You’ve decided to bring in a consultant. Now comes the next question: how do you find the right one quickly, without turning it into a drawn-out process?
Unlike hiring a permanent employee, engaging a consultant should be straightforward. The best consultants are experienced professionals who are used to getting up to speed fast, asking the right questions, and delivering results without needing months of handholding. Your job is simply to find the right fit and point them in the right direction.
Here’s how to do that with confidence.
Know What You Actually Need
Before you start looking, take 30 minutes to get clear on what you’re trying to achieve. You don’t need a lengthy job description; you need a clear answer to a few key questions:
- What problem are we solving, or what outcome do we want?
- How will we know when the job is done?
- What’s our rough timeline and budget?
- What kind of expertise does this person need to have?
The clearer your brief, the faster you’ll find the right person and the faster they’ll be able to get started. Vague briefs attract mismatched candidates and slow everything down.
Know What Kind of Expert You’re Looking For
The consulting world covers a lot of ground. Knowing which type of expert you need will narrow your search considerably.
Specialist consultants bring deep functional expertise in areas like finance, marketing, technology, operations, or HR. They’re focused on delivering a specific outcome within their domain.
Business coaches work with leaders and teams to build capability and improve performance over time. They’re less about a specific deliverable and more about developing the people involved.
Fractional leaders step into a senior leadership role on a part-time basis, such as a fractional CFO, CMO, or COO, giving you executive-level thinking without the full-time cost.
Training providers deliver structured learning programs to upskill your team, whether that’s leadership development, technical training, or compliance education.
Getting this right upfront means you’re not wasting time talking to people who aren’t suited to what you need.
Find Your Candidates
Once you know what you’re looking for, there are a few reliable ways to find strong candidates quickly.
Referrals are a fast route to someone you can trust. Ask peers, colleagues, or your industry network who they’ve used and would recommend. A direct referral with real experience behind it is valuable however be sure you’re not limiting yourself to the pool just within in your own network.
Specialist platforms like Gigomy connect businesses with pre-vetted consultants, coaches, fractional leaders, and training providers. A good platform does the sourcing work for you and lets you find qualified professionals who match your specific need without starting from scratch.
LinkedIn is useful for identifying candidates with relevant backgrounds, particularly for specialist roles where you know exactly what experience you’re looking for.
Aim for two or three strong candidates. You don’t need a long list; you need enough to make a confident comparison.
Have One Good Conversation
Rather than a formal multi-stage interview process, a single focused conversation is usually enough to work out whether someone is the right fit. A good consultant will come prepared, ask smart questions, and quickly demonstrate whether they understand your situation.
In that conversation, pay attention to:
Whether they listen before they talk. The best consultants ask good questions before offering solutions. Be cautious of anyone who jumps straight to answers without first understanding your context.
Whether they’ve done this before. Ask for a specific example of a similar problem they’ve solved and what the outcome was. Relevant experience is more important than impressive credentials.
Whether you can work with them. Personality and communication style matter. A consultant who is technically brilliant but difficult to work with will create friction. Trust your instincts.
You can always speak to a reference if you want added confidence, but don’t let the process drag on. A good consultant won’t be available indefinitely.
Agree on the Basics and Get Started
One of the advantages of hiring a consultant is that you don’t need to go through a lengthy onboarding process. They’re professionals who are used to hitting the ground running. What you do need is a clear, shared understanding of a few key things before work begins:
- What’s in scope and what isn’t
- What will be delivered and by when
- How fees work, whether that’s a day rate, a project fee, or a retainer
- How you’ll communicate and who the main point of contact is on your side
A simple written summary or short contract covering these points is all you need. It doesn’t have to be complicated; it just has to be clear. Once that’s in place, give them the context and access they need and let them get on with it.
The best consulting relationships are ones where the business brings the problem and the consultant brings the solution. Set them up well and then trust them to deliver.
Five Things to Confirm Before You Kick Off
- We’ve clearly defined the outcome we’re looking for
- We’ve found someone with relevant, proven experience
- We’re comfortable with how they communicate and work
- We’ve agreed on scope, deliverables, fees, and timeline in writing
- We’ve given them the context and access they need to get started
The Bottom Line
Hiring a consultant doesn’t have to feel like a big, complicated process. When you’re clear on what you need, you can find the right person quickly, get them up to speed in a matter of days, and start seeing results fast. That’s the whole point.
The key is knowing what you’re looking for, having one honest conversation, and agreeing on the basics before you begin. Everything else will follow.
Gigomy connects Australian businesses with experienced consultants, coaches, fractional leaders, and training providers across a wide range of disciplines. Find the right expert for your business today.
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