According to a Reddit survey, 72% of Argentine employers report having difficulty finding suitable profiles—surpassing the global average of 69%—and reaching the highest level in at least the last 15 years. In 2019, that figure was 50%. What is happening in the south of Latin America is a snapshot of what is repeated across the continent.

The most affected sectors are technology/IT, operations/logistics, and manufacturing—with between 5,000 and 10,000 unfilled IT vacancies per year, even when paying salaries 40% above the average.

Medium and small companies, those that are scaling up, often require the experience of senior talent in different areas, but their financial situation doesn’t allow for full-time hires. For that reason, “fractional” hiring is a growing trend.

Fractional senior talent is the answer to this challenge because:

✔ Brings a high level of expertise without overloading your structure.
✔ Enables scaling with focus, efficiency, and low risk.
✔ Adapts to projects, growth stages, or key moments.
✔ Helps professionalize processes without compromising your budget.

But for this model to work, it’s not enough to simply look for someone “with a track record.”
You need to identify the exact profile, with the right perspective and energy to integrate quickly and add real value.

That’s why working with a recruitment firm experienced in senior talent is key.
They know how to translate needs into profiles, avoid mismatches, and accelerate the integration curve.

Why is hiring fractional senior talent a strategic advantage?

Immediate attention to critical experience gaps
With high shortages in key areas (IT, operations), the contribution of a fractional senior helps fill strategic roles without delay.

Efficiency and greater budget control
Faced with financial constraints and the risk of payroll overload, this model offers a flexible solution: high-level resources without full-time commitment.

Enhancing the structure without full formalities
Ideal for SMEs with few HR policies or low institutionalization: it brings experience and leadership without immediately overhauling the internal structure.

Support in retention and internal professionalization
A fractional senior doesn’t just execute—they also share best practices, mentor junior staff, and contribute to culture and professional processes.

Optimized selection with a specialized partner
Given the low adoption of attraction and retention strategies in SMEs (only 9%), a recruitment partner focused on senior talent speeds up integration and reduces turnover risk.

At PSRH, we assess these needs and work with fractional profiles in areas such as sales, human resources, marketing, and finance. The feedback is always positive, and the results are measurable in a short time.

💼 Are you considering adding fractional talent to your team? Invest wisely from the first step—choose who helps you choose.