From managing leadership turnover to preparing for audits and scaling operations post-acquisition, today’s middle-market CFOs are under constant pressure to do more with less — and faster. To successfully navigate tight or reduced budgets, fewer resources and strict timelines, our temporary and senior management consultant staffing teams have noticed a clear shift in how our clients are filling the gaps.
Rather than traditional staffing practices, CFOs are increasingly choosing flexible staffing solutions that offer strategic, short-term consulting support to achieve their goals.
What Is a Flexible Staffing Model?
A flexible staffing model is a workforce planning approach that enables organizations to adjust the size and skills of their workforce as needed, efficiently addressing key skill gaps, meeting business goals and responding quickly to unexpected changes.
This model has significantly evolved from early temporary staffing practices of the 1970s and 1980s — when companies primarily used short‑term workers to simply cover absences — into a strategic solution for today’s fast‑moving business environment.
As technology, regulatory complexity and hiring challenges intensified over the last decade, organizations increasingly adopted flexible models to maintain momentum during periods of transition, growth or resource constraints. At its core, flexible staffing helps CFOs navigate budget pressures while gaining access to highly skilled professionals who can execute, lead and deliver measurable results without long‑term commitment.
Flexible Staffing Models vs. Traditional Staffing
Flexible staffing models allow organizations to scale roles up or down as needed, blending a mix of full‑time, part‑time, temporary, contract, project‑based and interim talent. It is designed for short-term needs, rapid transitions, or specialized projects and expertise, while traditional staffing typically involves hiring permanent employees for ongoing roles from the initial job listing.
Common Types of Flexible Staffing Models
Each flexible staffing model, including interim, fractional, contract-to-hire, project-based, and hybrid, offers a different balance of speed, level of expertise and cost structure. The following flexible staffing options provide a clear overview of how companies can hire the right talent based on project needs, budget constraints and long‑term goals.
| Model | Definition | Pros | Cons |
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Interim/Temporary |
Bringing in qualified professionals for a defined period — typically to address turnover, support peak workloads or keep operations moving during transitions |
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Fractional |
Fractional professionals — such as CFOs, controllers or HR leaders — support organizations on a part time or limited hour basis. This model is ideal when leadership expertise is needed, but the workload does not justify a full time hire |
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Contract-to-Hire |
Allows organizations to evaluate a candidate’s performance, culture fit and long term potential before extending a permanent offer |
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Project-based |
Brings in consultants for initiatives with defined scopes and timelines — such as audit readiness, system implementations or process improvements |
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Hybrid |
Blends two or more approaches — such as combining fractional leadership with project based execution or pairing interim support with contract to hire |
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Benefits of Flexible Staffing Models: What Is Driving the Shift?
From recent interviews with our senior recruiters and client-facing leaders, four key drivers emerged.
1. Consultants Who Drive Results
Today’s organizations aren’t just looking for someone to occupy a role — they need consultants who can step in, lead through transitions and deliver measurable outcomes from day one. Flexible staffing models make it possible to access experienced professionals who bring leadership, strategic insight, and the ability to solve complex challenges, enabling critical initiatives to move forward successfully.
“Our clients need a professional who can assess the situation, act quickly and make an immediate impact. They do not have time to waste training and onboarding. They need fast, tangible results.”
2. Urgency Without Long-term Commitment
As we know, CFOs are pressed for time and resources; therefore, they need experts who can step in immediately, often within days, not weeks. Whether it’s a controller who can close the books or a NetSuite-savvy consultant who can clean up reporting, speed matters.
3. Budget-conscious Flexibility
When budget constraints make it difficult to justify a traditional full-time hire — especially during critical periods — flexible staffing models offer organizations the ability to scale talent up or down as needs change. This helps control expenses and allocate resources efficiently, without the long-term financial commitment of permanent staff.
4. On-site Engagement in a Virtual World
While the business environment is increasingly virtual, many clients still require full-time staff who can be actively engaged on-site — whether in hybrid or fully in-office roles. A growing trend driving successful interim projects is the ability to provide fractional CFOs and consultants with geographic proximity to the client, ensuring seamless integration and hands-on support.
Trends We’re Seeing in the Market
As workforce dynamics shift and hiring challenges intensify, CFOs are rethinking how they deploy talent across their organizations. Flexible staffing models are becoming more integrated into long‑term workforce strategies — not just as stopgap solutions, but as proactive tools for managing volatility, accelerating growth initiatives and strengthening operational resilience. The trends below highlight how market conditions, project demands and talent expectations are shaping the future of flexible staffing.
Demand in Professional and IT Segments Remains Strong
According to SIA’s 2025 Staffing Trends Report, temporary staffing continues to be a strategic lever for middle-market companies. While the overall U.S. staffing industry is projected to grow 2% in 2026, the demand for staffing-oriented and contingent workforce solutions remains strong, especially in the accounting and finance (A&F), human resources (HR) and information technology (IT) segments.
Staffing Engagements Are Shorter and Sharper
Most engagements run for three to six months and are tied to specific deliverables, such as audit readiness, budgeting, system optimization or mergers and acquisitions (M&A) integration. Clients are increasingly requesting consultants who can hit the ground running and deliver measurable outcomes within tight timelines.
Some CFOs worry about continuity or cultural fit with interim staff. However, flexible staffing providers increasingly offer consultants with industry experience and proven track records, enabling seamless integration.
Hybrid Models Are Gaining Traction
Many organizations are blending consulting with contract-to-hire and fractional leadership roles. This approach allows CFOs to evaluate talent in real-time while maintaining flexibility in headcount and budget. Fractional CFOs and controllers are especially popular for companies undergoing transitions, fundraising or preparing for audits, offering strategic oversight without the commitment of a full-time hire.
Technical Impact: Real Flexible Staffing Examples From the Field
Cherry Bekaert’s Recruiting & Staffing Services team’s senior consultants have delivered measurable results across industries:
- Leadership Transitions & NetSuite Optimization: A consultant stepped in as interim controller, then pivoted to interim CFO. He led budgeting, managed staff and optimized NetSuite reporting — helping the client regain financial visibility and continuity.
- Inventory Reconciliation & Monthly Close: At a multi-location distributor, our consultants reconciled years of inventory discrepancies, implemented a monthly close process, and transitioned the team to a new controller — restoring confidence in reporting.
- System-specific Expertise: Clients have leaned on our consultants for:
- NetSuite: Custom reporting, budgeting modules and cleanup
- Unanet: Post-implementation cleanup
- Azure & SQL: Infrastructure support for IT scale-ups
- Audit & Year-end Readiness: Consultants have supported Cherry Bekaert’s advisory teams by preparing financials, reconciling accounts, and implementing controls, accelerating audit timelines and improving lender confidence.
The CFO’s Takeaway
Flexible staffing solutions aren’t just a stopgap — they’re a strategic lever. Middle-market CFOs are increasingly choosing Cherry Bekaert’s Recruiting & Staffing Services because we deliver consultants who solve problems, not just fill roles.
As year-end approaches, the demand for targeted support will only grow. Whether it’s budgeting, audit preparation, leadership transitions or strategic growth, our team is ready to help.
About Cherry Bekaert
Cherry Bekaert's Recruiting & Staffing team specializes A&F, IT, HR and executive search. As part of Cherry Bekaert CFO Advisory, we offer clients access to deep industry knowledge and experience, flexible staffing models and senior-level consultants who deliver measurable impact.
Whether you're looking for interim support, interim leadership or contract-to-hire solutions, our team is ready to help guide you forward with confidence.
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