4 ms·

I don't necessarily disagree with anything you say but we are coming from different perspectives of FTE vs "staff aug". My company uses contractors as an FTE pi

I don't necessarily disagree with anything you say but we are coming from different perspectives of FTE vs "staff aug". My company uses contractors as an FTE pipeline or funnel and by nature they have far less leverage (if they are good they will eventually be offered FTE spots and get more of the "leverage" I mentioned). There's also probably some nuance between the US job market and French job market of which I have no business speaking to. My overall point is, that in the US at least, for middle of the bell curve type talent to solve middle of the bell curve type problems, there is far less talent than there is problems.

vladvasiliu 5y ago
> My overall point is, that in the US at least, for middle of the bell curve type talent to solve middle of the bell curve type problems, there is far less talent than there is problems. I think that's actually the case in France, too. But there's also a fairly widespread mentality among employees to try not to rock the boat. Many people are afraid of being laid off and having to go through the recruitment grinder, which for most consulting firms isn't pretty. However, regarding the "staff aug", I've been working for a client whose IT department has more contractors than FTE, and a bunch of the contractors have been there for a very long time (>5 years). I think there are only two FTEs who have been there longer than any current outsider. This sounds extreme, but isn't isolated. I used to work for a "consulting shop" and many people there had been with the same client for very long periods.