Vikash Sharma’s Post

Happy October 1st! 🎉 As we kick off the month, I want to dive into a topic that comes up often when companies are ready to scale their dev teams: in-house vs. outsourcing. It's a tricky decision, but one that can shape your company's future. So, here are 7 key things to think about when you're growing your team: ⏳ Hiring Speed: Time is money. The faster you hire, the faster your project takes off. Delays in hiring can slow everything down. 🔄 Flexibility to Scale: Outsourcing gives you the freedom to scale your team up or down depending on project demand, so you’re not stuck with high overhead during slower times. 📅 Short-term Projects: For quick, short-term projects, hiring and onboarding might feel like overkill. Outsourcing can save you time (and headaches). 🎯 Specialized Talent: Need a unicorn with niche skills? Outsourcing can connect you to that expertise faster than a long recruitment process. 🧠 Knowledge Transfer: Ever lose key team members and feel like you’re starting from scratch? Proper documentation is a must to avoid knowledge gaps, but it’s often easier said than done. 👀 Keeping an Eye on Things: Managing new team members, whether in-house or outsourced, means keeping a close watch on timelines and quality. 🚀 Fresh Perspectives: An external team can inject fresh ideas and move the needle faster, letting your internal team focus on what they do best. Still unsure which route to take? We’ve got specialists ready to help you make the right call! #ITHiring #Outsourcing #InHouseTeam #TechTalent #ProjectManagement #BusinessGrowth 💡 Let’s make October your month to scale smart! 👏

Last month, I took a leap of faith and resigned from my full-time position to embrace a new path as a fractional enablement leader. I’ve felt the shift was right (energetically and professionally), but being the pragmatist I am, I ran a few numbers to back it up. Decided to publicly share my findings. Here are a few key economic comparisons worth highlighting: The full time investment: Hiring a full-time enablement executive comes with an annualized cost of $276K-$474K (according to Glassdoor - see screenshot). That's a hefty commitment—especially when factoring in onboarding costs, long-term retention, and - if it turns out the fit isn’t right - the costs of termination. The 'fractional' alternative: A fractional executive on an advisory or per-project basis typically ranges from $175K-$225K (annualized, depending on scope). Plus, contracts can be flexible, often spanning 3, 6, or 9 months, based on actual need. And if priorities shift, it’s straightforward to either end or extend the engagement, saving time and resources. Focused expertise and impact: The real difference is in how fractional roles are structured. A full-time executive will naturally spend 40+ hours a week, often divided across various tasks. A fractional executive, on the other hand, is there to deliver focused, high-value impact on specifically outlined strategic priorities—no filler, no frills. After crunching these numbers, I’m even more confident in the value a fractional expert brings to an organization. I see this model as the future of work- beneficial for clients who want fast and experienced results, without the traditional barriers of overhead costs. If you’re considering an agile approach to senior talent, fractional could be worth exploring. Enjoy the numbers—hope they’re as helpful for you as they were for me!

I've noticed a worrying trend recently in speaking with product people. There's a lack of understanding between IC's & C-suite. PM's are frustrated with poor processes but feel like they have no impact on decisions. C-Suite have control of budget but don't understand how frustrated PM's are. The result? No change. I get it; budgets are tight and no-one wants to risk their job by asking for change. But the impact of poor processes is huge: - More stress - Less autonomy - Wasted resources - Missed opportunities - Failed product launches Someone has to take responsibility. And whether it's top-down or bottom-up, change needs to happen. p.s. Payscale found 66% of Sr. PM's are considering quitting their jobs. Andrea Saez wrote a great article about why: https://lnkd.in/eJ3nKHPB

You’re pushing to scale, but instead of moving faster, everything’s slowing down. The core team is stretched too thin—product delays, service backlogs. You spend too much time spent on admin work, context switching. You hire more people for delivery. But the workload keeps piling up. Sound familiar? Here’s the thing: the real bottleneck isn’t always a lack of people in your core team—it’s that your key players are tied up with tasks outside their zone of genius. The fix: - Hire or outsource in areas like HR, marketing, finance or project management—these roles free up your core team to focus on what they do best. - Have these folks streamline the “invisible” but essential tasks that keep your business running, so your core team can double down on product or service delivery. Scaling isn’t just about adding more people to your core team—it’s about freeing up the people you already have by bringing in support where it matters. Who was the most impactful hire you’ve made to support your business growth? Then it's all #upandtotheright Jim 🚀

Ensure success and peace of mind for your IT projects with InfoTech's management experts. Our seasoned professionals will guide your projects to the next level, delivering results with precision and efficiency. Partner with us and experience project management excellence. Tags:  #innovation #digitalmarketing #culture #hiring #staffing #ITresources

More and more companies are ditching "jobs" and are getting more work done. Sounds hard to believe - but this is a proven benefit of skills-based organizations. Organizations hire individuals and assign work based on unique skills, competencies, and potential, over ‘traditional’ criteria like job titles. Ultimately, this helps deliver high-quality work and drive adaptability and buy-in across the #frontline. When you shift the focus from job titles to skills, you’re hiring based on a person’s capability to get the job done. You’re also promoting a culture of flexibility, agility, and innovation. Bonus? It also makes you 98% likely to retain high performers (and to have a reputation as a great place to grow and develop).

Elevate your projects from good to great with proven strategies and techniques. Our guidance transforms vision into success. Achieve project goals efficiently with our expertise. Partner with InfoTech and unlock your projects' potential today. Tags:  #innovation #digitalmarketing #culture #hiring #staffing #ITresources #projectmanagement

⏰ “Must have X years of experience” is outdated. It’s a lazy default in job descriptions—and it’s time we rethink it. Here’s the truth: Judging someone based on time alone is flawed. Some professionals achieve more in 2 years than others do in 10. They should be recognized for that. High performers aren’t defined by the clock. They’re defined by their impact. Instead of focusing on years, focus on: 1️⃣ Skills What skills have they developed? How have they applied those skills in real-world situations? 2️⃣ Results What measurable achievements do they have? Can they demonstrate their ability to deliver? 3️⃣ Attitude Are they adaptable, driven, and eager to learn? These qualities often outweigh just experience. Hiring based on years of experience: Misses out on fresh, innovative talent. Favors time served over actual impact. Hiring based on skills, results, and attitude: Brings in individuals who add value from day one. Builds a diverse, high-performing team. Time alone doesn’t guarantee high performance. Focus on what truly matters—impact. 💬 Do you agree? Share your thoughts below! ⬇️ ♻️ Repost to spread the message. #Hiring #TalentAcquisition #SkillsOverExperience #CapitalNexus #WorkplaceInnovation #PerformanceOverTime

📊 Is your organisation spending too long on hiring? You’re not alone.   “On average, organisations spend 5.4 months on hiring, with 64% of them requiring over four months to fill open positions. For 33% of organisations, this process extends beyond seven months, and the trend seems to be getting worse compared to 2023, when the average time to hire was 4.6 months”   The challenges of lengthy hiring cycles go beyond simply losing time: they often lead to missed opportunities, increased project delays, and a significant strain on existing teams who bear the additional workload. In today’s fast-paced business environment, waiting half a year to onboard new talent isn’t sustainable.   At Hatch Digital, we’re changing the game with our Hire & Train Solution. By focusing on individuals with transferrable skills and the potential to grow, we’re able to bring talent on board swiftly, while providing specialised training to align with your specific needs. This approach not only cuts down the time to hire and ensures a tailored fit for your business, but also diversifies your workforce.    It’s time to rethink recruitment for diversity, innovation, and growth. Let’s move faster, together.   #Hiring #Techtalent #Hireandtrain #Talentacquisition #Diversityintech

The Top 3 Mistakes CEOs Make When Hiring VAs As a CEO, hiring a Virtual Assistant (VA) can revolutionize your productivity. However, common mistakes can lead to frustration and inefficiency. Mistake #1: Lack of Clear Expectations - Not defining tasks and responsibilities - Unclear communication channels - No clear goals or objectives Solution: Create a comprehensive job description, outlining tasks, expectations, and Key Performance Indicators (KPIs). Mistake #2: Insufficient Training and Onboarding - Not providing necessary tools and resources - Inadequate training on company processes - No clear feedback mechanisms Solution: Develop a structured onboarding process, including training sessions, documentation, and regular check-ins. Mistake #3: Misaligned Skills and Expertise - Hiring a VA without relevant experience - Not assessing technical skills - Overlooking cultural fit Solution: Clearly define required skills and expertise, conduct thorough interviews, and assess cultural fit. Avoid these mistakes and: Boost VA effectiveness Enhance productivity Drive business growth Share Your Experience: What mistakes have you made when hiring VAs? How did you overcome them? Share your insights in the comments! #VirtualAssistant #CEOSupport #HiringMistakes #ProductivityHacks #BusinessGrowth