HR Director announced the formation of a new flexible employment model in Russia

The number of vacancies for part-time work in Russia has increased 2.6 times in a year, which confirms the transition of employers to more flexible employment formats. Project work is becoming a stable element of the new labor market model and indicates a deep restructuring of business processes. On December 8, Kamilla Stolpovskikh, HR director of the service for automating work with freelancers at Solar Staff, told Izvestia.

"Companies are striving to adapt their processes faster to changes in legislation and at the same time reduce long-term financial obligations. A full-time position requires long-term hiring, adaptation, and also carries fixed costs. The flexible model works differently: a company can quickly attract a specialist for a specific task, during peak workloads, or to test new areas. This allows us to quickly strengthen teams without increasing staff and without creating additional personnel risks," the expert said.

According to her, such a scheme is most actively distributed in IT development, accounting, marketing, design, HR and legal support - areas with a wave—like demand for competencies.

At the same time, the widespread opinion about the low involvement of external performers is not supported by practice. Experts explain this by saying that specialists choose exactly those projects where they can demonstrate the maximum result. When a specialist understands the framework, deadlines, and expected outcome in advance, cooperation becomes more transparent and predictable. This increases the motivation of both sides, Stolpovskikh said.

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Analysts see the reason in the outflow of young people from the regions and the lack of career guidance.

Digital platforms have become a key factor in the growth of the project economy. They take over document management, legal support, secure payments and control of interaction with performers, which reduces operational risks and costs. Such tools make project employment more transparent and secure for both companies and performers.

"The transition to flexible formats will continue in the future. For employers, this is a way to maintain resilience, adapt quickly to changing conditions, and gain access to rare competencies. For specialists, it is an opportunity to expand the range of projects and increase their professional mobility. The growth of part—time earnings and project vacancies is becoming a key indicator of the new labor market model, where flexibility and digital tools are becoming the main infrastructure of interaction," the HR Director said.

To adapt more successfully to changes, Stolpovskikh recommends updating your portfolio, mastering digital platforms and developing skills in related fields, as well as building a personal brand in professional communities. This helps to get more diverse and highly paid projects, including recommendations.

Olga Bakhtina, HRD at the RTA digital agency, told Izvestia on December 3 about the growing competition for strong graduates among employers. In the fields where young people traditionally go — marketing, management, journalism — there will be a reduction in the total number of graduates, but an increase in the average level. It will even help marketing: more motivated people will come, but the "wide reserve" of newcomers will decrease. Therefore, companies need to build their own training programs and internships in advance.

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