When it comes to HR consulting, businesses often face an important decision: Do you hire an independent consultant or partner with a full-service HR consulting firm?
While solo practitioners can offer specialized expertise at a lower price, there are significant advantages to working with a firm, especially for teams that need fractional support over time. To be clear, we know many solo consultants who do excellent work, and there are certainly times when they are the right choice. At Reverb, we offer a comprehensive solution that balances quality, resources, and responsiveness—perfect for organizations looking to scale their people operations effectively.
Here are the key benefits of partnering with a full-service HR consulting firm compared to going with a solo practitioner.
1. Access to a Team of Experts
One of the most significant advantages of working with a firm is access to a diverse team of senior consultants, each bringing a wealth of experience and specialized knowledge. Our team consists of experienced professionals, many of whom have led HR at smaller companies or held senior leadership roles in enterprise organizations. This depth of experience means you’re not just getting advice from one person—you’re benefiting from the collective expertise of an entire team.
Our team collaborates seamlessly, sharing resources over Slack, email, and periodic get-togethers. We have experts in areas like compliance, compensation, coaching, and facilitation. Team members can rely on one another for advice and suggestions.
However, working with a solo consultant can be a good choice when you have a very specific need. For instance, if you’re looking to tackle a one-off project like doing an investigation or conducting a compliance audit, a solo practitioner can deliver tailored expertise efficiently. Their narrower focus can also offer quick turnaround times on smaller tasks.
2. Comprehensive HR Solutions and a One-Stop Shop
At Reverb, we pride ourselves on being a one-stop shop for your HR, people and culture, and people development needs. Whether you’re looking for hands-on support, leadership development, manager training or coaching, we’ve got you covered. A firm can offer a broad range of services allowing you to build a long-term, trusted relationship with a single vendor who can grow with you.
A solo consultant, on the other hand, might be a better fit if you don’t require a broad range of services. For example, if you only need a learning framework for customer service or sales team training, working with an independent consultant who specializes in that area may be better equipped.
3. Availability and Efficiency
A solo consultant may lack access to the sophisticated tools and resources that a firm can provide. Larger firms typically invest in a range of tools and resources to support their clients, including legal and compliance services (we use SixFifty), compensation analysis tools, ready made workshop materials, and more. These resources allow firms to deliver great solutions in less time.
However, if your project is well-defined and you already have some internal resources in place, a solo consultant could handle it with fewer overhead costs. For example, if your HR team has the basics down and you just need guidance on a specific project, an independent consultant can quickly jump in without the need for broader firm resources.
4. Scalable, Fractional Support for Growing Teams
There’s a common misconception that the annualized cost of working with a firm is higher than that of a solo consultant. However, for companies looking for fractional HR support, comparing annualized costs may not provide a full picture of the value. At Reverb, our services are designed for teams that need flexible, ongoing support without committing to a full-time HR leader. This fractional model means you’re not paying for full-time expertise you don’t need—you’re getting the right amount of support exactly when you need it.
For businesses with evolving needs, working with a firm that can scale its services is beneficial. But if your HR needs are more predictable and well-defined—such as compliance or payroll management—an independent consultant might offer a more tailored and cost-effective solution, especially when there’s no immediate need for scalability.
5. Quality of Service and Responsiveness
While price is often a deciding factor for businesses when choosing between a firm and a solo practitioner, the saying “you get what you pay for” rings true in HR consulting. We’ve worked with clients who initially tried lower-cost options but eventually returned to us for the quality of service and responsiveness they experienced with our team.
When urgent issues arise or critical business decisions need to be made, having a responsive and dedicated HR partner is invaluable. Our consultants not only provide high-level strategic advice, they are also hands-on and proactive in addressing challenges. Whether it’s designing a comprehensive people roadmap or navigating complex HR issues, we’re always available to ensure your company is set up for success.
When Else to Consider a Solo Practitioner
While partnering with a firm offers many advantages, there are instances when working with a solo practitioner can make perfect sense. If your company has a discrete, short-term project, or if you need a specific expert to advise on a narrow issue—such as conducting a compliance audit or designing training for a function like sales development representatives—a solo consultant may be a better fit. Solo practitioners can also be agile, offering fast turnaround for smaller tasks without the overhead of a full-service firm.
Overall, while full-service HR firms provide a comprehensive solution for growing organizations with varied and ongoing needs, solo practitioners offer niche expertise that can be beneficial for specific, focused projects. Understanding your company’s needs and the scale of your HR requirements will help you make the right decision for your business.
