Tag

flexible talent

Chris Koens
In Leadership, The Back Burner

Before the Phoenix Rises, There Are Embers

a photograph of ashes and embers, the embers form the word "EMBER"

A quick introduction before we dive in – I’m Chris, part of the leadership team at FlexTal. If you’ve visited our blog before, you know our content typically lives in the world of workforce strategy, flexible talent, and the future of how companies get work done. All important stuff. But our digital team has been nudging me for a while, asking me to take over the feed every now and then and share something a little more personal – so welcome to The Back Burner, where I’ll surface the ideas, observations, and occasional rabbit holes that don’t always make it into the main feed. Personal ramblings from someone who has spent 25+ years working as a freelancer, but who’s also logged his fair share of time in corporate cubicles.

So here I am. Fair warning: these posts may occasionally involve things like corporate events and musings about workforce solutions, but more than likely I’ll end up in rabbit-holes on ideas that have little or nothing to do with staffing models or hiring decisions – think of this space as a blank canvas to have you join in on the conversations I have with myself when I’m stuck in the desert, bumper-to-bumper, on I-10 during my commute.

This is one of those.

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FlexTal
In Contingent Workforce, Hiring Strategy, Hybrid Teams, Leadership

Asynchronous Collaboration Strategies That Actually Work

a photograph depicts asynchronous collaboration strategies. Showing a woman sitting at a desk taking notes while also looking at her laptop monitor and external display. her laptop shows a video-chat app, her other monitor displays a graph. The room filled with natural light from windows has plants, books, and a lamp in the frame.

There’s a particular kind of chaos that sets in around day three of managing a remotely distributed team.

You ping your designer in Istanbul at 8 AM your time. She’s already wrapped up for the day. Your developer in Portland won’t be online for another four hours. Your content strategist in Austin just sent eleven voice memos – all of them important, none of them short. And you’re sitting there, the supposed orchestrator of this whole operation, wondering how anyone gets anything done when everyone’s clocks are pointing in different directions.

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FlexTal
In Hiring Strategy, Leadership, Strategy & Business

The Invisible Ceiling: What to Do When Your Core Team Has Nothing Left to Give

A woman walks with a strange lean through an office space that seems to have an invisible ceiling - illustrating the concept of a core team capacity being reached by hitting an invisible ceiling.

There’s a particular kind of organizational dysfunction that doesn’t announce itself. It doesn’t show up in a boardroom slidedeck or trigger a crisis meeting. It moves quietly – through the organization, through the people, through the work – until one day you look around and realize that your best people are exhausted, your timelines have gotten optimistic in a way that no longer means anything, and the quality of output has drifted just enough that you’ve started wincing at things you used to feel proud of.

This is what hitting core team capacity actually looks like. It’s an invisible ceiling – an unseen, but all too real cap on capacity. Not a dramatic meltdown. A slow, grinding erosion.

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FlexTal
In Contingent Workforce, Hiring Strategy, Leadership, Strategy & Business

Skill Gaps vs Capacity Gaps

Illustration of two orange human figures; the one on the left is juggling four icons that represent skills, the one on the right is juggling several circles that represent capacity. Each figure is juggling one empty item. The illustration reinforces the idea of skill gaps vs. capacity gaps.

There’s a moment most business leaders know all too well. A project stalls. The deadline starts looking less like a target and more like a double-dog-dare. The roadmap for one product sits untouched while the team sprints on other fires. The instinct is immediate and almost universal: we need more people.

But more people doing what, exactly? And what kind of people – and for how long?

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FlexTal
In Contingent Workforce, Hiring Strategy, Hybrid Teams, Leadership, Remote Work, Strategy & Business

The Hybrid Team Model Works. Here’s Proof.

photo of 3 people working on different devices at the same table. Overlay of text says, "the hybrid team model works."

There’s a quiet revolution happening inside some of the world’s most competitive companies – and it doesn’t involve a rebrand, a pivot deck, or a ping-pong table that nobody actually uses. It’s something far more practical: the best operators have stopped treating their workforce as a binary choice. Full-time or contractor. Headcount or outsourced. Instead, they’ve built something more deliberate – a hybrid team model that blends permanent staff with specialized freelance talent in a way that’s strategic, not accidental. The result is a workforce that’s more agile, more cost-effective, and far better equipped to handle the actual shape of modern business demand.

Once you see how well it works, it’s genuinely hard to justify going back to the old way.

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FlexTal
In Hybrid Teams, Leadership, Strategy & Business

Your Org Chart Might Be the Problem

illustration of a non-specific monster with a head and wings like a bat and with horns. The image depicts the monster that creates tension between anorak chart and flexible talent.

There’s a particular kind of organizational stubbornness that most companies don’t even realize they have. Left unexamined, it takes on a life of its own – a shape-shifting creature with many forms. It appears as the onboarding checklist that assumes everyone needs a laptop waiting at their freshly dusted cubicle or shipped directly to their home address. Then, it resurfaces as the all-hands meeting invite that goes out to “all staff” without a second thought. It shows up again, most stubbornly, in the KPI dashboard that equates headcount with success.

It might be a polite creature – it doesn’t mean any harm. You might have even named it, “legacy thinking” or “always-been-done-that-way.” But call it what it is: a monster. It is quietly undermining your ability to work effectively with an org chart and flexible talent side by side.

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FlexTal
In Contingent Workforce, Hybrid Teams, Remote Work, Talent Focus, Workplace Trends

The Ultimate Home Office Makeover Guide: Design, Tech, and Wellness Wins

photo of a home office with a tan leather chair next to a desk with a laptop on it. The photo has the words "the ultimate home office makeover guide" in the lower left corner.

There’s something about the start of a new year that makes even the most rational among us believe we’re about to become better versions of ourselves. Better organized. Improved focused. More intentional. Maybe even someone who drinks water before coffee. Every year, January arrives and it seems like everyone resolves to undergo an ultimate makeover of something or other. While some resolutions fade fast, one reset that actually sticks is the one that happens quietly, every weekday, in the place where work gets done – a home office makeover.

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FlexTal
In Hiring Strategy, Strategy & Business, The Future of Work

Is the Résumé Dead? Long Live Skills-Based Hiring

image of a human juggling icons that represent skills. The figure is orange, the icons are an orange gear, blue check-mark, and orange and blue wrench and pencil.

Remember when hiring managers used to swoon over Ivy League degrees? These days, they care more about who can stop the app from crashing or make sales spike. Welcome to the era of skills-based hiring – where knowing how to get things done beats knowing where you learned it. Because while diplomas look great in a frame – and make for polite conversation starters when viewed in your Zoom background – results look even better on a balance sheet.

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