The Workforce Has Shifted
The commercial real estate (CRE) and construction industries are built on foundations of permanence — solid structures, long-term investments, and stable relationships. But when it comes to talent, today’s workforce is anything but static.
The COVID-19 pandemic didn’t just change where we work; it changed how we work. It broke open traditional models of employment and accelerated a trend that had already been gaining momentum: the rise of flexible, freelance work.
Today in many industries, the ability to “work from anywhere” isn’t a bonus — it’s an expectation. According to a 2024 Gallup survey, 8 in 10 workers in remote-capable jobs now expect flexibility in where and when they work. Meanwhile, over 39% of the U.S. workforce — more than 64 million Americans — are participating in freelance work (Upwork, 2024).
For CRE and construction leaders, this shift presents a major opportunity — but only if you’re willing to adapt.
A New Model for Talent
Before 2020, most commercial real estate and construction firms relied heavily on full-time, on-site employees. Post-pandemic, remote work demonstrated that productivity often improved when employees had greater control over their work environments.
At the same time, a growing number of skilled professionals — architects, designers, project managers, estimators, marketers — began rethinking their career paths. A 2024 McKinsey study found that 36% of workers across industries now freelance by choice, citing better work-life balance, the ability to choose projects, and higher earnings potential.
Today’s top talent is no longer limited by geography or tied to a single employer. They seek autonomy and flexibility — and many are choosing freelance and contract work as a long-term career strategy, not just a stopgap.
Why Flexibility Matters for CRE and Construction
As the talent landscape evolves, companies that embrace freelance and flexible workers gain major competitive advantages:
- Access to Specialized Skills: Freelancers often bring niche expertise that full-time teams may lack. Need a healthcare interior designer for a major renovation? A sustainability consultant for a development proposal? The freelance market offers deep, on-demand talent pools.
- Scalable Teams: Project demands in CRE and construction are cyclical. Freelancers allow you to scale resources up or down quickly based on active projects — without the burden of maintaining oversized, permanent teams.
- Speed to Market: Staffing challenges are one of the top three causes of project delays in construction (Autodesk/FMI, 2023). Flexible staffing models reduce bottlenecks and keep timelines moving.
- Cost Efficiency: According to a 2023 Deloitte report, companies utilizing flexible labor save an estimated 20–30% on talent costs compared to traditional hiring, considering savings on benefits, payroll taxes, and long-term obligations.
What Leaders Need to Do Now
To stay competitive, CRE and construction firms must rethink their approach to sourcing, managing, and retaining talent. Here’s how to start:
- Adopt a Hybrid Talent Model: Blend a core full-time team with a bench of trusted freelancers to create an agile, resilient workforce.
- Streamline Freelance Engagement: Make it easy for freelance professionals to work with you — clear scopes of work, fair compensation, and minimal administrative red tape are key.
- Invest in Culture: Freelancers may not be in your office every day, but they still care about the quality of their working relationships. Companies that build a strong, respectful culture — even for project-based talent — will attract and retain the best.
- Use Smart Platforms: New platforms (like Aedifico, among others) make it easier than ever to connect with vetted freelance professionals who specialize in CRE and construction fields.
The Future is Flexible
The companies that thrive in this new era will be those who recognize that flexibility isn’t a threat — it’s a strategic advantage. By welcoming freelance talent into your projects and embracing the modern workforce, you’re not just keeping pace with change — you’re leading it.
The workforce has shifted. Has your hiring strategy?
