Expertise & Talent
Senior capability,
priced without the layers.
One expert for a few weeks, or a specialist who clears a real technical bar and joins your team. Both priced without the bench, the markup or the partner premium.
Fractional SME
Expert judgment when you need it, without the consulting overhead.
Companies often need a subject-matter expert for a few weeks, sometimes a few hours. What a large firm sends is a team, a minimum engagement, and a bill built mostly of overhead.
What you pay for at a big firm
- Partner oversight and brand premium
- Engagement managers and junior analysts
- Minimum team size and long contracts
- Bench and travel baked into the rate
As needed. No retainer, no minimum team, no long contract.
Where your consulting dollar goes
Large consulting firm
Invotech fractional SME
Illustrative split of fees for the same expert hours delivered.
Small help, big gains
A few weeks of the right expert can move a number that matters for years.
Business process review
Two weeks on order-to-cash removes duplicate approvals and manual re-keying. The saving repeats every month after.
Architecture check before build
A fractional data architect reviews the platform design up front, avoiding months of rework later.
Operating model tune-up
A supply chain SME re-sequences the planning cycle, cutting expedite costs and inventory.
Illustrative. Every engagement is scoped to one measurable outcome.
Talent on Demand
Lean HR. No bench. All the savings passed to you.
Hidden gems, vetted to an 85% fit, delivered in days. You see who we screened, what we assessed, and what each person costs.
85%
minimum fit before we share a profile
Technical depth plus attitude, communication and team fit. Below the bar, you never see the resume.
25–30%
lower cost in most cases
No bench to carry, no recruiter layers, no agency margin. Overhead we do not have, you do not pay for.
Days
not weeks, to a shortlist
A pre-vetted network and recruiters who know the roles — without cutting corners on vetting.
Every candidate goes through this before you see them
Step 1
Source
Network, referrals and hidden-gem hunting beyond the job boards.
Step 2
Technical screen
Hands-on assessment on the real stack, not a keyword match.
Step 3
Attitude & comms
Ownership, clarity, and how they handle ambiguity and feedback.
Step 4
Team fit
Will they work well with your people and at your pace.
Step 5
85% fit gate
Scored against your role. Only those above the bar are presented.
Step 6
Profile shared
One or two right candidates, with our interview notes attached.
Also from Invotech
Need a whole function run, not one hire?
Our AI-enabled offshore delivery centre is co-managed, not fully managed. We build it with you from ground zero, then carry resourcing, quality, efficiency and productivity while you keep full visibility and control.
Send us one open role or one stuck decision.
We will come back with a shortlist, an expert, or an honest read on why neither is the right move yet.