Why Flexible Workforces Are the Future (And How to Build One Successfully)

Danny Gal / FEB 26, 2025

With the rise of freelancing, increasing talent shortages, and the shift to remote work, companies are changing how they source and manage talent—and flexible talent platforms are leading the way.

In this blog, Danny Gal, Co-Founder of Proteams, shares how Proteams are helping multinational Enterprises rethink their workforce strategy, why traditional hiring models are failing and a practical 3-step strategy to build a high-performing, scalable external workforce.

The Rise of Freelancing and Remote Work

The inspiration for Proteams came from seeing more and more people turning to freelancing, often due to frustration with large corporations and traditional corporate structures. Today, there are about 1.5 billion freelancers around the world, and that number keeps growing.

COVID certainly played a part in this shift. In the US, we saw the freelance community grow by about 90% during that time. The pandemic helped show many people the benefits of working remotely. Geographic barriers started coming down, and suddenly it became much easier to provide value from anywhere in the world.

What Makes Proteams Different?

Proteams only works with large multinational companies. This approach helps us really understand their specific needs and challenges. It also builds trust with our freelancers, who know they'll be working with established clients.

We're an invite-only platform that prioritizes quality over quantity. Beyond just matching talent with companies, we're actively involved in delivering projects and making sure they succeed.

What I'm most proud of is our personalized approach. We're people-led in an industry that's increasingly automated. This human element keeps our success rates consistently between 90-95% of any request, significantly higher than industry averages.

Enterprises and Freelancers: The Misconceptions Holding Companies Back

One thing I've learned from working with major corporations is that most enterprises have serious misconceptions about flexible talent.

One mistake companies often make is trying to fit freelancers into existing organizational boxes—either as traditional contingent workers or under professional services. This misclassification prevents organizations from realizing the full value of an external workforce.

Another common concern revolves around risk. Many employers worry about compliance issues with external workers. The reality? With proper employment contracts and agreements, these risks are manageable. Having good systems for onboarding, managing, and offboarding external talent not only minimizes risk but actually improves the experience for everyone involved.

Many executives also underestimate the financial impact of their contingent workforce. They're often shocked when they discover just how much they're spending—and how much more value they could be getting for those investments.

3 Steps to Build a Flexible Workforce Strategy

Looking ahead, I believe most forward-thinking companies will develop a strategy for working with external talent in the next few years. Companies that fail to adapt will find themselves at a severe competitive disadvantage.

For anyone looking to develop a flexible workforce strategy, here are three simple suggestions:

Talk to others who've done it. Reach out to Proteams to connect with procurement leaders who have experience with flexible talent. Learn what worked for them and what didn't.
Start now. Don't delay implementing a flexible workforce strategy. The opportunity cost of waiting is enormous, and building an effective program takes time.
Begin small. Choose a department, region, or team where you can create a quick win. That initial success story will multiply, providing momentum and learnings you can apply as you scale.