Roles of marketing consultant, contractor and employee

I’ve been asked by both by prospective clients and networking acquaintances, what distinguish the work we do as a marketing consultant, with a marketing agency, contractor for projects and in-house marketing employee.
In my working career as a marketer and freelance contractor, wearing  these hats comes part of  dynamics of working with various clients and their business requirements. Here’s a clear working definition to help differentiate the work we are engaged to do.

A consultant comes in as an expert and gives you advice.
(White hat: providing guidance and information)
A contractor is someone that does work for you using their own methods, schedule, usually has other clients. 
(Yellow hat:harmony in methods)

An employee is someone that does work for you, according to your methods.
(Green hat: seeing where a thought goes)

At REMC, we mainly wear the first two hats.

Firstly we wear the white consultancy hat:  to define your marketing scope and challenges with an initial marketing assessment and audit.

We then propose support services as a contractor: prepare necessary work to set-up your  tailored marketing framework, according to the resources and capabilities of your organisation.

By working with the team, we then set the necessary processes and action plan.  A completed  framework is offered with a systematic and consistent approach, to work on getting the results that we have discussed and outlined with you.

I’ve also include an article that I had came across here on the pros and cons of hiring contractor Vs. employing.
Note that is it a collective perspective and concept accepted in the industry; Article adapted from

“Hiring an independent contractor or new employee is an important business decision.
To guide you to the best possible decision, consider the pros and cons of hiring an employee or an independent contractor:

Pros of hiring an independent contractor

  • Reduced Overhead: The attraction of hiring an independent contractor is the reduced costs in: expenses, payroll, benefits, and other overhead. Lower overhead means less stress to bring in new business revenue to cover costs.
  • No Health Benefits: This one deserves separate mention. A burden on small business is the uncontrollable costs of employee health benefits.
  • Work On Demand: Hiring an independent offers flexibility to the changing work demands of your company. You have the ability to take added opportunities as they arise, and during slow periods, have greater cost control. Your contract workforce often comes fully trained and highly specialized.

Pros of hiring an employee

  • Dedicated Loyalty: Making the commitment to hire an employee can result in having an individual with stronger loyalty than an independent. Added loyalty can result in more productivity. Your loyal staff will be ready to take on additional roles to help your company grow.
  • Multiple Roles: Staff in small organizations will often perform a variety of roles. This provides various learning opportunities for staff and a flexible, diverse workforce for the company.
  • Work Flow: With a steady stream of business, having an employee can be much easier to coordinate projects.

Cons of hiring an employee

  • Added Responsibility: You have to make payroll for your staff and help them provide for their families.
  • Extra Overhead: Not only are there the costs of employee benefits and payroll to consider, business or office is another consideration. With morestaff, you  will probably have to move to a bigger space,  and purchase equipment.
  • Becoming A Manager: As your small business grows in staff, you become less involved in practicing your trade and more involved in people management issues. Your company will be exposed to worker-related lawsuits. Independents will often require less management due to more motivation from being self-employed.

Cons of hiring an independent contractor

  • Lack of Control: Part of what makes a contractor independent is their ability to choose the control over the work performed. Contractors may have additional projects and may have less commitment than an employee.
  • No Fixed Rates: Your small business may find the perfect independent contractor to work with but the rates charged can vary by project and overall market demand. With an employee you can usually set the pay rate until the next review date.

There you go. By accessing and understanding cons, allow us to manage our expectations.
For companies who can’t afford to hire a full time employee, or not found the right skill set of specialised work,
outsourcing does have its advantages.



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