How to Hire a Consultant

Does any of this sound like you?

• Our team’s capacity is maxed out and there’s still so much to do
• We need an outside perspective
• Our HR VP is going on parental leave
• My company doesn’t have the expertise to get this project done
• Our CFO unexpectedly resigned
• We’re a startup and we need to get smart about HR
• We’re unsure if we should hire a full-time employee right now

Get to know today’s professional consultants

For some of today’s most senior and specialized professionals, consulting is a flexible and lucrative career choice. They’re former c-level execs, VPs, and subject matter experts. With their sought-after skills, these in-demand consultants are ready to jump into crisis situations, take on tough challenges, or lead a team. Today’s consultants have been in your shoes. In fact, they might be your former colleagues.

For senior practitioners, consulting is a great way to use their skills and make a difference—while being their own boss. Most are corporate veterans who want variety, better work-life balance, and the ability to choose their projects. They get the career they want, with the ability to work whenever, wherever, and how much they want. Additionally, many consultants say their pay exceeds their compensation at previous permanent roles.

Check out these stats about freelancing and consulting in the U.S. Highly skilled professionals are gravitating to freelancing

Highly skilled professionals are gravitating to freelancing

• 53% of freelancers provide skilled services such as business consulting, IT, and marketing (up from 45% in 2019).
• 51% of workers with postgraduate degrees are freelancers (up 6% since 2020).

It’s a career choice …

• 70% of independent contractors said they are working as contractors by choice.
• 48% already see it as both a full-time and long-term career opportunity.
• 59% of freelancers believe they are making more money freelancing than they would in a traditional role.

And a lifestyle choice

• 84% of freelancers are living their preferred lifestyle, as opposed to 54% of traditional employees.
• 60% say that there is no amount of money that would convince them to take a traditional job.
• 86% of freelancers think that the best days for freelancers are yet to come.

10 great reasons to hire a consultant

1. Speed: When you need to get something done fast, you need experienced, knowledgeable people. With seasoned consultants, you don’t have to spend weeks handholding, training, or onboarding. They hit the ground running and add value immediately.
2. Expertise: If your existing team is missing critical skills, a consultant with subject matter expertise can be the perfect fit. Whether you need a one-time expert opinion or you need to build an entirely new skillset within your organization, a subject matter expert can cultivate the know-how you need.
3. Affordability: Although you may pay more per hour for a consultant, your overall costs will probably be less. You don’t have to withhold taxes, pay unemployment, provide healthcare benefits, or fund training/development. You only pay for the work you need done.
4. Interim leadership: When a leader leaves, takes a leave of absence, or changes positions—the whole team is impacted. It’s important to have an experienced leader who’s ready to manage, mentor, and evolve the team.
5. Role definition: No use hiring a permanent employee for a role that’s in flux. A consultant can help you define the role you need and create a job description to help you find the right permanent resource.
6. Extra capacity: Big projects or big challenges can overwhelm your team. If you need some extra hands on deck, professional consultants can help your team shoulder the load.
7. Problem-solving prowess: Got a tough problem to solve? Bring in someone who has “been there, done that.” An experienced consultant has likely worked in a variety of organizations, industries, and project teams. They will help you clearly identify the problem and come up with creative solutions to solve it.
8. Change/transition help: Times of change are critical for businesses. When you’re in a transition, a knowledgeable consultant can help you steady the ship. Consultants can provide confidence with insights, ideas, and processes that have worked in similar situations.
9. Objective analysis and decisions: As outsiders, experienced consultants can often identify opportunities and eliminate blind spots in your organization. They look at your business in new ways and without bias.
10. Growth and innovation: Creating a new subsidiary? Establishing a new team? Want to launch a new product When a business starts something new, there’s a lot of work to do. Consultants can help you get your initiative set up and started. Then, they’ll prepare for a seamless transition to the permanent team and set them up for future success.

MYTH: Consultants are expensive
Not always. Effective, rewarding consulting engagements can be tailored to almost any budget.

MYTH: It takes too much time to onboard a consultant
It’s the opposite. Experienced consultants are pros at hitting the ground running—they often add value on day one.

MYTH: Consultants only work on prestigious projects
Nope. Consultants can fill day-to-day roles, allowing your employees to work on special projects and meaty initiatives.

MYTH: Consultants aren’t as dedicated as employees
False! Consultants want to make a difference (and their careers depend on referrals)—so, they go the extra mile.

MYTH: If you need a consultant, your team is doing something wrong
No way. Even the most successful teams hire consultants when they need temporary extra capacity, specialized skills, or a new perspective.

MYTH: Consultants take their knowledge with them when they leave
Not at all. Good consultants leave client teams with the knowledge they need for future success.

MYTH: Consultants only work for big companies
Incorrect. Consultants help organizations from startups and family businesses to Fortune 100 companies.

MYTH: Consultants want to take employees’ jobs.
Not likely. Most consultants choose a consulting career for the flexibility and variety permanent roles don’t offer.

Choose the right consultant(s) for your engagement

You don’t need just any consultant; you need the right consultant for your engagement. (You might even need more than one.) Finding the right consulting match requires preparation.

First: Define your business needs

Start your consultant search by creating an initial definition of the engagement. While the details may change over time, you need a starting point that includes:

• The challenge(s) and expected outcome(s)
• Skills required
• Budget and timing
• Workplace parameters (e.g., in-person, remote, hybrid)
• Duration and hours per week (e.g., a few hours a week for a month or a full-time, year-long commitment)

Second: Questions to ask consultants before hiring

Choosing the right consultant is about asking the right questions. Ask candidates questions, such as:

• Do you have the proven ability to do the work (e.g., do you have references or past work examples)?
• Do you have the problem-solving acumen and ability to innovate?
• Do you have broad knowledge, a specific area of expertise, or both?
• Can you quickly create trusted relationships and gain people’s confidence?
• Are you able to communicate complex concepts quickly?

Timing, budget, and availability

• What are your rates?
• How do you prefer to bill for your work (e.g., hourly rate, per project, fixed fees, retainer, etc.)
• What is your availability? When could you start?
• How much time can you commit to us?

Culture fit

• Are your values aligned with our team’s?
• Is your workplace/workstyle compatible with ours’?
• What could the consultant add to your team culture?
• Do you collaborate with others effectively, including listening and taking feedback?

How to successfully work with a consultant

When consulting goes well, it’s a mutually beneficial experience. Both the organization and the consultant grow, learn, and succeed. But that partnership takes effort from the consultant and the organizational representatives.

Prepare your team in advance

Consultants are generally exceptional relationship builders. But it helps if you—the project sponsor—give any impacted teams a heads-up before the consultant arrives. Why? When consultants appear without warning, it can cause stress and fear for other team members. They might worry the consultant is going to take their job or “come in and change everything.”

To get ahead of this concern, provide an overview of who the consultant is, why they’re coming, and what you hope the engagement will accomplish. Talk, specifically, about how the consultant will benefit the team (e.g., reducing their workload or increasing their knowledge).

Hiring a consultant: How to start off strong

At Salo, we often say our consultants can “hit the ground running.” Career consultants are pros at acclimating quickly, but they need a little help from you to get started. (Check out our “Onboarding Checklist” below.)

To help your consultant start adding value on Day 1:

• Get technology set up, security clearances, and paperwork done in advance.
• Have a kick-off meeting to reiterate the scope of work and any other expectations.
• Introduce the consultant to the team and set up 1:1 meetings with key colleagues.
• Provide a list of go-to people that the consultant can contact for quick questions and clarifications.

Note: If your consultant is working remotely, ask if they are open to meeting the team in person at the beginning of the engagement to establish some relationships quickly. While an in-person visit isn’t necessary, it can make the onboarding and teambuilding aspects easier.

Work together effectively

Managing consultants is similar to managing most employees. The partnership works best when you:

• Make your consultant part of the team. Treat your consultant like an employee. If there’s an all-employee meeting or employee happy hour, include your consultant. Especially on long engagements, consultants are invested in your success and want to build relationships with your team. The more integrated they are, the more value they can create.
• Have regular check-ins. Consultants can do a lot on their own, but if you really want to see “the magic happen” it helps to meet regularly with your consultants. Regular (preferably weekly) check-ins are key to the success of
  the engagement. They help you gauge your consultant’s progress. Finally, check-ins provide a regular opportunity for the consultant to ask for help, information, or feedback.
• Be honest and open about your organization. Consultants are here to help your organization succeed, but they can’t do that if you’re not telling them the whole story. Make sure the consultant has the context they need (warts and all) to do their job.
• Stay open-minded about what consultants tell you. Consultants see your organization with fresh eyes. That means they have insights you might have never noticed. Use that knowledge to your advantage. For example, they might see an employee with talents you didn’t know about or a process that could work better. You’re paying for a consultant with expertise gained from moving from organization-to-organization—use that knowledge!

Expert help is just a chat away

Have a tough challenge? Need an extra pair of hands? Looking for interim leadership? At Salo, we’ve got you covered. And the process couldn’t be easier. We have vetted, expert finance, accounting, and HR consultants ready to help your team succeed. Just contact us at hellosalo.com/client-contact/ to discuss your needs, and we’ll find the right consulting experts for your situation.