Stop Waiting for the Unicorn: A Better Strategy for Finding IT Talent

In the IT service industry, one very common problem surfaces again and again: you need access to someone with a ton of IT service experience, but you just can't afford it. The reality is a lot of techs out there today are barely scraping by at a Tier 1 level. They might know a little bit, but they lack the real depth of knowledge that can actually solve your clients' toughest problems. So how do you get that high-level expertise without a massive hit to your budget? It's all about playing the long game and thinking differently about your team.

Cultivate Your Own Talent Pipeline

As a business owner, you're constantly cultivating new clients, right? You're networking, building relationships, and looking for your next opportunity. Well, you need to apply that exact same mindset to your talent search. My favorite saying is, "You have to know the next five people you're going to hire or steal." And yes, I do mean steal.

Think of it this way: In the late 90s, I was a young tech with Microsoft certifications for this little thing called Exchange. A company needed that expertise, and they paid me a $5,000 bonus to jump ship. They didn't just get my skills; they got a key piece of their future IT infrastructure. The same principle applies today. You need to be actively building relationships with promising Tier 1 techs. Connect with them on LinkedIn, grab their business card at events, and track their professional growth. When that promising Tier 1 tech becomes a seasoned Tier 2 or Tier 3, you'll be ready to bring them into your fold. And when you do, pay them what they’re worth, including things like bonuses or relocation.

Don't shy away from paying a relocation bonus. A lot of people are willing to move for the right opportunity, and a few thousand dollars can be a small investment for a high-performing technician whose total compensation can easily exceed $100K annual. You can even pay it out over a year to make it easier on your cash flow. It’s an investment in your company’s future and a sign that you value top talent.

Leverage a Dynamic Workforce

While you're building your future team, what do you do when you need expertise right now? You've just landed three new clients, but your current techs are already stretched thin. That’s where the idea of a dynamically expanding and contracting workforce comes in. This isn't about hiring another W-2 employee. It's about strategically partnering with other companies that offer specific IT resources.

Take, for instance, Moksh Tech – a company I've referred many clients to, with great results. They can take care of the NOC, provide a frontline person, or give you access to a Tier 2 or Tier 3 tech on demand. This type of strategic partnership allows you to dynamically expand and contract your workforce. It's a way to access high-level expertise when you’re in a crunch without the long-term commitment or cost of a full-time employee.

This is all part of having a plan. You need to identify potential partners and keep a running list of high-quality talent, always asking yourself, "Who are the next five people I'm going to hire or steal?" If you start today, you might not have a full roster by tomorrow, but by the end of the year, you'll have built a foundation of relationships and strategic partnerships.

Ultimately, building a powerful, resilient IT service team isn't about finding a magic bullet. By strategically cultivating talent and exploring flexible workforce solutions, you can create a service delivery model that's not only ready for today's challenges but is also built to scale for tomorrow's opportunities.

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 Ready to Build a Smarter Team?

So, what's your next move? Do you wait for the right talent to appear, or do you start building your team's future today? The most successful IT service businesses don't wait for opportunities, they create them. If you're ready to get proactive and transform your business from the inside out, I'm here to help. To learn more about how I can assist you in the journey, visit manuelpalachuk.com.

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