Need More Procurement Support, But Not Sure What Resourcing Option to Choose?

Every organisation reaches a point where its internal capacity is stretched. You know there’s an important initiative or challenge that needs attention, but the skills, time, or capability simply aren’t available in-house.

Procurement Resourcing Options

So, what’s the best way to resource the work?

Should you bring in a consultant, engage Procurement-as-a-Service (PaaS) provider, hire a contractor, or employ someone on a permanent or casual basis?

The answer depends on the scope of work, urgency, budget, and most importantly whether the required expertise exists within your team. If it’s not   a core strength, bringing in external specialists often delivers better outcomes, faster.

When to Consider External Support

External resources can be invaluable when:

• Specialist expertise is needed - e.g. procurement strategy, commercial negotiations, or technology sourcing.

• The work is time-critical - delays could mean lost opportunities or increased costs.

• You want proven methods and tools — external specialists bring tested frameworks and market insights.

• You need objectivity - fresh eyes can identify issues internal teams may overlook.

• You want results without long-term headcount - particularly for project-based or one-off needs.

  
  

When you can buy better than you can build internally, you’re more likely to achieve high-quality results and avoid costly trial-and-error.

Resourcing Options — Pros and Cons

Option	Best For	Pros	Cons
Consultant	Strategic advice, complex problem-solving, transformation projects	Brings deep expertise and market knowledge or objective, independent advice High-quality deliverables in short timeframes	Higher day rate than employees- Not embedded long-term
Procurement-as-a-Service (PaaS)	Ongoing procurement support without permanent headcount	Scalable, pay only for what you need Access to a team with diverse expertise- Flexible to handle peaks in workload	Less embedded than an employee Requires good briefing and communication
Contractor	Filling a short-term skills gap or delivering defined project work	Embedded in your team Often faster onboarding than employees Can extend if needed	Quality varies depending on individual Still requires management oversight
Permanent Employee	Long-term, ongoing work that requires organisational knowledge	Builds internal capability Deep organisational understanding- Can take on a broader remit over time	Recruitment process can be slow Ongoing salary and on-costs even if workload drops
Casual Employee	Intermittent, low-commitment tasks or seasonal peaks	Flexible hours Lower long-term commitment- Can be cost-effective for basic tasks	Limited strategic input Availability may be inconsistent

How to Decide

1. Define the outcome -Is it strategic transformation, a one-off project, or ongoing operational support?

2. Assess internal capability - Do you have the skills and bandwidth to deliver this internally?

3. Weigh speed vs cost - External specialists may cost more upfront but often deliver faster and with fewer errors.

4. Consider flexibility - Will your needs change over time? Choose a model that can scale up or down.

5. Think beyond the task - Some options (like consultants or PaaS) bring tools, templates, and supplier and market knowledge that create lasting value.

   
   

Why Specialist External Support Often Wins

When the work is outside your organisation’s core strengths, external specialists can:

• Hit the ground running — no learning curve.

• Bring proven methodologies — reducing rework and the risk of costly mistakes.

• Leverage market knowledge — to secure better deals, terms, and outcomes.

• Focus solely on the task — without competing priorities.

  
  

At August Consulting, we’ve seen again and again how specialist procurement and commercial expertise can transform project outcomes - delivering higher quality, faster, and with less risk than trying to stretch internal resources.

Final Thought: If you’re unsure which model suits your situation, start with the end in mind: What’s the outcome worth to your business if you get it right - and what’s the cost if you don’t? From there, you can choose the resourcing model that gives you the best chance of success.