Getting hiring managers on board with a contingent worker program can sometimes be a challenge, but one key is communication.

We spoke with Katie Streu, strategic sourcing manager at Twitter Inc., about what she feels is the most important thing to get hiring manager buy-in when implementing a contingent workforce program.

Streu said Twitter has 95% buy-in by managers. One benefit: Given Twitter’s location in the San Francisco Bay Area, many hiring managers are familiar with contingent workforce management programs before and are used to dealing with them.

Despite that, there are some who still try to work outside the program, sometimes trying to bring in workers under statement-of-work contracts when they should be staff augmentation. Often, such steps might be done to avoid tenure or headcount limitations. However, Streu said a key to getting managers on board is communication.

“Be as communicative as possible,” she said.

This includes working with managers to let them know the cost savings they could be walking away from by avoiding the program or working with the managers to solve problems. Speaking face-to-face also helps.

“Twitter has a strong face to face culture,” Streu said. “Putting a face in front of a difficult conversation can help get the hiring managers to embrace the program’s goals. It really helps them to build trust with us as true partners.”

It also includes working with hiring managers in advance to ensure they understand the program. In addition, the company also provides training on the contingent workforce management program for all newly hired managers who will be doing any purchasing.