Most of the run of mill outsourcing providers have it easy providing resources with average years of experienced ranging from zero to 5 years, however ask for a senior resource they have trouble finding them. More so when your rates are tiered, fixed or lower than the prevailing market rates.

Sandbagging on bringing in senior resources when asked for is common. Extension of SLA to onboard with various excuses is not uncommon either. Instances of senior resources asking for higher comp, broader role, career growth etc. also hinders outsourced providers to shy away from bringing on senior resources though the client’s needs them or the role merits.

If you go flex on the rates you may get some result via contracting which has its own pit falls. The outsourced provider is at the mercy of a sub-contractor who could pull the plug any time. However if your rates are fixed you are often out of luck. Often on large outsourced contracts, you will find a vast majority of your resources are from the lowest tier 0-2 years of experience which helps providers keep their margins intact or even grow higher.

Ensure you have the talent you need; it makes sense to hire a full-time employee if the outsourced provider cannot give you the experience you need. Have competition – if one provider cannot provide, switch that open positions to another provider. Keep an eye on the overall talent pool, the experience band, some resources may seem experienced on the book, but their performance could be way down.

Reviewing your overall talent pool periodically is extremely important, it is perfectly okay to have a pyramid type structure, while watching the bottom tier. if it is too flat at the bottom you definitely have a problem.