Stay ahead of the EOY crunch with contracting

Even though December comes around the same time every year, somehow it still manages to hit us with the “is it December already?"

It’s a period defined by pressure and competing priorities, often exposing gaps in resourcing that have been manageable up until now. 

In these moments, stability = sanity, and contracting becomes less about short-term fixes and more about long term security. It offers a way to keep the business moving and avoid rushing decisions simply because timing is against you.  

Time and time again, we’ve seen the same three scenarios emerge at this time of the year, each with its own challenges and opportunities, but nonetheless, the problem usually remains the same. 

When someone leaves suddenly- and there’s an urgent gap to fill. AKA, a ‘Stop Gap’. 

The majority of the higher stress conversations we have with clients in November start with: “Someone has just resigned… and we really didn’t expect it.” “We’ve moved someone onto a project and now we’re short in BAU" or simply: “We need help, but we needed it yesterday.”  

Although these gaps happen every year, and all year round, the impact on the rest of the team can be immediate, which is less than ideal during a busy period. Leaders start absorbing tasks they shouldn’t have to, and the risk extends beyond operational, affecting culture right before a holiday season. 

Contracting becomes valuable here because it moves at the pace the business needs. 
Where permanent recruitment might take 8 weeks or more (especially during the holiday season) contractors can often start within days, keeping the wheels turning and protecting the rest of the team. 

We see everything from short-term marketing support and supply chain, procurement, engineering coverage to digital, sales, finance, and project roles. These roles are often executional and time-consuming, and even a temporary gap can set a team back significantly. 

"We have seen success when clients hire a 3-month contractor during this period to cover the core responsibilities until February. This provides a bit of breathing room - and come the new year, you can reassess, extend the contract, convert them to a permanent role, or recruit for a longer-term solution."

- Burnette O'Neil, Manager, Queensland Government Technology, Contracting 

When budgets are tight, but the work can’t stop. 

We find our clients industry wide enter November with limited headcount approval. Sometimes it’s due to economic uncertainty or an organisation-wide hiring freeze. Other times it’s simply that permanent roles just take longer to justify and move through the internal process than the business has time for. 

But flipping the perspective - teams aren’t under any less pressure. Deadlines still exist. Customers still expect consistency. Projects don’t politely pause until February. 

For employers, it’s a practical way of accessing capability when a permanent headcount isn’t possible or hasn’t yet been approved. 

The bigger factor, though, is time. Permanent processes slow significantly in December. Job ads go up, but candidates don’t want to resign before the holidays, hiring managers are away, and interviews are difficult to schedule. We regularly see permanent processes stretch into late January or even February. 

“Contractors often cost far less than the alternative. We’ve seen what happens when already-lean teams push beyond capacity - people burn out, the momentum drops, and suddenly you’re replacing half a team instead of adding short-term support. Most businesses are trying to optimise with tight purse strings, and contracting helps you do that without stretching your people past breaking point.”

- Alastair Pennie, NSW State Director

When transformation or major projects are planned for early in the new year

The third scenario we see is organisations preparing for significant change. Whether that’s digital transformations, ERP implementations, restructures, product launches, new channel strategies, or customer initiatives that will kick off in Q3. The list goes on.  

In these cases, contracting is much less about filling a gap and more about building momentum. 

The six to eight weeks between early December and late January can either be a lost period or one of the most productive phases of groundwork. Leaders who bring in contractors before Christmas often use that time to map current processes, outline project frameworks, document systems, or stabilise BAU so internal teams can focus on strategic planning. 

When January hits and permanent talent becomes more active, these businesses are already ahead, not scrambling to resource projects that should already be in motion. 

Let’s not forget about the practical element as well - by waiting until January to begin conversations, organisations risk competing with every other business that is hiring at the same time.  

The reality is December doesn’t wait 

There is a rhythm to this time of year that every leader eventually recognises. 

Contracting sits at the busy intersection of these two realities. It gives organisations the ability to maintain momentum at a time where many feel the strain the most. It protects teams from burnout. It keeps delivery steady. It buys space to make better long-term decisions. 

And for many businesses, it’s the difference between starting the new year scrambling vs starting it ready to go.  

We think it’s always good to start the new year on the right foot. If you are curious how our team can help get a qualified, driven contractor in the seat at speed - reach out below.