Fighting the War for Talent with On-Demand Transformational Leaders

Jan 21, 2020

Living in a country with a five-decade low unemployment rate, it has become challenging for all companies to find stellar talent. The best-performing and most talented employees have a wealth of options at their fingertips. Not only can they stay patient and wait for a compelling (and lucrative) offer, but disruptive technologies have made it even easier for world-class employees to go out on their own. How then does your business compete for this War for Talent?

Companies have recognized that talent can be a critical competitive advantage in their sector or industry. Intelligent, experienced, and motivated employees can mean the difference between business success and potential liquidation. These employees operate well under uncertainty, thrive under pressure, and think outside the box when creating new products or services for customers. Even more concerning is that globalization has meant that everyone is competing for talent with everyone

It isn’t crazy to argue that the war for talent is getting worse. But the intensifying war for talent has also resulted in a slow-moving and underrated, yet genuine paradigm shift. That shift is the rise of companies hiring transformational leaders on-demand. Whether you work in the C-suite at a decades-old business or are facing an inflection point for your quickly growing startup, it is critical to understand this paradigm shift and how you can best leverage it in your business.

The War for Talent and Its Relationship to Transformational Leaders

It has always been difficult for companies to find A-list talent consistently. This situation is particularly true for small and medium-sized enterprises (“SMEs”) who face on uphill battle for talent.

Depending on the position we’re trying to fill, we may not be able to pry away stellar talent because our well-funded rivals are trying to do the same. On the flip side, there may be a significant talent gap, meaning that there is an extremely scarce pool of prospects to select from in the marketplace. While there may be some high-quality talent in that pool, competitors are likely canvassing that same pool. And lest we forget, the rise of the gig and startup economy has made it more difficult to find and retain top talent. Top-tier talent always has the option of finding compelling freelance opportunities through online marketplaces creating an even further gap in the War for Talent.

Even if we can identify a shortlist of prospects that can be game-changers in our organization, hiring is as much an art as it is a science. Our biases may lead us astray. Along with this, even if we hire the best talent that we can find on the market, we may still suffer a net loss if that hire is toxic to our workplace culture.

It’s with this landscape in mind that on-demand transformational leaders seem incredibly appealing. If you aren’t yet familiar with on-demand transformational leaders, they are senior executives with prior experience who take on fractional, interim, or project roles for a defined period. 

These on-demand transformational leaders offer a wealth of qualities to their clients. They often have decades of experience as a senior executive in a particular sector or industry. They have “seen it all” and can rely on their managerial and technical expertise to offer new insights and ideas for their clients. Ultimately, they are highly motivated individuals who integrate themselves into an organization and create as much value as possible.

By leveraging on-demand transformational leaders, companies get the biggest bang for their buck. They can hire extremely talented individuals and simultaneously mitigate risk through a defined contract period. This risk mitigation occurs in several ways. On-demand transformational leaders can be assigned to work on discrete projects or initiatives. The defined contract period also takes the risk out of hiring someone who may be a bad cultural fit. If for some reason, the transformational leader doesn’t gel with the team, managers won’t be stuck with that individual. They create a winning strategy in the War for Talent.

The Rise of the On-Demand Transformational Leader

The on-demand transformational leader model levels the playing field for companies struggling to find top-tier talent. They can bring in a game-changing individual who can spearhead a mission-critical task for the company.


At OVESTO, we are laser-focused on providing the best transformational leaders to our clients and helping them win the War for Talent. We do this by finding on-demand transformational leaders that are experienced, knowledgeable, and motivated. We are poised to disrupt the hiring market by helping companies of all shapes and sizes leverage the paradigm shift to on-demand transformational leadership.

If you would like to learn about how we can help your organization, don’t hesitate to click here.

On-Demand Transformational Leaders


John R. Miles believes in On-Demand Transformational Leaders

John R. Miles is a Navy veteran and the founder and CEO of OVESTO, the leading provider of on-demand executive staffing. OVESTO provides transformational leaders for fractional, interim or project assignments. Miles is widely viewed as an expert on digital disruption, problem-solving, and business transformation. He is a highly sought after speaker, consultant, and writer. Miles has significant business experience a Fortune 50 CIO, ASX 10 CISO, and seasoned private equity leader in CEO and COO roles across several diverse industries.


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