Various Architecture Staffing Models

Choose an Architect workforce model that addresses the above. Instead of full-time architect, consider the executive or director or technical sponsor for the role main question – "What will the role do after the first two projects/tasks?".  

Architect as Full-Time Employee

RetentionQualityLevel of WorkGrowthTotal Cost
Low, Good ones move onPlateaus after two projects. No guaranteed output after first two projects. As well, ramp-up time typically more as requires more upfront trainingFull-time, even if after first two projects workload does not matchIts either a tech architect for short-term or exec. architect for long-term, rarely can you find both in one and keep them. No guarantee of knowledge transition to team/corporation.$150-200k/yr
$100-150k in salary plus 20% in benefits plus training, on-boarding every 3 years

Architect as Full-Time Employee with executive responsibilities (not necessarily supervisory)

RetentionQualityLevel of WorkGrowthTotal Cost
Increases based on add-onsKeeps Good ones around and performance-based payFull-time commitment, but workload may not match change agent value – would have to find workPerformance can only incent so much, so this is same problem as employee model$175-275k/yr
$100-150k in salary plus 20% in benefits plus training, on-boarding plus 20% in performance and/or equity 

Independent Contract-based employee Architect as near full-time or full-time

RetentionQualityLevel of WorkGrowthTotal Cost
Renew based on defined, known key result directives/areas. Typically this is one with relationship that exists so sometimes harder to let goRenewal-based to help buy-back risk on post first two projects.Can be full-time, part-time or variable (FFP, T&M) and renewal-basedCan either watch growth, change detail responsibility, or lower hours in one architect. No guarantee of knowledge transition to team/corporation.$150-250k/yr
Typically T&M models with NTE of full-time investment, less onboarding, no benefits/FUCA

Hybrid – Independent Consulting Architect to do & lead Junior Full-Time employees

RetentionQualityLevel of WorkGrowthTotal Cost
Renew based on defined, known key result directives/areas. Sometimes harder to let go if junior employees have grown attachedRenewal-based to help buy-back risk on post first two projects as well as increase corporate knowledge retentionCan be full-time, part-time or variable (FFP, T&M) and renewal-basedAssure knowledge transition and investment in growing staff

$175-275k/yr

$120-$200/hour with volume discounts. Typically more efficient than 100% full-time models

Architecture firm Consulting Services

RetentionQualityLevel of WorkGrowthTotal Cost
Renew and include key personnel requirementsHave more access to various executive, enterprise, solutions, technical, data, process, and services architecture as well as additional deeper tech-reachbackCan be individual or multiple full-time, part-time or variable (FFP, T&M) and renewal-basedCan vary investment in different architect types that change as the fast disruptive

$75 to up 300k/yr for equivalent of 1 FTE

Higher cost per hour, less hours

Recommend 3 to 8 $25 to 75k task order in first year max.

Interim Consult/Contract

RetentionQualityLevel of WorkGrowthTotal Cost
Known end with options to extendsame as non-employee options aboveTypically Full-time as it is placeholding for full-time positionVaries by model chosen above – contract, independent consultant, consulting firm$125-300k/yr
As well, given the task order is more long-term, and has authority as would employee, this reduces the "consulting" model tensionVaries greatly and sometimes requires hefty headhunter fee

 

Xentity can support any of these models in contract-to-hire, staff augmentation, or various consulting capacities.