Organizations increasingly rely on external talent, such as gig workers, contractors, consultants, and freelancers, to supplement their internal workforce. While there are several reasons for this trend, one is that many organizations report a shortage of internal talent to support the transformation efforts that their businesses have underway. According to a recent survey by RGP of over 1,000 large global companies with a minimum of $1 billion in revenue (averaging $8.3 billion), these organizations are reporting an average of 20 transformation efforts (strategic initiatives costing at least $1 million) in 2023, with many anticipating more by 2026. However, 42% of respondents report a shortage of internal talent to support these initiatives. As a result, many organizations are shifting their workforce strategy to encompass a strategic blend of internal and external talent—with many adopting a 50-50 split between full-time employees and external talent to create a “Dynamic Workforce.” This report provides ideas on how organizations can effectively manage this shift. One point emphasized is the importance of establishing a culture that treats internal and external talent equally. To cultivate such a culture, some organizations are investing in more comprehensive onboarding for external contributors, concentrating not only on project details and tools but also on company values, beliefs, and behaviors. What changes will your organization need to make to its talent practices as it seamlessly integrates external workers into its workforce?