If you’ve hired someone to be a consultant and the candidate joined with the premise to be a part of a consulting delivery TEAM atmosphere and then based on a “situation”, you’ve decided to push them into a onesie/twosie staff augmention role, there’s a good chance, they’re not happy, as that’s not what they signed up for.

You may want to have a candid conversation with that individual before they bail.

Or maybe you’re thinking, “Chris, shut your mouth, they’ll take what we have available”, which I understand, it’s business and the billables matter.

If that’s the case, a suggestion is to please let them know during the interview process what might happen.

Experienced Candidates – this goes for you too, ask those SI’s that you’re interviewing with, how their operating model works when it comes to staff augmentation and project work if/when times are slow.

If you want to be a contractor (aka staff aug), then just be a contractor.

Is there any point working for a SI, and then you being put on your own deserted island to fend for yourself?

I’m seeing/hearing more about the SI/staff aug lines becoming blurred.

Thank you on behalf of the voice of some (not all) of the Salesforce Talent Market.