IT Staff Augmentation vs. Traditional Hiring: Pros and Cons

it staff augmentation

Building strong technology teams is essential for the success of modern organizations. Whether launching digital products, migrating systems to the cloud, or scaling data platforms, skilled IT talent powers these initiatives.

Businesses face critical hiring decisions with two primary options for securing technical resources:

  1. Traditional hiring of permanent internal employees
  2. Staff augmentation by partnering with specialized IT services firms

While permanent employees generate institutional knowledge, augmentation delivers speed and flexibility through contracting external specialists.

Understanding the key trade-offs allows organizations to make informed decisions when weighing staff augmentation against traditional hiring. In this guide, we evaluate the core considerations including:

  • Cost Factors
  • Sourcing and Recruiting
  • Skills Availability
  • Speed and Agility
  • Scalability and Growth
  • Productivity and Accountability
  • Cultural Integration
  • Security and Compliance

Let’s dive into the benefits and drawbacks of each model to determine when to hire in-house versus augmenting with contractors.

Cost Factor

Costs dominate most workforce decisions due to budget realities. Evaluating the true costs across both hiring options over time reveals key differences.

Traditional Hiring Costs

  • Salaries tend to be higher for full-time roles, especially in competitive job markets
  • Healthcare, retirement benefits and other perks add 25-40% to compensation costs
  • Severance pay, unemployment taxes, and other termination costs
  • Cost-per-hire including recruiters, background checks, equipment
  • Training and onboarding take time and resources

Staff Augmentation Costs

  • Hourly rates are inclusive of all benefits and overhead
  • No severance, unemployment taxes or termination costs
  • Minimal cost-per-hire compared to recruiting FTEs
  • Speeds project delivery by onboarding productive resources faster
  • Additional fees for extended sourcing and screening

Key Considerations

  • Hiring employees has higher fixed overhead but flexibility in utilization
  • Contractors offer variable costs tailored to project needs
  • Augmentation better handles spikes and variable budgets
  • Long term tenured staffing lowers traditional hiring costs

For flexible growth aligned to workloads, augmentation provides a cost advantage. When stable roles are required long term, traditional staffing costs can decline.

Sourcing and Recruiting

Finding qualified candidates amid today’s competitive talent landscape poses challenges for both hiring approaches.

Traditional Hiring Sourcing

  • Must budget significant investment for job board posts and recruiting
  • competed for by other employers during talent shortage
  • Internal HR may lack networks to source tech specialists
  • General recruiting lacks nuance to evaluate niche skills
  • Can leverage company brand to attract applicants

Staff Augmentation Sourcing

  • Service providers maintain large networks of qualified contractors
  • Screened talent interested in contract roles on ongoing basis
  • Specialized recruiters source skills matching project needs
  • Model provides flexibility to adjust skills as needs evolve
  • Less dependent on branding to attract applicants

Key Considerations

  • IT Staff Augmentation sourcing is faster, more targeted to requirements
  • Traditional recruiting requires heavier time and dollar investment
  • Internal HR may lack context to source tech specialists effectively
  • Both face competition for scarce high demand skills

Leveraging experienced technical recruiting services accelerates finding qualified augmentation candidates.

Skills Availability

Beyond basic qualifications, candidates must have the right skills and experience to deliver on commitments.

Traditional Hiring Skills

  • Focus on cultural fit risks mismatched skills
  • Generalists may fill openings despite learning curve
  • Regional talent pool limits options
  • No flexibility between projects/skills needs
  • Knowledge walks out the door when employees leave

Staff Augmentation Skills

  • Service providers offer range of experts on demand
  • Engineers have cross-project experience
  • Match to exact skills needed on projects
  • Rotate skills between projects as required
  • Pool of talent not tied to geography

Key Considerations

  • Augmentation accesses wider talent pool with specialized skills
  • Traditional hiring choices constrained by fixed regional labor pool
  • Required skills may fluctuate between projects and over time
  • Businesses own knowledge retained with traditional hires
  • Alignment to specialized skills gives augmentation an edge while internal hires focus on knowledge retention.

Speed and Agility

The pace of IT projects continues to accelerate. Hiring approaches must keep up.

Traditional Hiring Speed

  • Recruiting permanent roles takes significant time
  • Interview process spans weeks or months
  • Notice period delays start after accepting offers
  • Training and ramp up time months before full productivity
  • Lengthy termination process for underperformers

Staff Augmentation Speed

  • Service providers supply vetted candidates within days
  • Interview and match to projects in first week
  • Productive across technology stack quickly
  • Swiftly swap skills between projects
  • Terminate underperforming contractors rapidly

Key Considerations

  • Augmentation supplies productive resources almost immediately
  • Traditional hiring has multi-month lag for productivity
  • Contractors integrate faster with minimal ramp up time
  • Underperformers risk delaying delivery without fast termination

For urgent projects and filling unexpected gaps, staff augmentation supplies talent faster.

Scalability and Growth

The ability to scale up or down as business needs fluctuate is imperative.

Traditional Hiring Scalability

  • Matching supply to demand requires long lead time
  • Over hire risks low utilization and burn rate
  • Under hire slows delivery velocity
  • Layoffs painful when reducing headcount
  • Uncertainty around project pipelines complicates planning

Staff Augmentation Scalability

  • Spin up new resources for urgent projects in days
  • Accelerate projects by scaling up workers
  • Suspend contracts or reassign when needs change
  • Forecast contractors several months ahead
  • Add niche skills lacking internally as needed

Key Considerations

  • Augmentation matches supply and demand dynamically
  • Traditional hiring constrained by linear recruiting pipeline
  • Underutilized employees raise costs without augmentation flexibility
  • Layoffs dburden traditional approach when downsizing
  • Unpredictable roadmaps favor augmentation scalability

For dynamic business environments, staff augmentation provides more agile scaling.

Productivity and Accountability

Maximizing output while ensuring accountability determines overall team effectiveness.

Traditional Hiring Productivity

  • Employees build deep institutional knowledge over years
  • Retention risk from lack of flexibility, satisfaction
  • HR policies for PIP, discipline protect underperformers
  • Partial allocation splits time across projects
  • Focus beyond immediate role

Staff Augmentation Productivity

  • Fully dedicated resources without competing priorities
  • Contractor performance impacts future engagements
  • Easy redirects from underperforming resources
  • Specialists matched exactly to project needs
  • Cross-client exposure expands skills

Key Considerations

  • Augmentation specialists deliver focused productivity
  • Traditional employees own long term knowledge retention
  • Underperforming contractors replaced swiftly
  • HR policies secure permanent talent but reduce flexibility

Specialist augmentation maximizes output while traditional employees ensure knowledge continuity.

Cultural Integration

Onboarding and assimilating staff affect team cohesion.

Traditional Hiring Culture

  • Recruits specifically evaluate cultural fit
  • Extensive onboarding immerses employees
  • Shared cultural identity from similar experiences
  • Full alumni and engagement programs
  • Can shape culture through selective hiring

Staff Augmentation Culture

  • Contractor interactions typically more transactional
  • Limited participation in team rituals and events
  • Physically dispersed – remote or offsite
  • Higher team integration effort required
  • Less cultural conformity across workforce

Key Considerations

  • Traditional hiring builds stronger cultural alignment
  • Augmentation requires additional effort to integrate
  • Dispersed contractors have weaker shared identity
  • Less cultural shaping without selective permanent hiring
  • Agile values encourage flexible, blended teams

Traditional employees assimilate more seamlessly while contractors need greater inclusion efforts.

Security and Compliance

When handling sensitive systems or data, security and compliance processes are critical.

Traditional Hiring Security

  • Background checks and eligibility verification
  • Internal security training enforced
  • Access controls tightly governed
  • Physical building security protections
  • Ongoing verification required in highly regulated industries

Staff Augmentation Security

  • Contractually bind providers to security practices
  • Limit access and enforce least privilege access
  • Physically partition augmentation resources
  • Control sensitive data exposure
  • Oversee compliance with regulations

Key Considerations

  • Traditional hires integrate into security controls
  • Augmentation requires additional oversight for security
  • Audit and validate provider security regularly
  • Limit contractor access to sensitive systems
  • Both require eligibility checks compliant to regulations

Traditional hires assimilate easier into security while augmentation requires tighter oversight.

Choosing Between Staff Augmentation and Traditional Hiring

In summary, here are factors favouring each resourcing strategy:

Consider Staff Augmentation When:

  • Agility and scalability are critical
  • Project needs fluctuate frequently
  • Urgent specialist skills are required
  • Cost control around workflows is desired
  • Speed in onboarding is imperative
  • Geographic talent reach is beneficial

Consider Traditional Hiring When:

  • Long term institutional knowledge is valued
  • Workloads are predictable and steady
  • Cultural conformity and cohesion are priorities
  • Physical security protections required
  • Cost efficiencies from long tenured staff
  • Deep security background vetting is needed

Most situations warrant a blended approach, though leaning more towards augmentation or traditional hiring based on the considerations above.

Moving Forward with a Blended Model

Today’s dynamic technical landscape requires enterprises to be strategic in building blended, agile IT teams. Long term hires provide stability while contract augmentation enables flexibility.

The future will demand a tight integration between internal and extended dedicated development teams. Organizations should start bringing augmentation partners into strategic plans to balance agility and specialization with permanent ownership and continuity.

With the right governance model and integration applied, augmentation and traditional hiring together elevate a technology team to operate at maximum effectiveness.