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In-House or Outsourced IT?    

Going without IT support is a bad idea, but which approach should you choose?

Having a consistent, powerful and reliable digital presence is a must for any business. Without it, you will be hard-pressed to convert new customers or maintain a competitive edge. Of course, this presents interesting challenges, especially for small businesses, as you’ll need to decide on the best approach for your IT: make an in-house, full-time hire or outsource your needs to a contractor.

Why is IT support necessary?
It can be tempting to skimp on IT resources. After all, for many firms, budgets are tight. And really, if you are small enough where you only have a few devices and employees, it seems logical to ask if there is a need for such a significant investment.

The answer is simple: absolutely. Even small businesses have significant IT needs. Cybersecurity concerns alone merit seeking IT support. For industries like title insurance, the need for IT help has additional urgency, as agents and underwriters routinely deal with large quantities of sensitive information. 

Having an IT expert pays off in other ways as well. From staying up to date on the latest trends and keeping your systems properly updated, there is no doubt that dedicated technology professionals can bring exceptional value to any title agency. 

Contractor vs. employee
Let’s discuss some of the big differences between a contractor and an employee. While pay and taxes are critical ways in which they diverge, perhaps even more substantial is the issue of autonomy. Employees are hired with the understanding that the work they perform will be done per the direction of the company.  Contractors on the other hand typically have far more control over when, where and how the work gets completed. 

To hire or to contract, that is the question!

So, should you hire an IT expert or simply contract with a firm or individual? Ultimately, it depends on your agency’s needs. Contracting with a professional can carry significant financial benefits, helping you save money on everything from health insurance to vacation time, but other questions are equally important to consider: 

  • How urgent are your IT needs?
    • Making a full-time hire often takes considerably more time than contracting a professional. Can your projects wait, or do you need to move immediately? Keep in mind that the “Great Resignation” has squeezed labor markets like never before, and the IT field is not immune from these trends. 
  • Do you need continuous support or project-based assistance?
    • Do your systems and operations require continuous IT support, or does it make sense to hire on an “as-needed” basis as projects pop up? Quite often, businesses have one-off projects that require highly specialized skillsets, such as cloud migration or data engineering. In those cases, it may not make sense to hire someone full-time.
  • Can you absorb the losses if you make a bad IT hire?
    • Some estimates put the cost of making a bad hire as high as 30% of that employee’s full-time salary,[i] which for an IT generalist could easily eclipse $10,000. Hiring a contractor lowers those stakes considerably, as they are understood to be temporary workers.
  • What are your concerns about regulation and liability?
    • With title insurance being a heavily regulated industry, you must consider regulation and liability concerns when bringing in technology contractors, and also think about how long it will take a contractor to get up to speed.

No two businesses are the same

Just like any other aspect of a business, no two companies are the same when it comes to IT. What is straightforward for one firm might be more complicated for another. What’s universal, however, is the need for high-quality technology professionals, which can help agencies become more innovative, efficient and profitable. By approaching the decision strategically and weighing all considerations equally, agents can find a solution that works for them. 

Find out more about hiring an IT contractor here.

[1] The Cost Of A Bad Hire And Red Flags to Avoid (2022) (apollotechnical.com)

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This blog contains general information only, not intended to be relied upon as, nor a substitute for, specific professional advice. We accept no responsibility for loss occasioned to any purpose acting on or refraining from action as a result of any material on this blog.

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