than general ideas. Hearing how they helped

previous clients overcome a similar challenge is much more valuable than hearing

generic statements. Pay attention to when they tackled the issue and whether

their experience is recent or outdated.

3. What is your expertise level in (a critical aspect of the project)?

Some projects require specialized knowledge. Ask the candidate to explain their

expertise and how it applies to your specific project, ensuring their experience is

relevant.

4. What challenges do you foresee based on your prior experience?

Follow up by asking how they plan to address these challenges. Their responses

should demonstrate strong critical thinking and problem-solving abilities.

5. When and where have you performed a similar role?

It's important to know how their leadership or expertise fits with your project

needs.Clarifywhatyou’relookingfor—whetherit’shands-onexpertise,orhigher-

level skills like synthesizing information, fostering stakeholder trust, or developing

strategic direction. Will they be leading a team or working independently?

6. How will you collaborate with our team?

An independent professional needs to integrate quickly into your team. Cultural fit

and communication style are critical, as misalignment can exacerbate or create

issues. While many independent experts are experienced at adapting to new

teams,don’thesitatetoevaluatehowwellyoucommunicateandmeshwiththe

candidate.

7. What do you aim to achieve in the first two weeks?

This sets clear expectations for early progress and helps you assess if the

candidate’sprioritiesmatchyours.Lookforresponsesthatfocusonspecificinitial

goalsandtasksratherthanlong-termprojectoutcomes,whicharen’tlikelytobe

achieved so soon.

QUESTIONS TO IDENTIFY THE BEST FIT

PART 6

How to Manage

Independent Talent and

the Internal Teams

They Support

One of the greatest advantages of independent talent is their ability to

collaborate seamlessly with your existing team. However, managing

blendedteams—combininginternalandexternalresources—requiresa

thoughtful approach to ensure success.

Your in-house team is focused on their long-term career prospects,

exposed to internal politics, and possesses in-depth knowledge of your

organization, which may come with its own set of challenges.

On the other hand, independent professionals are focused on a specific,

short-termgoal.Theylikelyaren’tfamiliarwithyourcompany’s

processesunlessthey’veworkedwithyoubefore.Tomaximizethe

valueoftheirengagement,it’simportanttoensuretheycanwork

effectivelywithyourteam.Here’showtosetthemupforsuccess:

GUIDE TO WORKING WITH ON-DEMAND TALENT

PART 6:

HOW TO MANAGE INDEPENDENT TALENT AND THE INTERNAL TEAMS

THEY SUPPORT

CLARIFY POLICIES AND PROCESSES WITH ROBUST ONBOARDING

Logistics should be handled upfront. Clarify payment terms, and provide essential training,

documents, and resources to help them integrate quickly. A strong pre-onboarding package

should include:

• Technology requirements, such as laptops, server access, or building passes.

• Access to style guides, templates, internal tools, and systems.

• Payment terms, including invoice portals and PO requirements.

• Necessary corporate forms (e.g., security, NDAs, supplier codes).

Additionally, support your talent by ensuring timely access to data, regular meetings,

and feedback. Consider these points:

• Provide project-specific data within the first week.

• Schedule regular meetings with team members and stakeholders.

• Provide access to frameworks, timelines, and clear feedback on deliverables.



MAKE IT EASY FOR EVERYONE TO APPLY THEIR EXPERTISE

Clearly define roles so each person knows their contribution, preventing duplicate work. Start by

defining the mission, encouraging the team to connect and communicate. Help independent

professionals fit into day-to-day operations by introducing them to internal contacts and

explaining current processes.

Ensureyourinternalteamunderstandstheproject’simportanceandwhentheyshould

contribute. Support independent talent by being available for guidance and insight into the

company’snuances.

BE CLEAR ABOUT DELIVERABLES

Set clear timelines, milestones, and roles for everyone involved. Appoint a team lead and

maintain regular communication to confirm individual responsibilities as priorities evolve. For

complex, long-term projects, consider using a management framework like Agile to monitor

progress. Structuring contracts with milestones and dates helps track outcomes and manage

scope creep.

Maintain open communication beyond KPIs for ongoing feedback, and ensure alignment across

teams throughout the project.

GUIDE TO WORKING WITH ON-DEMAND TALENT

PLAN AHEAD

Assign someone to think about post-project steps. This is particularly important for blended

teams, as some members may leave after project completion. Plan for next steps by deciding

whether you need a detailed playbook or training materials to implement strategies. Also,

consider how to facilitate knowledge transfer to full-time employees.

Reengaging independent talent for future work can be beneficial, but secure their availability

early to avoid scheduling conflicts.

MAKE IT EASY FOR INDEPENDENTS TO HIT THE GROUND RUNNING

A detailed onboarding process is key to ensuring independent contractors can quickly deliver

value. Consider these factors in your plan:

• Facility and virtual access: Ensure they have the necessary credentials to access physical

or virtual spaces.

• Secure system access: Establish project security measures and information-sharing

protocols.

• Understanding company operations: Provide details about org charts, business

processes, templates, and cultural commitments to help them integrate smoothly.

• Key contacts: Share a list of key contacts and their titles so independent professionals know

whomtoapproachattheproject’sstart.

SHARE COMPANY-SPECIFIC BEST PRACTICES

Help executives understand how others in your company have successfully managed

independent talent. Share best practices and past experiences to promote strong team

dynamics and reduce institutional roadblocks. Highlight what first movers in your organization

have done to succeed with blended teams.

PART 6:

HOW TO MANAGE INDEPENDENT TALENT AND THE INTERNAL TEAMS

THEY SUPPORT

PART 7

Maximizing the Value

of Your Independent

Engagement

Whenworkingwithindependenttalent,don’tfocussolelyontheirday

rates. The value they bring extends far beyond their fees. In fact, the

impact of their work can deliver results long after their engagement ends.

To truly measure the return on investment (ROI) of independent talent,

focus on setting and tracking measurable goals, rather than comparing

their rates to traditional salaries that come with long-term commitments

andbenefits.Here’showtomaximizevalue:

GUIDE TO WORKING WITH ON-DEMAND TALENT

PART 7:

MAXIMIZING THE VALUE OF YOUR INDEPENDENT ENGAGEMENT

SET CLEAR KPIs

Establish specific, measurable goals at the start of the project.

While it might seem obvious, outlining key deliverables and milestones upfront, ideally in your

Statement of Work (SOW), ensures everyone is aligned. Clear communication of these goals

helps avoid misunderstandings and provides a concrete way to measure success and efficiency.

SCHEDULE WEEKLY CHECK-INS

Regular communication is essential for maintaining strategic alignment.

Consistent check-ins help keep the project on track. Make sure your independent talent knows

yourpreferredcommunicationmethods—whetheryoupreferemailupdates,quickcalls,or

texts—forprovidingfeedbackandreviewingdeliverables.

AVOID SCOPE CREEP

Whileyou’repayingfortheirtime,overloadingindependenttalentwithextrataskscandistract

them from delivering on core objectives.

Resist the temptation to justify costs by asking for additional work. Let them focus on the key

deliverables to get the best results.

LEARN AS YOU GO

Take advantage of informal check-ins to reassess progress and goals.

Unlike traditional consulting teams that work in isolation, independent professionals often

engage in ongoing, less formal conversations with clients. These frequent discussions can help

avoid pitfalls, leverage new insights, and make mid-course adjustments, improving the project

outcome.

ASSUME POSITIVE INTENT

Mistakes will happen, but they can lead to valuable insights.

Independent professionals may make smart mistakes or offer candid feedback that internal

teams might avoid. Instead of assigning blame, use these moments to reassess your approach.

Often, what appears to be a mistake can lead to breakthroughs.

BUILD A TALENT CLOUD

Develop a network of trusted independent professionals for future projects.

Having a roster of proven talent ready to go saves time on onboarding and ensures continuity.

PART 8

Successfully Wrapping

Up an Engagement

Whenaprojectends,itsimpactshouldcontinue.It’suptoyouandyour

team to build on the success achieved.

GUIDE TO WORKING WITH ON-DEMAND TALENT

PART 8:

SUCCESSFULLY WRAPPING UP AN ENGAGEMENT

PREPARE FOR THE POST-GAME

Planaheadfortheproject’sconclusion.Throughout the project, work with your independent

talent to outline what comes next. If necessary, extend the engagement to refine final details.

Consider keeping some talent on as part-time advisors or for future project support, ensuring a

smooth transition and continuity.

GET SMARTER FOR FUTURE ENGAGEMENTS

An open conversation at the end of the project helps identify areas for improvement.

Ask your talent for feedback on the project, your processes, and the organization. Key

questions include:

• Were the goals clear? A well-defined mission is essential to assess success.

• Did you have the necessary resources to succeed? Access to data, systems, and

stakeholders often dictates project success.

• Did you feel you made an impact? Your talent should clearly articulate the ROI they delivered

and offer insights on internal improvements.

• How can we best use your work moving forward? Leverage their expertise to develop

effective strategies for implementation or further analysis.

• Wouldyourecommendustootherindependenttalent?Honestfeedbackonyourcompany’s

attractiveness to talent is valuable for future engagements.

A strong project close sets the stage for future steps, and maintaining transparency allows for

ongoingimprovements.Therelationshipdoesn’tneedtoendwiththeproject;continued

conversations often lead to additional work. By staying in contact, you can build on the success

already achieved.

GUIDE TO WORKING WITH ON-DEMAND TALENT

ACCOMPLISH MORE WITH ON-DEMAND TALENT.

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interim executives with the skills you need to drive growth and capture opportunities.

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