Rapid growth is exhilarating, but it doesn’t come without its share of chaos, unpredictability and high-stakes hiring decisions. In our experience, it often brings hiring managers to the same critical question: Do I hire a permanent team member, or bring in external expertise to hit my next milestone faster? 

Flexible talent, including contractors, freelancers, and interim specialists, is a powerful tool that can often be overlooked. Knowing when to bring on board permanent staff and when to engage flexible talent can be the difference between smooth scaling and organisational bottlenecks. 

This article will help you make smarter, faster talent decisions by understanding when to build long-term internal capability and when to borrow external expertise. 

Build vs. Borrow Talent: The Core Concept

Every hire you make should align with the strategic needs of your growing business. To make the right choices, it’s essential to distinguish between building a team (permanent hires) and borrowing talent (contractors, freelancers, or interim specialists). 

Build 

Building is all about hiring permanent employees who become deeply embedded in your company’s culture and operations. These hires are an investment in the long-term success of your organisation. They are the people you develop, nurture, and rely on to help drive future growth.

Borrow

Whereas, borrowing involves leveraging flexible, external talent to address immediate challenges, plug skill gaps, or accelerate specific projects. Contractors and freelancers bring specialised expertise, often enabling you to move quickly without committing to long-term overhead. 

In our world, the most successful businesses use both approaches, blending flexibility with stability to keep momentum while planning for the future. But when is it best to build, and when should you borrow? 

When to Build: Signs You Need a Permanent Hire 

Certain business circumstances make permanent hires the clear choice. Consider building your team when the following scenarios arise:

1.   Growing, Predictable Workload 

When job requirements are stable and regularly recurring, a permanent hire makes sense. For example, if your organisation is developing a product that will require long-term updates and maintenance, a dedicated team member is a more sustainable option. 

2.   Business-Critical Role Linked to Future Growth

Strategic positions directly tied to your company’s growth—such as leadership or key operational roles—should usually be permanent hires. These roles demand deep involvement and buy-in to your business’s success. 

3.   Internal Capability Development

If you need to build internal expertise or intellectual property that will drive competitive advantage, a permanent team member allows you to own that knowledge in-house. 

4.    Culture and Leadership Are Priorities

Permanent hires play a crucial role in shaping and maintaining your company culture. They help create cohesion within teams and can step into leadership positions over time. 

Examples of Roles to Build 

• First product manager to own the roadmap
• Lead developer for your core product 
• Head of marketing to devise long-term campaigns

Building is about future-proofing. You’re making a long-term bet on this hire becoming a core part of your growth story.

When to Borrow: Signs You Need Flexible Talent 

There are times when hiring flexible, external talent is not only practical but essential to keep your business running smoothly. You should consider borrowing talent in these scenarios:

1.   Project-Based Work or Urgent Deadlines

For time-sensitive projects, a contractor or freelancer can provide the instant support you need to hit ambitious deadlines. 

2.   Interim Cover

Whether it’s parental leave or a temporary gap in leadership, external talent can bridge the gap with minimal disruption. 

3.   Specialised Expertise You Don’t Need Full-Time

Some skills—like those of a migration specialist or legal advisor—might be critical at certain times but aren’t needed on a day-to-day basis. 

4.   Short-Term Transformation or Scaling Phases

High-growth businesses often experience periods that demand rapid transformation. Interim professionals can inject the expertise required to carry your team through these crucial transitions. 

5.   Budget or Headcount Constraints

Sometimes work just needs to happen, even if there’s no room for a permanent headcount. Contractors offer a flexible solution, allowing you to scale resources up and down as needed. 

Examples of Roles to Borrow 

• Project manager for a product launch 
• Interim finance director for a funding round 
• Specialist developers for specific tech stacks

Borrowing is about speed, flexibility, and capability on demand, exactly what most scaling businesses need to survive their most chaotic phases.

Common Traps to Avoid 

Growth and scaling come with plenty of pressure, and it’s easy for hiring mistakes to creep in. Here are some common traps to watch out for and, importantly, how to avoid them. 

1.   Hiring Permanent Too Early

Adding permanent headcount for roles you haven’t fully scoped can lead to underutilised team members or costly mis-hires. Test uncertain roles with contractors first to determine long-term value. 

2.   Burning Out Core Team Members 

Overloading permanent employees with additional project work can lead to burnout, reduced morale, and lower productivity. Bring in external help for those urgent, time-sensitive deliverables. 

3.   Waiting Too Long to Bring in Contractors

Delaying external hires can cause setbacks that ripple across the business. Don’t underestimate the impact of a missed deadline or a prolonged staffing gap. 

4.   Underestimating Knowledge Transfer

High-calibre contractors and freelancers can leave your team stronger through knowledge transfer and process improvements. Make onboarding and handover processes a priority. 

The Build and Borrow Blend 

Scaling your business is not about filling seats; it’s about making thoughtful, strategic decisions that keep your company moving forward. 

Borrowing talent gives you the speed, flexibility, and expertise to tackle immediate challenges, while building talent lays the foundation for long-term growth and cultural cohesion. Businesses that understand the value of both approaches and know when to use each can stay agile, efficient, and on track.

Not sure which route is right for your team? Let's chat. Whether you’re ready to hire or simply exploring your options, we can help you find the balance.