COST IS ONE PART OF THE DECISION
Your own IT hire. An outsourced team. Or a bit of both.
The right choice depends on the work, the coverage and the time your business can spend managing it. Compare equivalent responsibilities before comparing the bill.
WORK THROUGH YOUR NUMBERS
Start with costs.
Then check the fit.
Replace the examples with your own assumptions. Add employer costs, tools, specialist work and internal time that remains after outsourcing.
The calculator shows annual costs, with setup costs included in year one. It does not estimate taxes or quote our services.
Editable examples, not our prices. Salary and service fees only until you add other costs.
LOOK AT THE WORK, TOO
Three ways to cover your IT.
| Consider | Internal hire | Outsourced support | A combination |
|---|---|---|---|
| Day-to-day ownership | Dedicated employee with internal context | Provider owns the agreed service scope | Internal owner with defined external help |
| Skills and capacity | Depends on the person and available time | Confirm relevant skills and capacity in the scope | Add skills or cover that the internal team lacks |
| On-site presence | Can be part of the role | Confirm availability, location and charges | Employee on site; provider supports agreed work |
| Absence and escalation | Arrange cover and specialist escalation | Confirm cover and escalation arrangements | Define who acts when either side is unavailable |
| Management effort | Recruitment, line management and development | Supplier coordination and internal approvals | Clear division of work and shared documentation |
| May suit you when… | There is enough consistent work for a dedicated role | You need ongoing help across an agreed set of systems | You want to keep internal knowledge while adding support |
A FAIR COMPARISON
Ask the same
questions of both.
How much work is there, and when?
Count recurring support, administration and planned changes. Include the hours and locations where help is needed. A shared service does not offer the same dedicated capacity as a full-time employee.
Who handles work outside the usual skill set?
List the systems that need specialist attention and the likely projects ahead. Include those costs on both sides rather than assuming either option covers everything.
What will our own team still do?
Approvals, business priorities and accountability stay with your business. Include the time spent managing a provider or an internal hire, and agree who makes each decision.
LET’S TALK IT
A clearer picture starts with a conversation.
Tell us what your team needs and what is getting in the way. We can work through the next step together.