How to choose an on-demand tech skills provider

On demand tech skills (or “liquid workforce”, a term coined by Brightbox) is one of the fastest growing sectors in technology services today. It has emerged in response to a simple but pressing reality. Companies must stay relevant and competitive in an era shaped by rapid AI adoption, constant technological change, and ongoing economic and market uncertainty.

Traditional workforce models struggle to keep pace with this environment. Skills requirements change faster than hiring cycles, critical expertise is often needed immediately, and organisations must scale capability up or down without increasing long term cost or risk.

As a result, businesses are increasingly turning to on-demand tech skills to access the right expertise, at the right time, in the right way.

Over the years, BrightBox has worked closely with clients across industries to help them adopt this model successfully. Through these engagements, clear patterns have emerged around what works and what does not when selecting an on-demand tech skills provider.

The best practices below are drawn directly from that experience and reflect the questions our clients consistently ask when choosing partners to support their most important technology initiatives.

1. Proven Track Record and Credibility
A strong track record reduces delivery risk and signals maturity. Look beyond marketing claims to tangible evidence of success and repeatable outcomes.

Questions to consider:

• Does the company have proven and recent case studies relevant to your needs?

• Can they demonstrate delivery at scale, not just pilots or proofs of concept?

• Are you able to speak to current or past clients as references?

• Do they have experience in environments like yours such as enterprise, regulated, or high growth?

• Have they supported long term engagements, not just short-term placements?

2. Depth and breadth of vetted skills

Access to talent alone is not enough. Consistent quality depends on how skills are sourced, assessed, and managed over time.

Questions to consider:

• Does the provider maintain a database of pre vetted and continuously assessed professionals?

• How are technical skills validated through interviews, tests, or real-world scenarios?

• Are communication, collaboration, and problem-solving skills also assessed?

• How quickly can they mobilise skills as priorities change?

• Is ongoing performance reviewed and used to improve future matching?

3. Certifications, compliance, and more

External specialists often work on critical systems and sensitive data, making compliance and governance essential.

Questions to consider:

• Does the provider carry appropriate professional indemnity and liability insurance?

• Are background checks and right to work validations standard practice?

• Do they comply with relevant data protection and security standards?

• Are certifications maintained consistently across nearshore and offshore locations?

• Can they support audits or compliance reviews if required?

4. Use of modern technology, tooling, and data

A capable on-demand tech skills provider should actively use modern technology and data to enhance delivery, transparency, and decision making rather than relying on manual or fragmented processes.

Technology and data should not only support day to day operations, but also improve how skills are identified, matched and vetted, but also how delivery is managed, and outcomes optimised over time.

The most effective providers use data to create visibility, reduce risk, and continuously improve skills performance for both clients and talent.

Questions to consider:

• Do they use technology and data to intelligently match skills to work based on experience, performance, culture fit and availability?

• Is there real time visibility into delivery progress, utilisation and skills performance?

• How do they manage skills onboarding and collaboration securely using technology?

• Can their tooling integrate with your own delivery, reporting, and governance systems if required?

• Do they use delivery and performance data to continuously improve outcomes and inform future decisions?

5. Proven methodology and delivery approach

Skills without structure rarely deliver consistent results. A clear delivery approach is critical.

Questions to consider:

• Is there a defined onboarding and integration process?

• How are roles, responsibilities, and outcomes agreed from day one?

• What governance and escalation mechanisms are in place?

• How do they ensure continuity and knowledge transfer?

• Is their approach repeatable and proven rather than ad hoc?
  
  

6. Nearshore and offshore capability with local understanding

Location should enable flexibility and efficiency without compromising quality or accountability.

Questions to consider:

• Do they offer nearshore, offshore, or blended delivery models?

• How do they manage time zone overlap and communication?

• Is delivery quality consistent regardless of location?

• Is there clear local accountability and ownership?

• How do they ensure cultural alignment and collaboration?

7. Fair and transparent pricing model

Pricing should be clear, predictable, and aligned to value. Transparency builds trust and supports better commercial decisions.

Questions to consider:

• Is the pricing structure clear and easy to understand?

• Are rates consistent with clear justification for variation?

• What is included in the price such as onboarding, management, or tooling?

• Are there hidden costs or long-term commitments?

• Can pricing flex as teams scale up or down?

8. Vision for where the industry Is headed

The strongest providers do not just meet today’s needs. They help clients prepare for what comes next as technology and operating models evolve.

Questions to consider:

• Does the provider have a clear view of how technology skills demand is changing?

• Can they articulate the impact of AI and automation on roles and teams?

• Are they investing in future skills, not just current demand?

• Do they help clients think beyond short term resourcing, and have a plan for their North Star?

• Can they demonstrate this vision through real world outcomes and client successes?

At BrightBox, we believe and increasingly see in practice that the most successful organisations are moving towards a Liquid Skills workforce. Rather than relying solely on fixed roles and permanent teams, these organisations dynamically assemble the right mix of internal capability and on demand specialists, precisely when and where they are needed. This approach increases speed, reduces risk, and enables continuous adaptation in a rapidly changing environment.

Choosing the right partner
An on demand tech skills provider should feel like a strategic extension of your organisation. By applying these questions across track record, talent quality, compliance, delivery approach, pricing transparency, and future vision, you can make a confident and informed choice.

In an era defined by AI adoption and constant change (and uncertainty!) the right partner does not just fill gaps. They help you stay competitive, resilient and ready for what comes next.