NetSuite teams are adopting flexible hiring models that combine remote-first work, contract-to-hire talent, and nearshore support.
The platform now sits at the center of finance, CRM, operations, and analytics. As responsibilities expand, many teams realize they cannot cover every skill with a single full-time structure. This has pushed leaders to rethink how they hire, how they scale, and how they keep projects moving when demand shifts. The result is a steady move toward mixed models that balance cost, coverage, and speed.
Why teams are moving toward flexible hiring
NetSuite work rarely fits neatly into one role. Finance teams need support for ARM and reporting. CRM teams depend on saved searches and workflow fixes. Operations teams rely on configuration changes that support supply and fulfillment. These needs rise and fall throughout the year, which makes traditional hiring difficult to plan.
Flexible hiring gives leaders more control. Remote-first roles widen the talent pool and reduce the pressure to hire within one region. Contract-to-hire arrangements help teams confirm skill fit before committing. Nearshore teams provide additional support during heavy project cycles and offer coverage without large cost jumps. Together, these approaches help companies maintain momentum even when priorities change.
The Anderson Frank Careers and Hiring Guide shows how common this structure has become. 38% of organizations now use contractors to expand their NetSuite capability, and the average contract runs for about five months. These numbers reflect a clear shift toward flexible, blended teams.
When workloads spike or internal teams need time to reset, Anderson Frank delivers NetSuite professionals who step in quickly and keep essential work on track.
How remote-first work expanded the talent pool
Remote work opened access to people who understand the software, the industry, or both. Many teams now hire candidates from outside their region to close long-standing skill gaps. This helps leaders reach qualified talent without waiting for someone local. It also supports stronger team diversity because people with different experiences contribute different perspectives on process and quality.
Remote-first work also changes output. People handle more focused blocks of time. Meetings become shorter and more structured. Documentation improves because teams rely more on clarity and less on side conversations. These habits strengthen NetSuite operations and make cross-functional work easier to manage.
Why contract-to-hire fits NetSuite work
Many leaders use contract-to-hire when the workload is unpredictable or when they need to confirm a candidate’s approach before making a long-term decision. NetSuite projects can move quickly from build to support, and teams often shift between sprints, releases, and operational tasks. Contract-to-hire gives leaders room to adapt.
This model also protects teams during change. When companies adopt new modules or adjust business processes, contract-to-hire helps them bring in support without creating long-term cost commitments. It also gives managers time to evaluate the candidate’s communication style and decision-making habits, which are critical in a cross-functional system.
Why nearshore blends support delivery
Nearshore teams offer time-zone alignment, lower cost, and faster communication than many offshore options. They are useful for configuration work, testing, documentation, and backlog reduction. They also support release cycles, where timing and quick updates matter.
Teams use nearshore blends to maintain steady progress during large initiatives, especially implementations and integrations. When internal teams focus on planning, UAT, or data validation, nearshore staff take on repeatable tasks that keep velocity steady. This helps the team avoid bottlenecks and maintain predictable delivery without burning out internal staff.
When leaders need people who can anchor these blended structures and maintain quality across regions, Anderson Frank delivers NetSuite professionals who understand how to work within flexible models.
How leaders should adjust hiring plans
Flexible models work best when roles are clear. Leaders should define what the core team owns, what contractors handle, and what the nearshore team supports. This prevents confusion and reduces the risk of duplicate work or missed tasks.
Leaders should also plan talent needs in quarters instead of years. NetSuite workloads shift with business cycles, budget cycles, and seasonal activity. Quarterly planning helps teams stay ahead of spikes in demand and prevents last-minute hiring that slows delivery.
Clear documentation is another essential piece. Teams working across regions and contract types need consistent processes. When steps and expectations are visible, new hires contribute faster, and blended teams work with less friction.
What this shift means for future NetSuite teams
Flexible hiring will continue to grow as NetSuite expands. AI features will increase the need for people who can test suggestions and confirm results. Integrations will drive more cross-functional work. Reporting and compliance will become more important across industries. A blended model that adjusts to these shifts gives leaders more room to build stable, effective teams.
These models also improve long-term planning. They reduce hiring pressure, shorten onboarding timelines, and help teams maintain clear ownership across functions.
