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Why we help

Talent scarcity

It’s no secret that top talent is getting harder to find. The need to compete for much sought-after employees is resulting in long term vacancies, crippling fixed salary increases, and additional pressure on existing teams.
Leaders are looking to new and emerging talent pools, such as independent talent and the professional gig economy, to access talent that is not available through the traditional employment model.


Dynamic environment

The static organisational model with a fixed head count and capability mix doesn't make sense in this dynamic world.  It hampers performance, slows down organisational responsiveness and overworks people during peak periods.
Today,  leaders are building more nimble organisations that are intentionally designed to flex up and down, augmenting the workforce around business needs and the complex operating environment. And this is what we are all about.​


Professional gig economy

Experienced professionals are reflecting on their strengths, the work that fills their bucket, and their lives outside of work, and reconsidering the work model that best meets their need.

For some, this means waving goodbye to traditional employment and embracing gig-based work and a portfolio career. This talent segment cannot be accessed through traditional talent strategies and activities.

of executives say that access to talent is their most critical growth driver in 2022 (PWC, 2022)


of business leaders say that flexible talent is somewhat or very important to their organization’s future competitive advantage (HBS, 2021)


Over half of the US workforce is expected to be doing gig based work by 2027. (Stastica, 2022)


Talent scarce
Prof gig eco

The shift from Talent Acquisition to Talent Access isn't semantics, it’s strategic.​

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