“𝗧𝗮𝗹𝗲𝗻𝘁 𝗳𝗶𝗿𝘀𝘁” 𝘀𝘁𝗮𝘁𝘁 𝘀𝘁𝗮𝗿𝗿𝗲 𝗦𝘁𝗿𝘂𝗸𝘁𝘂𝗿𝗲𝗻!
The swing set often remains empty… WHY?
Because companies cling to traditional habits and ways of thinking: full-time, permanent employment, mandatory attendance. But those who think (only) this way don't consider the full potential…
𝗭𝗲𝗶𝘁 𝗳ü𝗿 𝗨𝗺𝗱𝗲𝗻𝗸𝗲𝗻: „𝗧𝗮𝗹𝗲𝗻𝘁 𝗳𝗶𝗿𝘀𝘁“ 𝘀𝘁𝗮𝘁𝘁 𝘀𝘁𝗮𝗿𝗿𝗲 𝗦𝘁𝗿𝘂𝗸𝘁𝘂𝗿𝗲𝗻!
A recent case we just completed has shown me once again what is possible.
A specialist publishing house was looking for a permanent editor-in-chief. The position had been vacant for months.
❌ Few applications
❌ Not a suitable fit
❌ Decreasing motivation within the team
The managing director finally found his way to us – and we asked the crucial question:
𝘞𝘢𝘳𝘶𝘮 𝘯𝘪𝘤𝘩𝘵 𝘢𝘶𝘤𝘩 𝘍𝘳𝘦𝘦𝘭𝘢𝘯𝘤𝘦𝘳 𝘧ü𝘳 𝘥𝘪𝘦𝘴𝘦 𝘗𝘰𝘴𝘪𝘵𝘪𝘰𝘯 𝘪𝘯 𝘉𝘦𝘵𝘳𝘢𝘤𝘩𝘵 𝘻𝘪𝘦𝘩𝘦𝘯?
First skepticism – then openness
We curated a selection of professionally qualified freelancers who were open to a flexible contract model (contract for work with a fixed time allocation, 1 week on site, rest remote).
2nd decision: The decision fell on a female candidate.
2nd week of writing: The new editorial management team started.
The team was happy and the managing director was thrilled: “Why didn’t we do this much earlier?”
The reality in Germany – and the opportunities for companies
📌 Fact is: We are a country of employees; 80% work in permanent positions.
📌At the same time, there are highly qualified freelancers who can immediately help companies move forward.
Why do they often remain unused? Mistrust, loss of control, lack of knowledge about contract models?
🚀 As the saying goes: Companies that open up win. Mixed teams of permanent and freelance experts can "rock" together, are more effective, agile, and innovative.
