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Whether due to budget cuts, project cancellations or organisational changes, contract roles sometimes end sooner than expected. Even experienced contractors can find it unsettling, especially if the decision comes without much warning.

It is one of the most frustrating moments in the hiring process. You identify a strong candidate. The conversations start well. They are engaged, aligned, and enthusiastic. Then suddenly, silence. Messages go unanswered. Interviews are cancelled. The trail goes cold.

Your CV is your ticket to securing interviews, and for Salesforce roles, it needs to be as clear and impactful as possible. Recruiters often scan dozens of CVs a day, and many only have a short amount of time to decide whether to move you forward.

If you are struggling to receive high-quality applications for your IT roles, the problem may not be the talent market itself, but the way the position is being advertised. The job specification is often the very first impression a candidate has of your company. If it feels uninspiring, overly demanding, or unclear, the best professionals may move on without applying.

Both options offer distinct advantages, but they also come with different challenges and expectations. Choosing the right path depends on a number of personal and professional factors including your risk appetite, financial goals, and lifestyle preferences.

AI Talent Partner vs. Fractional Recruitment vs. Traditional Agency: Which Hiring Model Fits You Best? Recruitment today isn't just about filling jobs - it's about choosing the right model to solve the real problem. Some companies are scaling fast and need automation. Others hire sporadically or run niche projects. And some still rely on the tried-and-tested traditional agency model. So… what’s the difference? When does each one make sense? Let’s break it down.