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Growing a tech team goes a little more in-depth than just getting bums on seats. That is, if you want to scale efficiently.

As businesses expand, they often face a common dilemma: should they build an in-house team, buy talent through hiring full-time employees, or partner with external agencies and contractors? Each approach has its pros and cons, and choosing the right one depends on factors like budget, project scope, and long-term business goals.

The Build, Buy or Partner Framework

When to build (upskill & develop internal talent)

Best for: Companies with existing talent that can be developed for long-term growth.

• Pros:
• Retains institutional knowledge
• Fosters a strong company culture
• Reduces external hiring costs over time.
• Cons:
• Takes time and investment in training
• Can be challenging if internal talent lacks specialised skills.
• When to choose this approach:
• When you have a solid foundation of junior-to-mid-level employees who can be trained
• When you’re looking to promote from within and build long-term loyalty
• When hiring budgets are tight, but internal development is feasible.

When to buy (hire full-time employees directly or through an agency)

Best for: Businesses needing stability and long-term expertise in critical roles.

• Pros:
• Provides dedicated resources fully committed to company goals
• Helps establish a strong, cohesive team culture.
• Cons:
• Lengthy hiring processes if running a direct process
• Higher upfront costs (salary, benefits, onboarding, training)
• Risk of turnover.
• When to choose this approach:
• When core business functions require in-house expertise (e.g., software engineers, DevOps, cybersecurity specialists)
• When long-term stability outweighs short-term cost savings
• When hiring in a talent-competitive industry where full-time employment is a key attractor.

When to partner (contractors and recruitment agencies)

Best for: Businesses needing flexibility, speed, or niche expertise.

• Pros:
• Faster time-to-hire, especially for specialised roles
• Cost-effective for short-term projects
• Access to a broader talent pool.
• Cons:
• Cultural integration can be trickier if partners aren’t well-briefed on your values and team dynamics
• May carry higher long-term costs but manageable with a strong partner who can help you strike the right balance with lasting talent.
• When to choose this approach:
• When working on short-term projects that don’t justify full-time hires
• When needing specialised skills that are difficult to recruit in-house
• When scaling rapidly and requiring immediate talent solutions
• When the target talent requires a more strategic brand positioning.

Making the Right Hiring Decision

1. Assess business goals: Align hiring strategy with long-term company objectives.
2. Evaluate current team capabilities: Determine whether upskilling is an option before going to market.
3. Consider cost vs. speed: Weigh the urgency of hiring needs against budget constraints.
4. Mix & match approaches: A hybrid approach—combining direct hires with external partners—can offer the best balance of cost, flexibility, and expertise.

Scaling a tech team effectively requires a strategic mix of building, buying, and partnering. By understanding the strengths and limitations of each approach, hiring managers can make informed decisions that support both immediate needs and long-term growth. Get in touch with our team to see how we can help set your business up for efficient and effective hiring.