The flexibility that on-demand talent offers companies to get work done is undeniable; however, figuring outwhat type of external talent you need can sometimes be tough. Should you hire an individual freelance superstar, assemble a micro-agency dream team, or bring in someone to be part of the squad long-term? It’s not always clear-cut. Some decisions are obvious, but plenty of others live in that tricky gray zone where a few key factors can tip the scales.
In this guide, we’ll look at five talent model hiring decisions and the essential considerations for selecting each.
Understanding the Two Core Needs
Before we go into the hiring decisions, it’s important to first determine if you have a project-based need or a staffing need.
Project-Based Work: Ideal for specialized, point-in-time needs like campaign launches, website builds, and capacity support for seasonal bursts. These are typically fixed-fee or retainer contracts where deliverables can be defined.
Staffing: Best for longer-term roles that mimic full-time or part-time employee functions, such as marketing operations or social media management. This is often tied to staff augmentation or leave coverage (e.g., maternity leave). It can also be used to manage through hiring freezes. It’s typically billed on a time & materials (T&M) basis.
When the Core Need is Project-Based
Option 1: A Freelancer with Specialized Expertise
Best for: Projects with well-defined deliverables that require a specific skill set, such as copywriting, design, or paid media management.
Duration: Short-term – Typically project-based or temporary.
Level of Specialization: Specialized – Requires a niche skill set.
Resource Management: Minimal – talent self-manages based on defined deliverables.
Resource Makeup: Singular role – One freelancer handling the task.
Scope: Clear deliverables – Defined project goals and outputs.
Option 2: A Freelance Team or Micro Agency
Best for: Multi-faceted projects requiring collaboration across different disciplines, such as website development or campaign execution.
Duration: Short-term – Engagements typically last a few weeks or months.
Level of Specialization: Specialized – Requires expertise across multiple skill areas.
Resource Management: Minimal – talent self-manages based on defined deliverables.
Resource Makeup: Multi-discipline – A small team with complementary skills.
Scope: Clear deliverables – Well-defined objectives and outcomes.
Option 3: An Agency or Wripple Studios
Best for: Large-scale initiatives where you need a high level of expertise without direct management of individual talent, like hiring an outside firm to take on the work.
Duration: Short- or long-term – Can be a short tactical project or a longer, ongoing engagement.
Level of Specialization: Can range from specialized to broad, full-service needs.
Resource Management: Included – Agency or Wripple manages.
Resource Makeup: Multi-discipline – A fully integrated team.
Scope: Clear deliverables – Comprehensive project goals and execution.
When the Core Need is Staffing
Option 1: A Freelancer (Time & Materials) for Short-Term Needs
Best for: Temporary or project-based work where deliverables may evolve.
Duration: Short-term – Typically used for quick-turn projects or ongoing needs.
Level of Specialization: Specialized – Requires a focused skill set.
Oversight: You or your team will provide direction and oversight.
Resource Makeup: Singular role – One freelancer handling tasks as needed.
Scope: Evolving deliverables – Work may shift based on project needs.
Option 2: A Contractor for Medium to Long-Term Needs (Potential Contract-to-Hire)
Best for: Longer-term engagements with the option to transition to a full-time role.
Duration: Medium- to long-term – Can range from several months to a year or more.
Level of Specialization: Either – May require niche expertise or a broader skill set.
Oversight: You or your team will provide direction and oversight.
Resource Makeup: Singular role – A dedicated contractor filling a specific need.
Scope: Evolving deliverables – Work scope may shift over time
Want a quick guide? We have charts!
A Note About Budgets: We would be remiss if we didn’t mention the budget. This always plays a role in the decision in some way because it’s almost always a constraint. For this reason, we don’t include it as a factor.
Practical Takeaways
By considering these factors, marketing leaders can make informed decisions that balance cost, efficiency, and outcomes. Remember that these frameworks outline the most likely decisions, but unique circumstances like internal expertise can shift your approach.
To learn more about any or all of these solutions, contact your Wripple Client Lead, or request a demo.
The flexibility that on-demand talent offers companies to get work done is undeniable; however, figuring outwhat type of external talent you need can sometimes be tough. Should you hire an individual freelance superstar, assemble a micro-agency dream team, or bring in someone to be part of the squad long-term? It’s not always clear-cut. Some decisions are obvious, but plenty of others live in that tricky gray zone where a few key factors can tip the scales.
In this guide, we’ll look at five talent model hiring decisions and the essential considerations for selecting each.
Understanding the Two Core Needs
Before we go into the hiring decisions, it’s important to first determine if you have a project-based need or a staffing need.
Project-Based Work: Ideal for specialized, point-in-time needs like campaign launches, website builds, and capacity support for seasonal bursts. These are typically fixed-fee or retainer contracts where deliverables can be defined.
Staffing: Best for longer-term roles that mimic full-time or part-time employee functions, such as marketing operations or social media management. This is often tied to staff augmentation or leave coverage (e.g., maternity leave). It can also be used to manage through hiring freezes. It’s typically billed on a time & materials (T&M) basis.
When the Core Need is Project-Based
Option 1: A Freelancer with Specialized Expertise
Best for: Projects with well-defined deliverables that require a specific skill set, such as copywriting, design, or paid media management.
Duration: Short-term – Typically project-based or temporary.
Level of Specialization: Specialized – Requires a niche skill set.
Resource Management: Minimal – talent self-manages based on defined deliverables.
Resource Makeup: Singular role – One freelancer handling the task.
Scope: Clear deliverables – Defined project goals and outputs.
Option 2: A Freelance Team or Micro Agency
Best for: Multi-faceted projects requiring collaboration across different disciplines, such as website development or campaign execution.
Duration: Short-term – Engagements typically last a few weeks or months.
Level of Specialization: Specialized – Requires expertise across multiple skill areas.
Resource Management: Minimal – talent self-manages based on defined deliverables.
Resource Makeup: Multi-discipline – A small team with complementary skills.
Scope: Clear deliverables – Well-defined objectives and outcomes.
Option 3: An Agency or Wripple Studios
Best for: Large-scale initiatives where you need a high level of expertise without direct management of individual talent, like hiring an outside firm to take on the work.
Duration: Short- or long-term – Can be a short tactical project or a longer, ongoing engagement.
Level of Specialization: Can range from specialized to broad, full-service needs.
Resource Management: Included – Agency or Wripple manages.
Resource Makeup: Multi-discipline – A fully integrated team.
Scope: Clear deliverables – Comprehensive project goals and execution.
When the Core Need is Staffing
Option 1: A Freelancer (Time & Materials) for Short-Term Needs
Best for: Temporary or project-based work where deliverables may evolve.
Duration: Short-term – Typically used for quick-turn projects or ongoing needs.
Level of Specialization: Specialized – Requires a focused skill set.
Oversight: You or your team will provide direction and oversight.
Resource Makeup: Singular role – One freelancer handling tasks as needed.
Scope: Evolving deliverables – Work may shift based on project needs.
Option 2: A Contractor for Medium to Long-Term Needs (Potential Contract-to-Hire)
Best for: Longer-term engagements with the option to transition to a full-time role.
Duration: Medium- to long-term – Can range from several months to a year or more.
Level of Specialization: Either – May require niche expertise or a broader skill set.
Oversight: You or your team will provide direction and oversight.
Resource Makeup: Singular role – A dedicated contractor filling a specific need.
Scope: Evolving deliverables – Work scope may shift over time
Want a quick guide? We have charts!
A Note About Budgets: We would be remiss if we didn’t mention the budget. This always plays a role in the decision in some way because it’s almost always a constraint. For this reason, we don’t include it as a factor.
Practical Takeaways
By considering these factors, marketing leaders can make informed decisions that balance cost, efficiency, and outcomes. Remember that these frameworks outline the most likely decisions, but unique circumstances like internal expertise can shift your approach.
Companies
Ready to start managing your freelancers as an ongoing strategic part of your organization’s holistic workforce? Schedule a demo today.
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