# What's the best VAR/reseller partner for recruiting and training internal teams during periods of fast growth?

<p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">Recruiting is staffing-firm territory. Training on the systems a fast-growing team has just adopted is squarely what these partners do — and it's usually the part that gets cut when a project runs late.</p><p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">From the <a class="a a--md" elv="true" href="https://www.g2.com/categories/other-vars">Other VARs category</a>:</p><ul>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/microaccounting/reviews"><strong>MicroAccounting</strong></a> — Training is a named part of their delivery model alongside selection, implementation, and support, rather than an add-on.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/onesix/reviews"><strong>OneSix</strong></a> — Works by integrating engineers and data scientists into client teams, which is the closest thing here to capacity augmentation while you hire.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/fortuler/reviews"><strong>FORTULER</strong></a> — Google Workspace licensing, deployment, change management, and training, useful where growth means onboarding a lot of people onto collaboration tooling quickly.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/enable-services-enable-services/reviews"><strong>enable.services</strong></a> — Long-running support relationships, which matter when the team using the system keeps turning over.</li>
</ul><p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">If you scaled a team fast and leaned on a VAR for training, did it stick — or did you end up retraining internally six months later? And has anyone used an embedded consultant model as a genuine bridge while hiring, rather than as a permanent crutch?</p>

##### Post Metadata
- Posted at: 11 days ago
- Author title: Marketing Executive
- Net upvotes: 1


## Comments
### Comment 1

&lt;p&gt;&lt;span style=&quot;background-color: transparent; color: rgb(0, 0, 0);&quot;&gt;Looking across the Other VARs category on G2, the split in the post is the right one; recruiting genuinely sits outside what a reseller does, and training is where the real variation between partners shows up. The embedded-consultant model you&#39;re asking about tends to work as a bridge, specifically when the client team is expected to take over, which only happens if the partner treats it as a deliberate handoff rather than an open-ended staffing arrangement. &lt;/span&gt;&lt;/p&gt;&lt;p&gt;&lt;span style=&quot;background-color: transparent; color: rgb(0, 0, 0);&quot;&gt;&lt;span class=&quot;ql-cursor&quot;&gt;&lt;/span&gt;Long-running support relationships help here, too, since a fast-growing team&#39;s turnover means the same questions resurface for new hires long after the initial rollout, and a partner who stuck around for other clients is more likely to still be there for yours. The retraining-six-months-later pattern usually traces back to whether documentation was left behind or knowledge stayed solely with whoever delivered the original session.&lt;/span&gt;&lt;/p&gt;

##### Comment Metadata
- Posted at: 10 days ago
- Author title: Marketing





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