Flexible Workforce

Companies plan as though workload is constant, and consequently rely primarily on a fixed workforce. Yet the market continually fluctuates, so we're chasing a continuously variable demand. Because firms try to apply a permanent solution to a variable problem, they frequently reorganize with cycles of hiring and layoffs that inhibit growth, jeopardize company culture, and leave them vulnerable to disruption. We assume this is just how business operates, It doesn't have to.

Companies plan as though the workload is constant.
Firms plan as though workload is constant.

The High Cost of Standing Workforce

When too many of your workforce are permanent W-2 employees, you sever the relationships as your needs shift. When you need them again, you reach out to the market and recruit, paying recruiting costs repeatedly to access the same talent. By contrast, with vendors and suppliers, you place orders when needed without engaging them continuously to maintain the relationship. Consultants are loyal to execution and the project, and that's what our corporate clients seek.

Variable Workload, Fixed Workforce

Depending on the market and timing, you either have more people than you need or not enough. You've got a variable workload and a fixed workforce. That's the problem. The workload is variable; it's never flat. What customers want, and the volume of orders a firm takes, is constantly changing and fluctuating. What if you could see things others cannot? What if you could do things others cannot? What if you could match workforce to workload all the time? Meet the Flexible Workforce ™.

Variable workload - fixed workforce = the problem.
Workload is always variable, yet workforce is fixed.

The Permanent Talent Network

Permanent employment is actually a transaction. A permanent employee leaves, takes another job, and their talent is no longer available to us. With a robust set of consultant relationships, you can engage a much broader range of talent inputs as needed. You maintain a permanent talent network with every contingent worker as though they were a supplier, without engaging any of them continuously. In that situation, you're not losing your institutional knowledge; it stays with them, and the relationship stays with both of you. And that makes it much faster to re-engage with the same number of positions and costs.

Defining the Modern Organization

With variability in economic cycles accelerating, uncertainty is at an all-time high, yet we know there will be peaks and valleys. The critical question is how you define your organization. Who embodies your core expertise/leadership, and who are the practitioners that support the mission? Which roles rarely change because they are so crucial to the permanent function of the org that they need to be permanent? Which are susceptible to variable demand and would be better as contingent roles accessed when demand is high and scaled back during lulls? 


Contingent vs. permanent roles . . .
Which roles really need to be W-2?

Extraordinary Competitive Advantage

Immense company overhead can be liberated by treating employment as a variable rather than a permanent asset. In a flexible workforce™, W-2 employment is reserved for certain critical functions, while on-demand relationships become normative for the company's broader talent network. The result is an extraordinary competitive advantage and preparation for uncertainty. Organization leaders and investors are free to pursue new opportunities with fewer roadblocks to evolving, ongoing support of more precise talent requirements, greater resilience to shifts in marketplace demand, and a smoother ability to respond to the emergence of disruptors.

Roadmap to the Flexible Workforce

What we show you in the roadmap to the flexible workforce is that you want to maintain an ongoing relationship with consultants and re-engage them over and over. We want you to schedule a workforce assessment with us, and we will show you how to execute the ideas that we're presenting, seize a competitive advantage with Free Agent Source.

Match workforce to workload ALL the time.
Match workforce to workload ALL the time.


Start With a Project

Experience business agility at the diamond
tipped point of moving current goals to "done".

Start with the Workforce

Make your company or division cost-effective,
ready for any uncertainty, and responsive to change.

Let's Have a Conversation

FAS would like to meet with the leaders and/or investors driving your organization to unparalleled prosperity in a new era of work. Let’s get a Zoom meeting with your key stakeholders and place your goals at the pinnacle of your operational structure.

Alternately, we can work with one leader and perform a Workforce Agility™ assessment leading to a Workforce Flexibility™ roadmap to identify the components of your organization or division ripe for the next step in practical evolution, plan and most importantly execute on bringing that transformation into being.


Continuously align workforce with workload.

We’re interested in companies who want to BE the next disruptors in their industries by putting their talented professionals on a new footing for sustainable growth in the coming decades, able to thrive in uncertainty and succeed on the vision of company founders.

FAS Production by Ty Leisher.