Planning season is one of the most intense times of the year for internal research teams. Expectations are high, timelines are short, and strategic decisions depend on timely, accurate data. While insights professionals are well-equipped to translate consumer behavior into business decisions, they’re often asked to juggle too many priorities at once – especially when planning cycles arrive.

Here are some of the most common challenges internal insights teams face during this time:

1. Limited Bandwidth to Manage High Priority Projects

During planning season, internal teams are often flooded with requests for quick-turn data pulls, competitor snapshots, concept testing, and volume forecasts. Yet very few teams have the size or capacity to handle all of these requests simultaneously. Even the most seasoned insights leaders find it difficult to balance foundational work with new, fast-turn assignments.

2. Competing Stakeholder Needs

Multiple departments – from marketing to product to finance – often request insights at the same time during planning season. Each request can be critical for moving initiatives forward, making priority-setting a constant balancing act. Without clear headroom to say “no,” teams are left trying to do it all, often at the cost of depth or data quality.

3. Burnout and Turnover Risk

Heavy workload cycles can quickly lead to fatigue and, over time, talent attrition. Talented professionals want to deliver their best work, but when they’re pulled in too many directions, even top performers can become overwhelmed. The strain shows up in both the speed and accuracy of research outcomes – and sometimes in the well-being of the team itself.

4. Lack of Niche Expertise On Hand

Certain initiatives may require research skills a core insights team doesn’t have readily available – for example, advanced analytics, shopper journeys, or specific industry knowledge. Hiring full-time staff for one-off needs isn’t efficient, yet those gaps can hold up progress on key deliverables if not addressed.

All of these issues compound during planning season – when deadlines are tight, stakes are high, and every insight counts. That’s why many companies are exploring how to support internal research teams during planning season with temporary research talent or flexible external solutions.

Bringing in external market research help isn’t always about filling a vacancy – sometimes, it’s the smartest choice to ensure project continuity, move faster, and reduce team strain. But how do you recognize when the timing is right?

The right moment to bring in external research talent often aligns with a few key scenarios that repeat year after year during strategic planning cycles.

You’re Facing a Temporary Spike in Workload

Planning season typically brings a burst of activity that may only last a few months. Rather than stretch your core team too thin or put research on the back burner, tapping into On Demand Talent gives you flexibility and speed without the long-term commitment of hiring – perfect for short-term needs or project-based demands.

You Need to Meet Tight Planning Deadlines

When stakeholder decisions hinge on having fresh, validated data by the end of Q3, time becomes a serious constraint. Fractional insights experts can jump in quickly – often within days – to gather data, manage research vendors, synthesize results, and even present findings, keeping your timelines on track without sacrificing quality.

You’re Missing a Specific Skill Set

Planning cycles often surface projects that require specialized expertise – such as segmentation frameworks, UX testing, or multicultural consumer understanding. Rather than struggle to handle these internally, you can leverage professionals with direct experience for these needs.

Your Team Is Operationally Maxed Out

Even the best-performing insights teams have a limit. If your group is running at full capacity but leadership is expecting more output, it’s time to supplement with skilled external research support. On Demand Talent professionals operate as true extensions of your team, not outsiders – they integrate smoothly and hit the ground running.

For example, imagine an insights team tasked with evaluating five new product concepts during planning season – while also supporting go-to-market research for an upcoming launch. Rather than delay one initiative or overload their core staff, they use temporary staffing for insights projects. A fractional expert from an On Demand Talent network begins work the next week, managing concept screening from survey design through topline readout. This allows both priorities to move forward successfully.

Ultimately, the benefits of hiring external insights talent go beyond just solving a resource issue. It’s about increasing agility, advancing decision-making, and reducing risk during peak planning periods.

• Need speed and flexibility without long-term commitments
• Prefer highly experienced talent who need little onboarding
• Have strategic projects that must move forward on tight schedules
• Want to avoid pausing work or overburdening your core team

In these scenarios and more, external consumer insights professionals bring scalable capacity and trusted expertise – helping you move confidently through planning season with data-driven decision-making at the forefront.

Internal insights teams are knowledgeable and deeply familiar with your business, but even top-performing teams can hit capacity during peak planning periods. This is where external research support becomes invaluable. Fractional insights experts bring unique advantages that complement and extend the capabilities of internal staff, helping your team deliver stronger, faster outcomes – especially when you're managing multiple priorities at once.

Outside Perspective, Immediate Impact

One of the greatest assets external professionals offer is fresh perspective. On Demand Talent professionals are experienced in consumer insights across different categories, industries, and business models. They bring strategic objectivity, unclouded by internal assumptions or historical bias. This allows for clearer analysis, sharper recommendations, and more data-driven decision-making when it matters most.

Specialized Skills When You Need Them

Some planning projects require niche expertise that internal teams may not have on hand – for example, advanced segmentation, claims testing, or international consumer research. On Demand Talent lets you tap into exactly the right specialists at the right time, without the overhead of permanent hiring. These professionals hit the ground running, bringing the seasoned research skills needed to execute complex initiatives with confidence.

Scalable Support, Zero Training Required

Unlike internal promotions or new full-time hires, external insights professionals can be onboarded in days – not weeks or months. They already understand the tools, timelines, and terminology, and can start contributing almost immediately. This makes them especially valuable when deadlines are looming and there’s no time to train junior staff or contractors.

Boosting Team Bandwidth Strategically

By offloading projects to qualified external talent, your core team is free to focus on strategic priorities instead of scrambling across too many tactical tasks. This support structure helps prevent team burnout and sets everyone up for sustained success during high-pressure seasons like Q3 planning.

Key external talent benefits include:

• Fast access to highly skilled consumer insights professionals
• Diverse perspectives that challenge status quo thinking
• Flexible bandwidth for short-term or variable-duration needs
• Minimal ramp-up time for immediate productivity

Using On Demand Talent is not about replacing your internal team – it's about enhancing what they’re already doing, with expert backup exactly when and where they need it most.

When internal insights teams are juggling overlapping deadlines, shifting strategies, and high expectations, it doesn’t take much for timelines to slip. Research gets delayed, stakeholder confidence takes a hit, and planning decisions are made with incomplete information. On Demand Talent helps mitigate all of this by filling critical gaps with speed, flexibility, and expertise.

Maintaining Momentum in Critical Windows

Whether it's developing a concept test, analyzing consumer sentiment, or prepping for strategy presentation, initiatives can stall when dedicated team members are unavailable. On Demand consumer insights professionals can step in to keep key projects moving, especially during high-traffic periods like June-August Q3 prep. This short-term support ensures deadlines are met, even when internal resources are stretched thin.

One Team, Seamless Collaboration

SIVO's On Demand Talent isn’t just plugged in for tactical help – they operate as integrated team members. From initial project alignment to stakeholder engagement, they ensure communication is clear and progress is continuous. Because they’re seasoned professionals, there’s no need for hand-holding or extensive onboarding. They adapt to your workflow and elevate your operating rhythm.

Real-Time Adaptability

Consumer insights work is rarely linear. Priorities shift, new questions pop up, and project scopes evolve. With traditional hiring or agency timelines, adjustments can take weeks. With On Demand professionals, you get the agility to pivot in real time, giving your planning season the built-in responsiveness today’s fast-paced market requires.

Here’s how On Demand Talent helps keep your research program on track:

• Supports your team during peak volume so nothing falls through the cracks
• Accelerates progress on complex or time-sensitive projects
• Ensures continuity when full-time team members are out or bandwidth is maxed
• Reduces delays that can disrupt planning and business readiness

For example, imagine an insights lead going on leave during a critical exploratory project. A fractional insights expert from the On Demand Talent network can step in, manage stakeholder updates, ensure data quality, and deliver analyses as scheduled – all without breaking project momentum. (Fictional case example.)

The result? Your team’s reputation stays strong, the business gets the data it needs, and your planning decisions are anchored in research-driven confidence.

If your internal insights team needs help, you might wonder: should we bring in a freelance researcher? Hire an outside consultant? Or explore something more structured like On Demand Talent? Each option has its place, but the right solution depends on your goals, timeline, and available resources.

Freelancers: Flexible But May Require Oversight

Freelancers are often used for short-term or project-based insights work. While they offer affordability and availability, their experience and reliability can vary significantly. Many freelancers operate solo and may need direction or oversight, making them less efficient for high-stakes or strategic assignments.

Pros:

• Lower cost point
• Useful for basic, task-level work

Cons:

• Quality can be inconsistent
• Often require hands-on management
• Limited in ability to integrate with internal teams

Consultants: Strategic, But Costly and Less Nimble

Traditional consulting firms bring a high-level, strategic lens to consumer insights and market research projects. They’re often best suited for long-term engagements or broad organizational initiatives. However, their timelines and costs can be significant, and they may not be ideal for fast-turn, team-level support during planning season.

Pros:

• Strategic thinking and frameworks
• Deep category or business expertise

Cons:

• Higher cost structure (often billing $300+ per hour)
• Longer contract and ramp-up timelines
• More distanced from daily team rhythms

On Demand Talent: The Best of Both Worlds

SIVO's On Demand Talent solution bridges the gap between freelancers and consultants. These are high-caliber consumer insights professionals embedded within your team for a defined duration. They're experienced enough to need minimal ramp-up, yet agile enough to adapt to your immediate needs. You get the flexibility of temporary staffing with the confidence of working with vetted experts.

Pros:

• Fast access to experienced insights professionals
• Seamless integration with internal workflows
• Flexible duration based on your needs
• Reliable, efficient, and highly skilled

Cons:

• Best suited for companies ready to collaborate regularly with external partners

In short, if your team needs reliable, mid-to-senior level research talent to hit key planning milestones, On Demand Talent is often the most practical and high-impact choice. It combines immediate availability with deep expertise – empowering your team without slowing it down.