"Why does that $200k a year consultant do the same thing as a $90k employee?" They may deliver similar underlying work. Still different.
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Replying to @patio11
"Hey $90k employee, I need you for two weeks and then will fire you. You cool with that?" is basically the modal consulting engagement.
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Replying to @patio11
Lead times: if you need the job done *tomorrow* (or more reasonably "Starting next week") that's something consultants can often offer.
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Replying to @patio11
Consultants require no long-term digestive changes to organizations hiring them ("Who manages? Who reports to them?"), non-trivial at firms.
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Replying to @patio11
Consultants can be asked to do things that are socially awkward to ask of employees, like "Be in Berlin tomorrow." (Did that several times.)
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Replying to @patio11
Consultants can specialize in a small library of common engagements that most firms need but could not justify a FTE for. Best on market.
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Replying to @patio11
e.g. Planning a conference is a skill. Few firms have someone doing it weekly. Person who does is it weekly likely a) very good b) indie.
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Replying to @patio11
(That person is
@Castro4Prsdnt and you should totally use his firm. Point generalizes to many other consultancies though.)1 reply 0 retweets 7 likes -
Replying to @patio11
Speaking of "consultancy": hiring a firm implies redundancy and reduced staffing risk. Bob can catch a cold; Bob and Buds LLC will deliver.
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Replying to @patio11
Consultants also get to use their 30% of unbillable time to produce capital which reduces perceived risk of using compared to new-to-you W2.
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This is the "being in business" dividend. Consultants have to confront "I'm going to be on the market" early and often, optimizing for it.
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Replying to @patio11
Employees are not naturally situated to maximize value of today's work to next job interview; often actively discouraged from doing so.
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