Too Many Staff, Too Little Work? Shift to Task-Based Freelancing
In business, efficiency isn’t just a buzzword—it’s survival. Yet many companies continue to pour resources into full-time employees whose capacity far outweighs the workload. While it might feel comfortable to have people “on standby,” the reality is that underutilized staff can silently inflate your transaction cost to unsustainable levels.
It’s time to rethink the way we contract work—not the people, but the model. Enter shadow freelancing, a cost-effective approach where the same employee operates under a long-term, task-based freelance agreement. You retain talent, but only pay for actual, measurable output.
The Real Cost of Underutilization
Let’s break it down.
Suppose you hire an operations associate for 10,000 SAR per month. You expect them to manage processes, document workflows, and prepare weekly reports. But due to the nature of the business or inefficiencies in internal planning, they only handle 10 major tasks a month.
- That brings your cost per task to:
- > 10,000 SAR / 10 tasks = 1,000 SAR per task
Now imagine if those same tasks were handled by a freelancer (or the same employee in a shadow freelance contract) at 300 SAR per task. That’s:
> 300 SAR x 10 tasks = 3,000 SAR/month
That’s a 70% cost reduction, without sacrificing quality—and with clearer accountability and better task tracking.
What Is Shadow Freelancing?
Shadow freelancing is not replacing employees with strangers. It’s re-engaging the same person—who already knows your business and systems—but under a task-based freelance agreement. You pay based on outcomes, not hours or presence.
This model is ideal for:
- Roles with fluctuating workloads
- Project-based work (e.g., marketing campaigns, reports, tech support)
- Staff you trust but can't afford to keep full-time
Why Shadow Freelancing Makes Sense
Cost Efficiency
No more bloated salary-to-output ratios. You pay for what gets done, period.
Flexibility
Scale up or down based on workload. You’re not bound to rigid contracts or idle payroll.
Employee Satisfaction
Some employees prefer the freedom of freelance-style work. If structured right, it’s a win-win.
Long-Term Continuity
You’re not outsourcing to strangers. You’re just redefining the working relationship with someone already embedded in your operations.
Real-Life Example: The Cost of a Social Media Post
Let’s say you hire a Social Media Specialist for 9,000 SAR/month. Their day-to-day tasks include:
- Creating and publishing 2 posts per day (≈ 60/month)
- Responding to 10 DMs or comments daily (≈ 300/month)
On paper, this seems fine. But when you divide their salary by the total number of actions (posts + responses), you get:
> 9,000 SAR / (60 posts + 300 replies) = 25 SAR per action
At first glance, 25 SAR per post or message might not raise eyebrows. But here’s the kicker: if most of those comments are simple FAQs or repetitive queries, then each automated reply is effectively costing you 25–34 SAR.
Would you pay 34 SAR every time someone asks, “What are your working hours?” or “Where’s the location?”
Probably not.
This is where AI-powered chatbots or automated social tools become not just useful, but essential. You could reduce your human cost significantly and let your specialist focus only on strategic content and escalations.
A Tale of Two Models
Model | Monthly Cost | Tasks Completed | Cost Per Task | Notes |
Full-Time Employee | 10,000 SAR | 10 | 1,000 SAR | Underutilized |
Shadow Freelancer | 3,500 SAR | 10 | 350 SAR | Same person, flexible model |
- Savings: 6,500 SAR/month
- Annualized: 78,000 SAR saved per employee just by switching models.
Now multiply that by 5–10 roles, and you’ll realize how deeply overhead can be optimized.
How to Make It Work
- Define clear deliverables: No ambiguity. Each task must have scope, timeline, and measurable output.
- Use project management tools: Trello, Notion, or Asana can help track progress and performance.
- Offer continuity incentives: Create benefits or bonuses for long-term engagement or high-quality work.
- Stay compliant: Make sure contracts and tax obligations are in order to protect both parties.
Final Thoughts
Underutilized staff don’t just sit—they cost. A lot.
By shifting to a task-based freelance model with trusted individuals, you unlock a leaner, smarter workforce strategy. You keep the right people, cut unnecessary costs, and build a culture around results—not routines.
It’s time to ask yourself: are you paying for presence, or performance?