How to Integrate Fractional Talent in Your Business

In recent years, recruiting talent in rapidly evolving fields like AI, Data Science, and Machine Learning has become increasingly challenging. The demand for specialised skills now far exceeds the availability of talent.

To combat this, many forward-thinking companies are adopting a new strategy: fractional hiring. This involves engaging highly skilled fractional individuals on a part-time or project basis. Unlike contract workers, fractional hires are integrated into the team as if they were full-time, permanent employees. 

This approach allows companies to leverage their specialised knowledge and skills without the overhead or commitment of a full-time hire. This is particularly useful for project-based roles (e.g. AI Consultants, Data Scientists, and Machine Learning Engineers), as fractional contracts and working hours can be adjusted as demands and priorities fluctuate. 

For businesses, the benefits are clear: access to highly skilled talent in a competitive and candidate-driven market, faster hiring with shorter notice periods, and the ability to scale commitment levels according to project needs. Not only is this a more cost-effective solution, but it also eliminates the need for reputation-damaging redundancies if and when the market evolves.

With any new hire, onboarding is a delicate dance that can potentially boost the success of the individual and the wider business. However, managing fractional employees requires a different approach than managing full-time, permanent hires. Effective onboarding and management are crucial for maximising productivity, efficiency, and employee satisfaction. In this article, we’ll highlight five key strategies that have helped Generative Fractional clients achieve these goals.

 

Strategy 1: Define roles, responsibilities, and goals. 

While full-time employees often possess broad generalist skills and take on broad, varied roles across multiple teams and departments, fractional employees are typically hired for their unique, specific expertise and skillset. They are usually brought in to address particular projects or challenges, so it’s crucial to relay these expectations throughout the interview and onboarding process.

Since fractional contracts can be adjusted to fit business needs, it may be strategic to leverage their expertise intensively within a relatively short timeframe. By defining their role, responsibilities, and goals from the outside (ideally before their first day), you can ensure their skills are utilised as effectively and efficiently as possible.  

Furthermore, discussing, defining, and agreeing on clear and achievable goals at the start of the contract aligns expectations and makes the new hire feel valued and included. From a management perspective, these expectations also provide a benchmark for tracking progress and performance.

 

Strategy 2: Implement comprehensive onboarding.

Fractional employees often spend a limited amount of time working in your organisation or do so on a part-time basis. While your traditional onboarding programme may offer sessions spanning a new hire’s first few months, this must be adapted to suit fractional employees. When condensing material, do so strategically. Avoid removing information that helps them feel included in the company’s mission. Their onboarding experience should feel efficient and productive, not rushed with the corners cut.  

Don’t overlook the simple aspects, either. Ensure that fractional hires have access to necessary software, tools, and logins from the start of their first day. A seamless onboarding process helps fractional employees quickly focus on high-impact work rather than spending time getting up to speed.

 

Strategy 3: Schedule regular communication. 

Fractional hires are often market-leading specialists, and a common mistake is to be so “hands-off” that they feel disconnected from their team and the wider workings of the business. Maintain regular and scheduled communication without resorting to micromanagement. To protect productivity, ensure that all project-related meetings have a clear agenda to ensure everyone’s on the same page.

When managing employees working on a fractional basis, note that it’s tough to engage in ad-hoc communication as you would with a traditional employee. Instead, schedule casual check-in calls to build rapport and gauge satisfaction. Understand how they’re adapting to their new role and listen to any feedback that might improve their experience.

Don’t forget that it’s your responsibility to keep track of a fractional employee’s working hours. Respect their boundaries, and avoid scheduling mission-critical meetings while they’re unavailable. 

 

Strategy 4: Leverage technology.

Use technology to streamline the management of fractional talent. Invest in project management software (e.g. Teamwork) and communication platforms (e.g. Slack) to track progress, set and manage expectations, and maintain engagement. 

For remote or frequently off-site fractional employees, ensure they have the tools to communicate effectively with colleagues while staying informed about the wider business.

 

Strategy 5: Encourage integration.

Integrating fractional talent with permanent teams can be challenging, especially if they work part-time hours. Before their first day, tell your permanent employees about the fractional hire’s role, specialisms, and goals. Encourage regular interaction between fractional and permanent employees to promote team cohesion and a more inclusive, productive environment.

There’s also a huge opportunity for knowledge to be shared between fractional and full-time employees. Both parties offer unique skills and perspectives that, when combined, can give your business a competitive edge. 

 

Conclusion.

Fractional hiring is a valuable technique for companies seeking to hire the best AI, Data, and Machine Learning professionals without the overhead or commitment of a full-time, permanent employee. However, effectively managing fractional talent is crucial for their success. 

By clearly defining roles, expectations, and goals and delivering a focused onboarding programme, you can ensure that fractional employees integrate seamlessly into your business. By using regular communication and leveraging technology, you can enhance their connection to the team and project progress and maximise the benefits of hiring a skilled specialist on a fractional basis.

 

---

To gain deeper insights into integrating fractional hiring into your talent strategy, download our comprehensive whitepaper. To stay ahead of the competition and position your business at the forefront of technological advancement, get in touch today to explore how Generative Fractional can help you strategically build top-tier AI and Data teams.