--- title: "Flexible Hiring: What’s the Right Model for Your Business?" description: "Flexible hiring explained: discover part-time, fractional, and fixed-term models to help you reduce risk, control costs, and access experienced talent." image: https://www.ten2two.org/hubfs/Flex%20hiring%20-%20right%20model%20for%20your%20business%20-%20blog%20image.png --- [![logo](https://www.ten2two.org/hubfs/Ten2two_2023/Images/General/logo.svg)](https://www.ten2two.org/) - [Why Us](https://www.ten2two.org/why-us) - [Our Team](https://www.ten2two.org/why-us#team) - [Our Story](https://www.ten2two.org/why-us#story) - [B-Corp](https://www.ten2two.org/a-commitment-to-purpose-beyond-profit) - [Employers](https://www.ten2two.org/employers) - [Flexible Options](https://www.ten2two.org/flexible-options) - [Business leaders](https://www.ten2two.org/employers/perfect-partner-for-business-leaders) - [HR Teams](https://www.ten2two.org/employers/complementary-fit-for-hr-teams) - [Process & Fees](https://www.ten2two.org/employers/spec-interview-appoint) - [Client Charter](https://www.ten2two.org/employers/complementary-fit-for-hr-teams#client) - [Other Services](https://www.ten2two.org/employers/flexibility-advisory-consulting) - [Candidates](https://www.ten2two.org/candidates) - [Jobs](https://www.ten2two.org/jobs) - [Register](https://jobs.ten2two.org/registration.aspx) - [Flexible Options](https://www.ten2two.org/flexible-options#flexible-formats) - [Career Support](https://www.ten2two.org/products) - [Testimonials](https://www.ten2two.org#story) - [Candidate](https://www.ten2two.org/testimonial/candidates) - [Employers](https://www.ten2two.org/testimonial/employers) - [Career Support](https://www.ten2two.org/products) - [CV Support](https://www.ten2two.org/cv-support) - [Interview Practice & Coaching](https://www.ten2two.org/interview-support) - [1:1 Career Support](https://www.ten2two.org/career-support-ten2two) - [1:1 Student Support](https://www.ten2two.org/student-support) - [Resources](https://www.ten2two.org/resources) - [Candidate blog](https://www.ten2two.org/resources/tag/candidates#tags) - [Employer blog](https://www.ten2two.org/resources/tag/employers#tags) - [Webinars](https://www.ten2two.org/resources/tag/webinars#tags) - [Podcasts](https://www.ten2two.org/podcast) - [Briefs](https://www.ten2two.org/resources/tag/briefs#tags) - [Contact Us](https://www.ten2two.org/contact) - [Why Us](https://www.ten2two.org/why-us) - [Our Team](https://www.ten2two.org/why-us#team) - [Our Story](https://www.ten2two.org/why-us#story) - [B-Corp](https://www.ten2two.org/a-commitment-to-purpose-beyond-profit) - [Employers](https://www.ten2two.org/employers) - [Flexible Options](https://www.ten2two.org/flexible-options) - [Business leaders](https://www.ten2two.org/employers/perfect-partner-for-business-leaders) - [HR Teams](https://www.ten2two.org/employers/complementary-fit-for-hr-teams) - [Process & Fees](https://www.ten2two.org/employers/spec-interview-appoint) - [Client Charter](https://www.ten2two.org/employers/complementary-fit-for-hr-teams#client) - [Other Services](https://www.ten2two.org/employers/flexibility-advisory-consulting) - [Candidates](https://www.ten2two.org/candidates) - [Jobs](https://www.ten2two.org/jobs) - [Register](https://jobs.ten2two.org/registration.aspx) - [Flexible Options](https://www.ten2two.org/flexible-options#flexible-formats) - [Career Support](https://www.ten2two.org/products) - [Testimonials](https://www.ten2two.org#story) - [Candidate](https://www.ten2two.org/testimonial/candidates) - [Employers](https://www.ten2two.org/testimonial/employers) - [Career Support](https://www.ten2two.org/products) - [CV Support](https://www.ten2two.org/cv-support) - [Interview Practice & Coaching](https://www.ten2two.org/interview-support) - [1:1 Career Support](https://www.ten2two.org/career-support-ten2two) - [1:1 Student Support](https://www.ten2two.org/student-support) - [Resources](https://www.ten2two.org/resources) - [Candidate blog](https://www.ten2two.org/resources/tag/candidates#tags) - [Employer blog](https://www.ten2two.org/resources/tag/employers#tags) - [Webinars](https://www.ten2two.org/resources/tag/webinars#tags) - [Podcasts](https://www.ten2two.org/podcast) - [Briefs](https://www.ten2two.org/resources/tag/briefs#tags) - [Contact Us](https://www.ten2two.org/contact) [Register](https://jobs.ten2two.org/members.aspx) [Sign in](https://jobs.ten2two.org/registration.aspx) ![Search](https://www.ten2two.org/hubfs/25625369/Ten2two_2023/Images/General/search.png) [Sign in](https://jobs.ten2two.org/registration.aspx) [Register](https://jobs.ten2two.org/members.aspx) × [![](https://www.ten2two.org/hubfs/Ten2two_2023/Images/Blog/left.svg) Back to resources](https://www.ten2two.org/resources) # Flexible Hiring: What’s the Right Model for Your Business? Hiring has become a more nuanced decision than ever. For many businesses, it’s no longer a simple question of *“Do we need someone full-time?”*—but rather *“What’s the right level of support, at the right time, in the right way?”* That’s where flexible hiring comes in. Done well, it allows you to access experienced talent, control costs, and adapt as your business evolves. But with several different models available, knowing which approach to take can feel unclear. Here’s a practical guide to help you decide what might work best. ## Start with the need, not the job title Before jumping into hiring, it’s worth taking a step back. - What outcomes do you need to achieve? - Is this an ongoing requirement, or project-based? - Do you need strategic input, delivery, or both? Being clear on this often opens up more flexible—and more cost-effective—options than a traditional full-time role. ### 1. Part-time roles: Consistent support, reduced cost A part-time hire is often the simplest and most effective way to bring in experienced talent without the cost of a full-time salary. **Best for:** - Ongoing roles where the workload doesn’t justify full-time - Positions that benefit from continuity and ownership - Accessing senior-level expertise at a more manageable cost **Typical examples:** - Finance, HR, marketing, operations **Why it works:** You get consistency, integration into your team, and long-term value—just with a more efficient use of budget. ### 2. Fractional hires: Senior expertise, when you need it Fractional hiring allows you to bring in highly experienced professionals (often at leadership level) for a set number of days per month. **Best for:** - Strategic input without a full-time leadership hire - Businesses in growth or transition - Plugging capability gaps at a senior level **Typical examples:** - Finance Directors, HR Directors, Marketing Leads **Why it works:** You benefit from big-picture thinking and experience—without committing to a full-time executive salary. ### 3. Fixed-term contracts: Defined support for a defined period If you know you need support for a specific timeframe, a fixed-term contract can be a great option. **Best for:** - Maternity cover - Projects with a clear start and end point - Periods of change or transformation **Why it works:** It gives clarity on cost and duration, while still attracting high-quality candidates who enjoy project-based work. ### 4. Temporary hires: Immediate impact, maximum flexibility When speed is critical, temporary hires can step in quickly to keep things moving. **Best for:** - Short-term gaps - Sudden increases in workload - Covering absence **Why it works:** It’s a fast, flexible solution that protects productivity without long-term commitment. ### 5. Job sharing: Two minds, one role Still underused—but incredibly effective—job sharing involves two professionals working together to cover one role. **Best for:** - Roles requiring full-time coverage but with flexibility built in - Retaining experienced talent who need reduced hours **Why it works:** You benefit from broader experience, increased resilience, and built-in continuity. ## How to choose the right model If you’re weighing up your options, these questions can help guide your decision: - **How consistent is the workload?** → Consistent = part-time → Fluctuating = fractional or temp - **What level of experience do you need?** → Strategic = fractional → Delivery = part-time or FTC - **How long will you need support?** → Ongoing = part-time or fractional → Fixed period = FTC or temp - **How quickly do you need someone in place?** → Immediately = temp → Can plan = part-time or FTC ## A more commercial way to think about hiring Flexible hiring isn’t about compromise—it’s about precision. It allows you to align resource with actual business need, rather than defaulting to a structure that may no longer fit. And in many cases, it opens the door to experienced, high-calibre professionals who actively choose flexible working—bringing depth of expertise, loyalty, and focus. ## Final thought You don’t have to choose between over-hiring and under-resourcing. With the right approach, you can build a team that’s agile, cost-effective, and set up to grow with you. If you’re not sure what the right model looks like for your business, it often starts with a simple conversation - [get in touch today](https://outlook.office.com/book/Ten2Two1@ten2two.org/?ismsaljsauthenabled)      ![](https://www.ten2two.org/hubfs/Ten2two_2023/Images/Blog/date.svg) 3 min read Category: [Employers](https://www.ten2two.org/resources/tag/employers) [briefs](https://www.ten2two.org/resources/tag/briefs) April 22, 2026 Share - - - ## More resources like this [![Woman having a Successful Job Interview](https://www.ten2two.org/hs-fs/hubfs/Job%20Market%2026%20Blog%20post%20(1100%20x%20788%20px).png?width=352&name=Job%20Market%2026%20Blog%20post%20(1100%20x%20788%20px).png)](https://www.ten2two.org/resources/the-2026-job-market-what-it-means-for-you) ##### [The 2026 Job Market: What It Means for You](https://www.ten2two.org/resources/the-2026-job-market-what-it-means-for-you) [Candidates](https://www.ten2two.org/resources/tag/candidates) 3 mins [![](https://www.ten2two.org/hs-fs/hubfs/Imported_Blog_Media/banknote-15801_640.jpg?width=352&name=banknote-15801_640.jpg)](https://www.ten2two.org/resources/pay-rises-whats-the-best-way-to-ask-for-one) ##### [Pay rises. 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