Most hiring managers know what a new employee costs.  Fewer know what an open position costs or that contract professionals can often help bridge the gap.

When a critical role becomes vacant, it’s easy to focus on recruiting activities: posting the job, reviewing resumes, scheduling interviews, and negotiating offers. But while the hiring process unfolds, the business continues moving forward. Deadlines don’t change. Projects don’t pause. Customers still expect results.

In today’s hiring market, many organizations are experiencing longer hiring cycles for specialized roles in areas like Accounting & Finance, Human Resources, Marketing, and more.  Candidates lately have shared stories with us about vacancies at their organizations that have lingered for weeks – or months.

The real question isn’t what it costs to hire someone.

It’s what it costs while you’re waiting.

The 90-Day Vacancy Scenario

Imagine a Charlotte-area company loses a Senior Accountant.  Current research estimates it will take approximately 90 days to identify, interview, hire, and onboard the right senior-level Accounting professional (or CPA).  At first glance, that may seem manageable.  But over those 90 days:

• Month-end close responsibilities shift to already busy team members.
• Reconciliations begin taking longer.
• Reporting deadlines become more stressful.
• Overtime increases.
• Strategic initiatives get postponed.
• Employee burnout risk rises.

Even if the work gets done, it often comes at a hidden cost.  And accounting isn’t unique.  The same pattern plays out across departments.

When HR Is Short-Staffed

Let’s imagine an HR Manager resigns.  Current time to replace is estimated at 2 to 3 months and the cost is estimated to be 6-9 months worth of the departing employee’s annual salary in recruiting, onboarding, and lost productivity.

In the meantime, the remaining team must continue supporting recruiting, onboarding, employee relations, benefits administration, and compliance requirements.

As workloads increase, strategic projects are often the first casualty. Next:

• Culture initiatives stall.
• Training programs get delayed.
• Recruiting efforts slow down.
• The organization becomes reactive instead of proactive.

The Cost Isn’t Always Financial

When leaders evaluate vacancies, they often focus on salary savings.  But some of the most significant costs are difficult to measure.  According to Kayla Kostarelos, Strategic Account Manager at Sherpa, “I’m consistently hearing from hiring managers who engage with us that their vacancies lead to reduced morale, missed deadlines, project delays and employee burnout.”  In addition to the results Kayla mentioned, it’s well known that understaffing leads to:

• Reduced customer service levels
• Lost productivity
• Increased turnover among remaining staff

The longer a vacancy remains open, the greater the potential impact on the broader organization.

A Different Approach: Bridge the Gap

As an employer, it’s worth remembering that not every workforce challenge requires a permanent solution immediately.  Many organizations turn to contract professionals, consultants, and contract-to-hire talent to maintain momentum while conducting a thoughtful search for the right long-term hire.

For example:

• An accounting/finance consultant, interim CFO, or contract Controller can support financial reporting during a leadership transition.
• An HR Business Partner can provide employee support during a period of rapid growth.

Rather than asking, “How quickly can we fill the position?”  Leaders may benefit from asking: “What is the cost of leaving this role open?”

Before You Open Your Next Requisition

Consider these three questions:

1. What business impact will this vacancy have over the next 90 days?
2. Which projects or responsibilities are most at risk?
3. Is there a way to add expertise or capacity before a permanent hire is made?

In many cases, the most effective solution isn’t choosing between contract professionals and direct hire.  It’s using both.

Don’t Let a Vacancy Become a Business Problem

Critical positions don’t just support the business – they keep it moving.

Whether you’re facing a sudden resignation, preparing for a major initiative, or struggling to find specialized talent, having the right support in place can help protect productivity, maintain momentum, and reduce strain on your team.  Worth mentioning too, is the fact that 30% of new hires leave their role within 90 days according to Forbes.  Hiring on a contract or contract to hire basis reduces that risk and essentially offers a “try before you buy” experience that benefits both the employer and employee.

Sherpa provides contract, contract-to-hire, consulting, and direct-hire professionals across Accounting & Finance, Human Resources, Marketing, Supply Chain, Business Transformation, and Corporate Support.

Need help bridging a critical talent gap? Contact Sherpa to discuss your workforce challenge.