The once niche term 'Digital Transformation' has become the buzz word for all companies, big and small, as we move into what feels like an unprecedented time in the world of work. Companies are deciding how to best structure their business for short, medium and long-term success. 

For some, it will be business as usual. Back to the office, Monday morning meetings and gossip by the water-cooler. Others will be busy reshaping their teams with many hiring freelancers as part of revamped strategies to bring added value and fresh ideas to new and existing projects. At Freelancer Club, we've seen a huge uptake in demand for freelance talent and it looks set to continue. 
These new ways of working have been fundamental to the survival and success of many businesses. Hiring freelancers to plug skills gaps, provide expertise and creative ideas has become a key part of many businesses' digital transformation and will continue to do so going forward.

But what now? How can companies use what they've learned from the past year and set foundations that will incorporate a hybrid solution comprising of full-time, part-time and freelance teams? Practically, can they create processes that expedite the hiring process and develop methods to integrate flexible with permanent staff? More broadly, how can they establish ethical working practices that share the same values they promote?  

Founder of Freelancer Club, Matt Dowling, is now offering a complete consultative service for all companies who are motivated to do just that. 


1) Audit (evaluation)


An initial conversation with the company to discuss their current hiring setup, goals and objectives. We could send them a form to fill out prior to get an overview and then dig deeper on our call to explore the amount of work that is required. 


A formal, in-depth audit that includes a deep dive into their systems, conversations with their teams, a report outlining the gaps etc… This process could take a day for smaller companies up to weeks for corporates. It would be good to discuss the size and scope of a project we’re willing and able to take on. 


A much shorter ‘assessment’ version of the audit could be used as a marketing tool in the form of a free taster. 


2) Consultation 


Second phase discussions with their teams, immersive involvement in their processes, and recommendations to establish an internal hiring process that works with their existing framework. 


Using the 6 bullet points (or a version of them), we could highlight the areas that require work. Present them with our findings and recommendations and leave them to it. 


3) Coaching (sustain)

Take a hands-on approach and oversee the implementation of the recommendations, train their staff on various aspects etc… We would offer regular check-ins to ensure the system are working and being implemented in the real-world and adjust if necessary.