According to a Reddit survey, 72% of Argentine employers report difficulty finding suitable profiles, exceeding the 69% global figure and reaching the highest level in at least the last 15 years; in 2019 that figure was 50%. What is happening in southern Latin America is a snapshot of what repeats across the continent.
The most affected sectors are technology/IT, logistics operations/production and manufacturing —with between 5,000 and 10,000 IT vacancies unfilled per year even while paying salaries 40% above average.
Medium and small companies, those that are scaling, often require the experience of senior talent in different areas, but their financial situation does not allow full-time hires. For that reason, ‘fractional’ hiring is a growing trend.
Senior talent on a fractional basis is the answer to this pain because it:
✔ ️ Brings a high level of specialization without overloading your structure.
✔ ️ Lets you scale 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 is not enough to look for someone “with a track record”.
You need to identify the right profile, with the right outlook and energy to integrate quickly and add real value.
That is why having a recruitment firm with experience in senior talent is key.
Because it knows how to translate needs into profiles, avoid mismatches and speed up the integration curve.
Why is hiring senior talent on a fractional basis a strategic advantage?
- Immediate attention to critical experience gaps
With high scarcity in key areas (IT, operations), the contribution of a fractional senior makes it possible to cover strategic roles without delay - Efficiency and greater budget control
Faced with financial constraints and the risks of an overgrown payroll, this model is a flexible solution: high-level resources with no full-time commitment. - Enrich the structure without full formalities
Ideal for SMEs with few HR policies or little institutionalization: it brings experience and leadership without immediately reforming the internal structure. - Support in retention and internal professionalization
A fractional senior doesn’t just execute: they also pass on best practices, support the training of juniors and contribute to culture and professional processes. - Optimized selection with a specialized partner
Given the current low adoption of attraction and retention strategies in SMEs (only 9%), a recruitment partner focused on senior talent speeds up integration and reduces the risk of turnover
At PSRH we assess these needs and work with fractional profiles in diverse areas such as sales, human resources, marketing and finance. The response is always positive and the results are quantifiable in a short time.
💼 Are you considering adding fractional talent to your team? Invest well from the first step: choose who helps you choose.
