Entrepreneurial service firms continuously seek new opportunities, trying to integrate identified opportunities as part of their service portfolio. Successful implementation of new opportunities requires effective management of human resources and development of competences required in these firms. The concept of resource orchestration offers a theoretical framework for strategic human resource management in entrepreneurial firms. However, there is limited research on how the firms orchestrate their human resources in the process of implementation of entrepreneurial opportunities. This paper is a case study of five small technology service firms. The paper examines how the case firms have managed and developed their human resources while implementing new business opportunities and how they have adopted the concept of resource orchestration. Results of this study show that the importance of different subprocesses of resource orchestration varies among small service firms and that often several sub-processes must be managed simultaneously. Successful implementation of new business opportunities requires good managerial abilities and is connected to the sub-processes of resource orchestration. Based on the findings of the study, this paper proposes a revised model for human resource orchestration for the process of entrepreneurial opportunity implementation.

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