Why Bench? | Scale faster with curated independent talent

Companies should strive to build an outstanding reputation within the freelance community.

Top talent is driven by quality work and self-motivated to excel for their clients.

Finding the right freelance talent may require compromises on seniority, quality, or contract length

To be a top choice for freelancers, employers need effective HR, hiring, and procurement processes.

Traditional hiring methods are inefficient for freelancers with limited time and multiple options.

Communicating with the right person is crucial in the hiring process.

Stakeholders seeking contract-based talent should make efficient use of freelancers' time

Employers should clearly define their expectations before starting the freelancer hiring process

With a well-defined value proposition and process, you can access top talent in ways others can't.

Not all organizations yet view independents as a crucial part of their talent composition.

Understanding independent talent's needs is crucial for aligning a brand and its processes.

To be freelancer-friendly, companies must clarify work scope, deliverables, hiring, and value.

Most independent professionals prioritise project scope over company brand value.

Talent-first companies must prioritise talent, regardless of their type of role.

Demand for independent professionals in non-core skills exceeds supply due to unorganized markets.

The future of independent hiring may lean towards a freelancer-first approach for companies

Long hiring cycles can compromise deliverables, making it practical to bring in independent talent

New generation is accustomed to use of technology, portfolio-type career & shorter work durations.

Accessing talent beyond geographical boundaries by remote, hybrid and independent work models

Independent work has grown into a professional segment in mature markets

It's crucial to define the scope for independents clearly to avoid shifting risk onto them

Independent professionals create a ripple effect in spreading knowledge among the team

Contract based hiring allows you to scale down unlike the permanent hiring model

Independent professionals deliver quality work, expertise, and focused execution

Contractor costs are comparable to employee expenses when factoring in employee benefits

Clients view the cost of salaries and the cost of contracts differently

DEI aids in building brand credibility and better employee performance

Diverse thinking and innovation have a profound influence on businesses

Employers, talent and corporate citizens benefit from these DEI aspects

Talent diversity and workplace access are among the critical issues in South Africa

Building inclusive workplaces with equal opportunities for all, free from bias

Independent talent reflects intangible diversity of thought

Assessing people based on the work as opposed to a JD

There's a parallel between people's relationships with their companies and devout sports fans

Mass redundancies gave people a chance to reflect and reassess their relationships

Employers were cautious about the independent talent segmet

Professionals today identify themselves with the skills as opposed to their employer

Companies need to acknowledge that independent talent is a different segment

Consulting firms understand what fair rates are

Consulting firms are proactively building up independent talent pools in future demand areas

Why consulting firms and independent talent work so well together

Independent talent can be utilised for shorter projects

Independent talent gives consulting firms the room to experiment

Independents feeling isolated

Invitations to social events are very important

Organisations can provide some solutions to independents

Model for independents to be paid at the end of the month