How a Tech Solutions Company Leverages Upwork To Achieve Results Without Compromise

Since its launch in 1998, overlooked professionals have always been a competitive advantage for a U.S.-based tech solutions company. As it grew, it strategically based itself in third-tier cities where they had direct access to highly skilled people who’d chosen not to relocate to larger high-tech hubs.

“We’ve always had the view that we should prevent social displacement and take jobs to the talent,” said the company’s VP of strategic initiatives. “As a result, we have been able to tap into talent that was not accessible to other companies.”

A service provider that works with more than 200 of the Global 1,000 firms, the company brings that same philosophy to a new talent ecosystem that includes Upwork’s work marketplace. As the independent workforce has expanded, independent professionals have become an important part of the company’s growth strategy.

“These talent exist in abundance the world over. We don't have to be limited by our biases of where we think the talent is.”

“We've had a three-year relationship with Upwork,” the executive said. “It's been amazing. Upwork has helped us expand and gain access to talent across the world.”

An old rule of work says, “Fast, [budget-friendly], or good—pick two.” By pushing the boundaries of what might be possible, this company is re-imagining its day-to-day work in order to get the most of all three.

Upwork is part of a formula to achieve more in less time

In need of talent to design an algorithm, the company assumed getting the necessary skills would take a few months and require a mix of expertise:

• An artificial intelligence (AI) and machine learning engineer to design the algorithm
• A data analyst to help create the algorithm
• An application programming interface (API) developer to develop the API

“If the talent wasn’t available internally, I knew I’d need to hire from the market,” the executive explained. That meant a slower approvals process and a bigger budget than necessary since a new hire wasn’t needed for the scope of work. “I didn’t have the time and I didn’t have the funds.”.

He posted the project on Upwork to see what would happen.

The company was introduced to Upwork in 2018 through its marketing, finance, and legal departments. With the company experiencing hyper-growth, it needed extra support—but the projects were transactional and limited in scope. When the COVID-19 crisis hit and demand for tech skills exploded, the company was ready to see what else was possible.

“Two days and $150 later, we had our algorithm,” he said. “As much as it was new to me, that type of algorithm is being used in other companies and other industries. We connected with an API developer in Seattle who said, ‘Hey, you’re just looking for a data classification algorithm. You have all the data, you just need to modify the algorithm.’”

When the project wrapped up, the company added the API developer to their network—someone who knows the company and is ready to jump in the next time their help is needed.

Smart spending allows companies to cut costs, not opportunities

As VP of Strategic Initiatives, this executive has two roles: running the global talent supply chain for clients and managing the company’s own digital transformation. These responsibilities keep one question at the top of his mind: “How do we make sure we have access to the right talent, at the right cost, with the right skill set, at the right time?”

Working with top performers on Upwork checks all the boxes.

“The value proposition of independent talent is unbelievable—it’s anywhere from one-third to one-fifth of the cost. Why? Because if they quote you 50 hours to do the work, that's 50 hours of productive work,” he explained. And, as business owners themselves, independent professionals are invested in delivering a great outcome so their clients will keep coming back.

“If I hire a full-time employee, they are not engaged for the specific project or need at hand. 40% of the time will be spent in meetings, et cetera,” the executive said. Plus, there are the expenses, time, and resources required to make a good hire.

The opportunity costs of the logistics can add up.

One of the company’s customers wanted to add a PDF interpreter to a larger existing software product. The company had an internal budget of $5,000 to do the work, but limited bandwidth and a tight timeline to produce a proof of concept (POC).

“We went to Upwork and quickly engaged a freelancer. It took them two weeks and $500 dollars,” the executive said. “We built the thing. And now we’re in phase four of a project we won based on that POC. We’ve brought in new revenue from that customer because we were willing to take the plunge.”

The bar has been raised with talent that goes above and beyond

According to the Freelance Forward report from Upwork, 64 million Americans (38% of the U.S. workforce) performed freelance work in 2023—four million people more than in 2022. And younger generations are embracing independent work en masse.

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As the traditional talent pool shrinks, the executive said the companies that come out on top are generally the ones with the deepest pockets. Even so, he said, that’s just one step—it doesn’t improve the organization’s productivity, capacity, or ability to adapt. That’s where his company is positioning itself for success.

When one customer’s project required a complex data migration into Azure, the company needed someone with a unique skill set to do the work. They spent months trying to find the right person. “If it takes three months to find a person, the customer loses three months to get the project done,” the executive said.

They were running out of time.

The team found the expert they needed on Upwork’s work marketplace. Over a couple of weeks, that professional reviewed the issue, solved the problem, and helped with the migration. He also coached the team on a technical aspect they’d been missing. Equipped with this new knowledge, the team will be able to undertake similar migrations in the future on their own.

A changemaker’s approach to global talent

For the executive, the key to getting ahead and continuing to deliver at the level its customers expect isn’t only about access to expertise. It’s also understanding how to leverage independent professionals for mission-critical projects.

The company isn’t just prepared, they’re leading the way—and they established a center of excellence to help smooth the learning curve.

“We established the center because people aren’t going to change overnight. We need to shift from managing people to managing outcomes, and that’s a huge change for a lot of people,” the executive said. “As our work with independent professionals evolves, as new use cases emerge, we need to continue to engage people and support their success.”

The center of excellence works with all stakeholders—hiring managers in particular—to share best practices and offer support that enables them to:

• Learn how to onboard independent professionals when a new use case comes in
• Connect around key questions, such as: How do you enlist independent experts? In what capacity?

“As a talent supply chain person, I complain when our internal teams say, ‘I want to hire a prospective employee with X, Y, Z skills,’” the executive explained. “I tell them they’re looking for a purple squirrel—someone who doesn’t really exist.”

Except, he has learned, purple squirrels do exist—only they can’t be found under the old rules of work. They’re in the open talent market.

“People talk about a talent shortage, but there is none—you just have to change your mindset,” the executive said. “Be open-minded, be flexible, and we can get work done faster and within budget. Who doesn't want that?”