ConsultNetConsultNetConsultNetConsultNet
  • PARTNERSHIPS
    • WORKDAY
    • SALESFORCE
  • SOLUTIONS
  • ABOUT
  • INSIGHTS
    • BLOGS
    • CASE STUDIES
    • PODCASTS
  • SEARCH JOBS
    • WORKING AS A CONSULTANT
    • CAREERS WITH CONSULTNET
  • LOGIN

How Unfilled Technology Positions Undermine Your Strategy and Budget

    Home Blog How Unfilled Technology Positions Undermine Your Strategy and Budget
    NextPrevious
    business collaboration

    How Unfilled Technology Positions Undermine Your Strategy and Budget

    By Michael Berlin, SVP Direct Placement Solutions | Blog | Comments are Closed | 6 September, 2024 | 0

    In today’s fast-paced digital landscape, the success of your organization’s technology strategy hinges on having the right talent in place. However, unfilled technology positions can create significant disruptions—not just in strategy execution, but also in budget management. What is the true impact of unfilled technology roles, and how can you best balance your staffing approach to ensure your business thrives? 

     

    CONTRACTORS VS. FTES: PROS AND CONS 

    When it comes to filling technology roles, organizations often face the dilemma of choosing between hiring full-time employees (FTEs) or contractors. Each option has its own set of advantages and disadvantages, which can significantly impact both your strategy and budget. 

      • FULL-TIME EMPLOYEES (FTES): 
        Hiring FTEs offers long-term stability and a deep understanding of your company’s specific goals and challenges. These employees are more likely to be invested in your organization’s success, contributing not just to individual projects but to the overall culture and growth of the company. FTEs are often preferred for roles that require ongoing expertise, such as IT management, cybersecurity, or systems architecture.  However, hiring FTEs can be a time-consuming and expensive process. The recruitment process is often lengthy, requiring significant resources to find candidates who not only have the right skills but also fit within the company culture. Additionally, FTEs come with ongoing costs such as salaries, benefits, and training, which can strain your budget if not managed carefully. 

     

      • CONTRACTORS: 
        On the other hand, contractors offer flexibility and can be brought in to address specific, short-term needs. For example, during a cloud migration or software implementation, contractors with specialized skills can be hired for the duration of the project. This approach allows organizations to scale their workforce up or down quickly, depending on the demands of the project, without the long-term financial commitment associated with FTEs.
         
        Although contractors may not always have the same level of commitment to your organization as FTEs, they may lack the broader understanding of your company’s strategic goals, focusing instead on completing the task at hand. This can lead to a disjointed approach to technology projects, where short-term goals are met, but long-term strategy suffers. Additionally, relying heavily on contractors can lead to higher costs over time, especially if the same skill sets are needed repeatedly for different projects. 

     

    HOW OPEN ROLES CAN COST YOU A LOT OF MONEY 

    Unfilled technology positions can be a silent drain on your organization’s budget. The longer a critical role remains open, the more it can cost your company, both in direct and indirect ways. 

      • PROJECT DELAYS AND OPPORTUNITY COSTS: 
        When key technology roles go unfilled, it can lead to significant project delays. Whether it’s a delay in deploying new software, migrating to the cloud, or implementing security measures, these setbacks can have a ripple effect throughout the organization. Not only does this slow down your overall strategy, but it also results in lost opportunities. Competitors who are quicker to implement similar technologies can gain a market advantage, potentially costing your company both revenue and market share. 
      • INCREASED WORKLOAD ON EXISTING STAFF: 
        Unfilled roles often mean that existing staff must take on additional responsibilities, leading to increased workloads and burnout. This can result in decreased productivity, lower morale, and ultimately, higher turnover rates. The cost of replacing burned-out employees can be significant, not to mention the loss of institutional knowledge and the negative impact on team dynamics. 
      • BUDGET OVERRUNS: 
        As projects get delayed due to unfilled roles, budgets can quickly spiral out of control. Extended timelines often lead to additional costs, such as extending the contracts of temporary workers or paying for overtime. Moreover, delays in implementing cost-saving technologies can prolong inefficiencies, further straining the budget. 

     

    BALANCING TALENT ACQUISITION WITH STRATEGIC NEEDS 

    Unfilled technology positions can significantly undermine your company’s strategy and budget, but by carefully balancing your approach to staffing and considering direct hiring for key roles, you can mitigate these risks. Whether it’s through a mix of FTEs and contractors or by making strategic direct hires, ensuring you have the right talent in place is essential to driving your business forward. 

    In today’s competitive market, where technology is a driving force behind nearly every business strategy, the cost of unfilled roles is too high to ignore. By proactively addressing staffing challenges and optimizing your hiring processes, you can ensure that your technology strategy—and your budget—remain on track, positioning your organization for long-term success. 

    Employee Retention, IT, Recruiting Strategies, Business Insights, Workforce Solutions

    Michael Berlin, SVP Direct Placement Solutions

    Michael Berlin brings over 15 years of expertise in the IT services and solutions sector. A seasoned leader in direct placement, Michael is known for his strategic approach to developing and executing solutions that drive both business growth and client success. His leadership style is marked by a commitment to fostering excellence within his team and creating a culture of continuous improvement.

    Before joining ConsultNet, Michael spent 12 years at Randstad Digital, advancing to Senior Vice President of Permanent Placement. His background as a financial consultant and advisor, prior to his transition into staffing, provides him with a unique perspective that he leverages to create life-changing opportunities for candidates and value-driven solutions for clients. Michael is also a personal brand ambassador who prioritizes the growth and satisfaction of his team, partners, and clients, always striving to exceed expectations in the dynamic and competitive industry.

    More posts by Michael Berlin, SVP Direct Placement Solutions

    Related Posts

    • Michelle prince

      Own Your Career Journey: Insights from Dr. Michelle Prince 

      By Justin Priest, Chief Operating Officer  | Comments are Closed

      In the ever-evolving business landscape, accessing the right talent is pivotal to achieving success. Whether it’s about nurturing internal expertise, tapping into external resources, or acquiring specialized skills, the approach you take in acquiring talent can significantly impact your organization’s trajectory. In this comprehensive guide, we delve into the three primary strategies for acquiring talent: building, borrowing, and buying.

    • talent hiring https://www.vecteezy.com/free-photos/manpower

      Building, Borrowing, or Buying Talent: Which is Right for Your Business

      By Justin Priest, Chief Operating Officer  | Comments are Closed

      In the ever-evolving business landscape, accessing the right talent is pivotal to achieving success. Whether it’s about nurturing internal expertise, tapping into external resources, or acquiring specialized skills, the approach you take in acquiring talent can significantly impact your organization’s trajectory. In this comprehensive guide, we delve into the three primary strategies for acquiring talent: building, borrowing, and buying.

    • erin fair

      Transforming Learning and Business with Gamification: Insights from Erin Fair

      By Justin Priest, Chief Operating Officer  | Comments are Closed

      In the ever-evolving business landscape, accessing the right talent is pivotal to achieving success. Whether it’s about nurturing internal expertise, tapping into external resources, or acquiring specialized skills, the approach you take in acquiring talent can significantly impact your organization’s trajectory. In this comprehensive guide, we delve into the three primary strategies for acquiring talent: building, borrowing, and buying.

    • workplace

      Strategies for Upskilling and Reskilling the Workforce

      By Jennifer Roddy Selden, SVP of Commercial Growth | Comments are Closed

      The rapid digitization of the workplace has exposed a significant skills gap, leaving many organizations struggling to find employees with the necessary technical expertise to thrive in the digital age. To tackle this challenge head-on, businesses must prioritize upskilling and reskilling their existing workforce.

    • busy in-person office

      Is Full-Time Office Work Making a Comeback?

      By Michael Berlin, SVP Direct Placement Solutions | Comments are Closed

      The landscape of work in the tech industry has never been more complex or more hotly debated. Over the years that I have been in IT staffing and solutions, I’ve seen companies swing from rigid office-based structures to full-fledged remote teams, and now, many are trying to find a middle ground. 

    NextPrevious

    CATEGORIES

    All Insights
    Blogs
    Case Studies
    Tech On Tap Podcast

    TAGS

    Artificial Intelligence (AI)
    Business Insights
    Digital Transformation
    Employee Retention
    Industry Trends
    IT
    Nearshore
    Recruiting Strategies
    Skill Development
    Workforce Solutions

    WHAT WE DO

    • IT TALENT AND SOLUTIONS
    • DIRECT PLACEMENT SOLUTIONS
    • NEARSHORE SOLUTIONS
    • SALESFORCE SOLUTIONS
    • OMNIMEDIA SOLUTIONS
    • SEARCH TECH JOBS
    • INTERNAL ROLES

    WHERE TO FIND US

    CORPORATE HEADQUARTERS
    10813 South River Front Parkway
    South Jordan, UT 84095

    STAY IN TOUCH

    PHONE: 801.208.3700

    LOCATIONS

    California
    New York
    Texas
    Utah
    Virginia | Metro D.C.
    Guadalajara, Mexico

    © 2025 ConsultNet | All Rights Reserved
    • PARTNERSHIPS
      • WORKDAY
      • SALESFORCE
    • SOLUTIONS
    • ABOUT
    • INSIGHTS
      • BLOGS
      • CASE STUDIES
      • PODCASTS
    • SEARCH JOBS
      • WORKING AS A CONSULTANT
      • CAREERS WITH CONSULTNET
    • LOGIN
    ConsultNet