Squared Away: Recent Episodes
SMC Squared
This is Squared Away - a podcast by SMC Squared. Join us as we redefine what it means to insource IT talent, leverage overseas teams, and measure remote efficiency over any distance.
Over the years, leading IT talent provider Patricia Conolly has seen many hiring models for Fortune 500 companies and start-ups. “It’s not uncommon for CEOs and CIOs to be asked to do more with less. That’s a mantra we’ve all heard, but unfortunately, it’s even more of a pressing theme right now,” said Connolly. Just as the world thought it was on the other side of covid, ripple effects and new issues are rocking the business world. Supply chain issues, inflation, and the cost of talent have all continued to challenge businesses' growth.
With a global capability center (GCC) strategy, companies can sigh relief. “What’s interesting is that most companies don’t have a talent strategy and a road map, so we provide one to them,” said Connolly. Connolly notes that fortune 500 clients have even taken the SMC Squared road map and applied it to their wider workforce.
The SMC Squared talent strategy helps companies digest comprehensive growth strategies. “We’re able to help with that way of looking out into the future and making it a bit more simplified. Reminding them that they have options as they go through this road-mapping process with us. And building out a GCC follows a road map. We follow it to kind of a three-year plan with flexibility quarter by quarter,” said Connolly.
GCC strategies are a solid alternative to outsourcing. The issues driving growth favoring GCC strategies include vendor performance, quality, and retention. In the last couple of years, outsourcing has stressed these issues further. “The whole question of - is a vendor the right solution or is a GCC the right solution, really comes to a head, and GCCs are really winning in that opportunity,” said Connolly.
As outsourcing costs rise, while finding the right talent is akin to locating a needle in a haystack, CIOs search for solutions to these present-day challenges. Thankfully, global capability centers may offer an answer. Dr. Patricia Connolly, Founding Partner and CEO at SMC Squared, and Jan Ross, Former CIO at nThrive, sat down to discuss these issues and provide their thoughts on what makes global capability centers (GCCs) stand out in today’s talent marketplace.
A third-party talent outsourcer’s main job is to satisfy the parameters of the work contract. The contracted person may do all the job requirements but won’t necessarily have a stake in the company. But when bringing in individuals as members of a particular organization, they are more invested in being a part of the company’s success. “They’re not there just to check the box of a contract,” Ross said. “They’re not there to say we don’t do that, so if you want that done, it will cost you more.”
While Ross’s experiences with having a global capability center built at nThrive were positive and her preferred talent acquisition method, building GCCs in-house does take some work. “I recommend always bringing a partner in that’s been there, done that,” Ross said. “There’s a lot of legalities in it. It takes a lot of process and time to deliver to get your organization set up.”
Going to a GCC can be an anxious process for a business unfamiliar with the advantages this model can provide. The savings numbers offer an attractive incentive to move to global capability centers. Still, the concern is whether that economic savings will have a hidden cost in sacrificing quality, consistency, and reliability. Ross did not find this to be the case. “The numbers are accurate, and you can truly get the lower cost opportunities. The individuals are incredibly talented. It’s amazing the capabilities, the education, the drive, and the individuals we’ve brought in from a GCC perspective; they are thrilled to be part of that company.”
As outsourcing costs rise, while finding the right talent is akin to locating a needle in a haystack, CIOs search for solutions to these present-day challenges. Thankfully, global capability centers may offer an answer. Dr. Patricia Connolly, Founding Partner and CEO at SMC Squared, and Jan Ross, Former CIO at nThrive, sat down to discuss these issues and provide their thoughts on what makes global capability centers (GCCs) stand out in today’s talent marketplace.
A third-party talent outsourcer’s main job is to satisfy the parameters of the work contract. The contracted person may do all the job requirements but won’t necessarily have a stake in the company. But when bringing in individuals as members of a particular organization, they are more invested in being a part of the company’s success. “They’re not there just to check the box of a contract,” Ross said. “They’re not there to say we don’t do that, so if you want that done, it will cost you more.”
While Ross’s experiences with having a global capability center built at nThrive were positive and her preferred talent acquisition method, building GCCs in-house does take some work. “I recommend always bringing a partner in that’s been there, done that,” Ross said. “There’s a lot of legalities in it. It takes a lot of process and time to deliver to get your organization set up.”
Going to a GCC can be an anxious process for a business unfamiliar with the advantages this model can provide. The savings numbers offer an attractive incentive to move to global capability centers. Still, the concern is whether that economic savings will have a hidden cost in sacrificing quality, consistency, and reliability. Ross did not find this to be the case. “The numbers are accurate, and you can truly get the lower cost opportunities. The individuals are incredibly talented. It’s amazing the capabilities, the education, the drive, and the individuals we’ve brought in from a GCC perspective; they are thrilled to be part of that company.”
- Securing and managing offshore talent is difficult for many companies, but it doesn’t have to be.
- The race for digital talent makes assembling a reliable and skilled team challenging.
- Working with an experienced company prepared to meet specific needs and goals is the foundation of successful offshore talent operations
Contact Us
- Securing and managing offshore talent is difficult for many companies, but it doesn’t have to be.
- The race for digital talent makes assembling a reliable and skilled team challenging.
- Working with an experienced company prepared to meet specific needs and goals is the foundation of successful offshore talent operations
Contact Us
- Securing and managing offshore talent is difficult for many companies, but it doesn’t have to be.
- The race for digital talent makes assembling a reliable and skilled team challenging.
- Working with an experienced company prepared to meet specific needs and goals is the foundation of successful offshore talent operations.
Contact Us
- SMC Squared creates a seamless global capability center transition.
- Building the right cultural environment is vital to a successful transition.
- SMC Squared’s unique GCC model delivers an excellent employee retention rate.
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- SMC Squared is a strategic partner that focuses on listening and matching clients with dedicated talent recruited for their needs.
- Leveraging global talent can allow a company to outperform competitors when done in the right way.
- India provides a wealth of strong global recruitment opportunities for businesses.
Contact Us
- SMC Squared is a strategic partner that focuses on listening and matching clients with dedicated talent recruited for their needs.
- Leveraging global talent can allow a company to outperform competitors when done in the right way.
- India provides a wealth of strong global recruitment opportunities for businesses.
Contact Us