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December 13, 2023 Readers Write 12 Comments

Embracing the Gig Economy: Why CIOs Should Leverage Digital Platforms for IT Talent
By Daniel Schubert

Daniel Schubert is co-founder and CEO of Revuud of Charlotte, NC.


The gig economy has rapidly emerged in the corporate realm, commonly referred to as digital platform work or the freelance economy. It represents more than just a passing trend. It is a revolution that is significantly transforming the traditional work landscape.

While the broader workforce is attracted to the appeal of flexibility and independence, there is a particular emphasis on CIOs. They are encouraged not only to adapt, but to excel in the digital revolution by using talent marketplaces, enabling them to find high-quality IT resources at a significantly reduced cost

According to a recent study, 42% of the total workforce comprises 1099 workers, independent contractors, or freelancers. Additionally, the report highlights a significant trend, with 90% of companies transitioning towards a hybrid model that incorporates both full-time and freelance employees.

This data underscores the evolving landscape of employment in the enterprise tech sector, reflecting a notable shift towards flexible and diverse workforce structures.

Conventional recruiting for CIOs may seem extravagant. Gig workers present a cost-effective alternative, providing specialized skills without the substantial overhead costs tied to full-time employees. By leveraging hiring platforms, CIOs can experience on average 30% savings per contractor within the first six months alone.

The gig economy thrives on technology, and digital platforms can function as matchmakers and entire wedding planning committees. These platforms streamline the hiring process, eliminating the need for extensive recruitment efforts and minimizing the time investment required from CIOs and their teams.

Gigs in the IT sector are akin to short-term relationships without the emotional baggage. They align seamlessly with project-based, task-focused approaches, making them ideal for CIOs who are seeking flexible and efficient solutions to their talent needs. By leveraging hiring platforms, CIOs can scale their IT talent up or down based on organizational needs.

Gone are the days of the traditional 9-to-5 grind. Gig workers seek the freedom to craft their professional endeavors on their terms. The gig economy’s appeal lies in the liberation from conventional work structures, making it imperative for tech leaders to consider alternative approaches to sourcing talent.

Gig opportunities emerge and vanish swiftly. The conventional snail-paced recruitment processes are inadequate in this scenario and are unnecessarily costly. CIOs need to channel their inner Flash with a laptop, adapting quickly to the demands of the gig economy. Lengthy recruitment cycles are relics of the past. The emphasis is now on agility and responsiveness.

In the gig economy, it’s not about impressive degrees or a wall adorned with certificates. It’s about skills. For CIOs who are seeking high-quality IT talent, leveraging hiring platforms becomes paramount. These platforms connect businesses with IT professionals based on demonstrated capabilities rather than relying solely on formal qualifications. It’s akin to ordering a customized solution – precise and efficient.

In conclusion, the gig economy is not merely a passing trend. It signifies a profound shift in the professional landscape. As individuals increasingly gravitate toward the flexibility and independence offered by gig work, CIOs should abandon old norms and capitalize on the transformative potential of the gig economy to position themselves not just as adaptors, but as thriving pioneers in the ever-evolving digital realm.

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Currently there are "12 comments" on this Article:

  1. Why the dislikes on this post? If you’re an employer strictly focused on bottom-line cost, this approach makes a ton of sense. If you place higher value on team culture, institutional/domain knowledge, and other more qualitative aspects of your workforce, then more traditional hiring is probably for you.

  2. If you want to build a quick website, sure, contract it out. Something you aren’t planning on upgrading, extending, doesn’t need to scale — sure.

    Realize that when I do contract I am coming in at about double the rate of the regular employees on site, and the contracting company is going to tack on their cut. Cost

    We could look at Machiavelli’s ‘The Prince’ and what he has to say about mercenaries. Loyalty

    We could talk about the idea that you are invested in the thing that you do for a company such that you want it to work, and it will be on display every day while you are an employee. Pride

    We can talk about how the knowledge that the contract company provides usually isn’t specific to the business that the contractor is working in, so you will spend a lot of time building up the knowledge such that the solution will be fit for purpose, fit for use. Quality

    We can talk about the idea that a HealthIT system is a System of Systems that is complex in the extreme — a solution that requires extensive understanding of not only the architecture, but the surround solutions. Knowledge

    Personally, there is a time and place for contract work, but to push this out as a piece for CIOs as the next big trend? Nah, would be the same result as offshoring.

  3. From the worker perspective…be careful. There are advantages to being a Gig worker via a ‘body shop’ but there can be major disadvantages. From the facts you have to cover all your own health insurance, liability, and Social Sec taxes and sign a contract with the firm that may tie you up in ways that are onerous. One such area is IP. If you are a developer and have come up with some unique ways of solving problems then when you join a body shop make sure you don’t lose your IP ownership of that technique. From my experiences I have seen some pretty onerous contracts put before gig workers, anything you do not expressly state as your IP they will own.

    • I would kindly suggest you check into the specifics of our platform for more details. Revuud healthcare system members contract directly with Talent consultants via the marketplace platform. Talents get to negotiate their own rates and generally make 10-20% more per hour. It’s the Talents business platform to track the clients you agree to work with, the hours, rates, payroll history, notes and contracts terms, etc. We even assist our Talent consultants when addressing health insurance needs, whether or not to setup an LLC, 1099 tax forms, etc. and other questions that they may have if new to the freelance consulting world. Would be glad to show you the platform if you would like to see how it works and what we are all about!

      On the IP topic, typically, in the absence of a specific agreement, the default is that the employer owns the work you produce during your employment.

      However, employment contracts often contain clauses that explicitly address intellectual property rights. It’s crucial to carefully review and understand the terms of your employment contract to determine who retains ownership of the work you produce. Some contracts may specify that the employer owns any work-related creations, while others might allow you to retain ownership of personal projects created outside of work hours and without company resources.

      • I did go to your website and now I am really confused! I gather you are NOT a ‘body shop’ to me it looks like you are a version of a search firm/placement agency that maybe specializes in temp labor that’s under contract with a health system. Correct?

        Are you basically a marketing/sales organization for gig workers?

        Who drafts/writes /carries the contract? Revuud, gig worker, hospital? In any case the gig worker has to be very careful what they sign up for.

        • Sorry for the delayed response. I really do appreciate all of your comments. Here is the simplest way I can explain what we do and why we exist, and are having success: We provide a place for contractors that WANT to do gig work, whether they have a full time job and want additional income or are a full time contractor, a platform to find those jobs, contract directly with the health system, and in many cases make more money. Revuud interviews all talents that want to join to validate credentials and to train them on the platform. They are not contracting with Revuud, they are contracting with the health system.

          Our health system clients join our platform to gain control over their entire 1099 contracting environment. They can search for talent, post job opportunities, contract with talents, track and approve all worked hours, manage PO’s, etc. all the while saving significant dollars over traditional processes.

          I would welcome the opportunity to show you the platform so please reach out to me at dschubert@revuud.com and we can line it up.

          • Thanks for the detailed response.
            In my book I’d call you the ‘Uber’ for IT gig workers.
            Good luck,

      • Yeah, I ain’t buying your sales pitch, Dan. A 20% premium is nothing. Full benefits routinely cost out at 50% of base salary, or more. Your gig contractors aren’t getting paid vacations, no paid healthcare, no paid sick leave, no educational allowance, literally nothing. No short or long-term disability. No pension.

        “Helping” with LLC, 1099, and insurance needs? In the real world, you are giving them a package of pamphlets, websites, and PDFs.

        In my world, most contractors are former FTEs who left for more freedom and control. In order to make it worthwhile, they require a base salary premium of 100-200%.

        You literally aren’t even in the right ballpark.

        • Here comes the nanny state to save all the workers who can’t decide for themselves to work 1099 or full-time W2! This is the same patronizing mindset that led to California’s insulting AB5 bill that made it much more difficult to find 1099 work. Allow workers to decide for themselves if Revuud and/or a full-time role is right for them. Don’t try to make that decision for them.

          • Your Nanny State commentary is so off base, it merits no response beyond this. That is your obsession. Neither Dan nor myself said that, meant that, or could plausibly be linked to that.

  4. The gig worker is nothing new in healthcare IT. 1099 or W2/contract…been going on for decades.

    • Exactly, and unless something strange happens, will go on for decades more. Revuud simply streamlines the transaction and allows the gig workers/contractors to search and find the work they want to do without having a middleperson to go through. They also generally make more per hour via Revuud.

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