Klaas Vandeputte (CEO EOLIS): “We want to put an end to the dubious image of consultancy.”

Why is there so much skepticism around consultancy?

People sometimes think that consultants are generally very expensive while offering little value in return. That their contribution doesn’t extend beyond a PowerPoint presentation. But, as always, the reality is more nuanced.

I suspect many negative connotations stem from the large, traditional consultancy firms. Consultancy at that level does indeed come with a hefty price tag, and there are several reasons for that. You’re not just paying for an expensive profile, but also for the brand name, the overhead of the massive organization behind it, numerous past acquisitions, additional training, and the risks associated with the trade. Let’s be clear, this is not a match for every organization.

We’re mainly talking about management consultants here. They’re often concerned with big-picture issues in even bigger companies—vision, positioning, strategy, and so on. It’s a bit of a "far from my bed" scenario for many, and you can’t blame them for that. That’s why people often find the concept of a consultant vague, with the added perception that a consultant won’t roll up their sleeves—an unfortunate generalization.

Can a smaller player compete against the established giants?

If that weren’t the case, I probably wouldn’t be sitting here (laughs). But I do get that question a lot. Why would you choose a different provider over one of the giants? They have the largest talent pools, so the odds are better that I’ll get the right person, right?Personally, I think otherwise. The larger a service company becomes, the stricter the processes. Your clients have to adapt to your way of working, rather than the other way around. There’s also a considerable turnover of junior profiles. In my experience, the promised personal approach can sometimes be lacking. Not ideal if you’re aiming for long-term client relationships.In any case, today, more than ever, every investment needs to yield results, including the cost of consultancy. Given how volatile trends and technology have become, flexibility is now a necessity rather than a bonus. And because we, as an organization, are much more agile, we capitalize on that to the fullest.

How do companies know what they need?

That’s the million-dollar question, isn’t it? Do I hire someone internally, or do I look for a temporary solution elsewhere? To make that decision, I think companies need to ask themselves why they want to bring certain expertise and skills in-house. Is it for a specific digital project, are you just seeking advice, or do you want to solidify your company’s internal operations?

The advantage of consultancy is that you can test people in a plug-and-play manner, so to speak, and replace them if necessary (assuming your partner in staffing or consultancy allows for that). This way, you can quickly build a high-performing team that meets all your needs. Ideal for digital innovation or transformation projects, for example. But in our case, those don’t have to be temporary roles…

How does EOLIS approach consultancy?

You could see us as a sort of hybrid between consultancy and staffing. Our consultants don’t manage portfolios with multiple clients, and they don’t work from our office either. They work full-time on-site with our clients. The integration of our people into our clients’ teams is of great importance to us, especially when assembling a new team. Unlike what I mentioned earlier about management consultants, our focus is on operational profiles. From copywriters and campaign managers to UX/UI designers, product owners, and more technical IT profiles—in short, all the skills and expertise companies need to fulfill their digital needs.

Flexibility is where EOLIS stands out. The fact that our consultants can potentially be hired permanently by our clients over time is a concrete example of this. You won’t find that option with the big consultancy firms. Our clients don’t have to bend to our way of working; we adapt to their needs.

That’s not to say we aim for a constant turnover of consultants—quite the opposite—but we’re well aware of how difficult it is for companies to find the right people. We do everything we can to help our clients, so we at least want to make it a point of discussion. At the same time, we want to give our own people the opportunity to further develop themselves within a leading company."