Rethinking how work and hiring is delivered
INTRODUCTION
Work is changing, not just where it happens, but how it is defined, measured and paid for.
Across organisations, we are seeing a steady shift away from time-based models of work towards outcome-led delivery. This shift is reshaping roles, teams and expectations, and it is changing how organisations think about talent.
Hiring needs to evolve alongside this change.
FROM TIME TO OUTCOMES
For decades, work has largely been organised around:
- Fixed roles
- Fixed hours
- Fixed headcount
This made sense when demand was predictable and work was linear.
Today, many roles are better defined by what needs to be delivered, not how many hours someone sits at a desk. As a result, organisations are increasingly designing work around:
- Outputs
- Milestones
- Delivery outcomes
- Value created
This is not about working more, or less.
It’s about working differently.
WHY TRADITIONAL HIRING MODELS STRUGGLE
While work itself is becoming more fluid, hiring models often remain rigid. Many organisations still rely on:
- Permanently fixed TA capacity
- Long-term recruiter licence commitments
- Percentage-based agency fees
- One-size-fits-all recruitment processes
These models can struggle when:
- Hiring demand fluctuates
- Roles are part-time or flexible
- Teams need support temporarily, not permanently
- Speed and adaptability matter more than volume
The result is often misalignment.
Not because teams are doing the wrong thing, but because the model no longer reflects how work is actually delivered.