Martina Goodin’s Post

A recent Forbes article predicted that the reliance on contract—or freelance, contingent or nontraditional—workers would become a “prominent hiring trend” in 2023. Learn more about the conditions fueling this pivot and the value of integrating new work models in today's Integrity blog.

Every small business and startup leader knows: sometimes you need the quick turnaround + efficiency of a skilled "contractor" or freelancer as we say these days... Here's my unsolicited advice.... get used to it and get onboard, this is the future of work. But WHEN is it best to outsource projects? 🤔 Here are three situations in which you should hire skilled contractors (AKA freelancers) for your project: 1️⃣ If there’s a time crunch. They can take on specific tasks and focus only on those with no conflicting priorities. They can quickly ramp up and complete work without interruption or multiple deadlines to juggle. 2️⃣ If the task is novel or temporary in nature. If a project doesn’t fall squarely into any one team member’s job description, it’s likely not going to be needed again, or it’s going to contribute to burnout for your full time people, it’s best to outsource to someone with the expertise. 3️⃣ If you need to save money. They are paid a set amount of hours or based on the project at an agreed upon rate and don’t require benefits packages, making their services cost-effective alternatives to full or part-time workers. Get onboard, because your competitors are...... Read our latest blog post to to learn more + help your full-time employees understand the benefits of bringing in temporary help: https://loom.ly/mKd5fz0 #FutureofWork #HRStrategy #Contractors #Freelancers

Let's Talk About a Hard Truth in Product Management, Design and Engineering — some of the hardest hitters in the field aren't on your payroll. They aren't looking to be hired as full-time employees, but they'd happily contribute as consultants or freelancers. Yet, for some reason, many companies still prioritize a full-time employment contract over a person's ability to make an impact. I've seen this happen: companies hire teams with less experience rather than working with an outsourced vendor. I've also seen talent rejected simply because they prefer to freelance and aren’t willing to join as employees. Why is that? In my experience, an employment contract doesn’t dictate the quality of anyone’s work or their commitment. "Skin in the game" is a mindset. I recognized this early in my career and got to work with some amazing individuals as a result. Some of my strongest, most innovative products have come from teams assembled from both in-house and outsourced talent working side by side. Now, as an external myself, my clients often tell me I feel more like a team member, even more accountable than some of their own staff. Why? Because passion and commitment aren't bound by formal employment. Contracts can't guarantee impact, nor can they ensure that extra mile. It is about that person - their skills, their mindset and their approach to work. Personally, I enjoy having a network of the best of the best whom I can call at any time, knowing they will make double the impact in half the time, regardless of our contractual relationship. Do you have those people in your network?

Hiring a contractor for the first time? The type of talent you can expect to see for contract-to-hire varies so much based on candidate motivations but there are a few reasons a candidate may choose to accept a contractor role: 1️⃣ (Most Common) Career freelancers love solving a variety of problems and enjoy working across industries, company sizes, and personality types! Contract roles allow these individuals to add a wide breadth of work experience to their portfolios and they enjoy the flexibility that freelancing allows. 2️⃣ (In Between Jobs) Unfortunately the market continues to be challenging to navigate even for the most talented individuals. There are still a lot of people on the market before that would not normally consider contract roles but begin the interview process and realize how quickly things can move. For clients who are bought in, our contracts division typically fills positions within 9 business days from intake to offer even for large complex orgs! 3️⃣ While most individuals currently in full-time roles will not want to forfeit their benefits for a contract position, there are a surprising amount of individuals who are open to leaving a full-time position for contract to hire roles! Factors weighed often include compensation, remote vs. hybrid, and the biggest is the opportunity itself. If the candidate is currently at a start-up wanting to join a larger enterprise org, wants to jump from an IC role to a leadership role, if their current workplace environment is less than ideal for their personal preferences, etc. 💡 Regardless of motivation, the biggest misunderstanding that hiring managers have is that the quality of talent may not be up to the bar that they're hoping for their team which is an incorrect assumption! At C/P, we've helped some of the world’s most disruptive and influential brands hire contract talent and from personal experience, they are not lowering the bar to fill these positions! #creativepeopleinc #freelance #contractorhiring

Another way to attract younger generational workers is through 1099, contractor, or freelance workers. The growth in the contractor workforce is forecasted to increase by 33% from 60M in 2023 to 80M in 2027. Is your business taking advantage of new and/or unique ways to grow your bench? Let's chat about how my team can support your team in this process.

With the IT talent situation on a downwards slope, freelancers and contractors are shaping up to be the solution. Dijana Kolar 👩💻 writes more on how our new service, LuminaryIT, solves that issue. #ambacia #blog #luminaryIT #freelancers #contractors #devteams

🔹 The New Reality: Contract Talent is Changing the Game 🔹 In today’s fast-moving markets, the idea of “permanent staff” is becoming more myth than reality. Across industries, tenure is dropping, with most hires staying under two years. In essence, the concept of a “permanent” hire is now just a costly way to access skills that might soon move on. This shift has been driven, in part, by the rise of contract and freelance talent—and it’s putting pressure on staffing companies to deliver. Here’s why: 🌍 Flexibility is Key: Companies want specialized skills on demand, without the long-term overhead of a full-time hire. With freelance and contract talent, they get just that. ⏳ Time Matters: In the time it would take to onboard a “permanent” hire, freelance professionals are already delivering results. Agile and adaptable, they can scale up and down with project needs. 💰 Cost-Efficiency: Let’s face it—paying for a permanent position in today’s environment often means covering for downtime, benefits, and turnover costs. Contracting cuts through this by ensuring costs align with productivity, especially after the recent budget!! SOLA Group we understand this evolving landscape and the real value of a talent model that matches today’s demands. We’re here to provide access to top-tier contract professionals who bring immediate value, project focus, and a commitment to results. Curious how a more flexible workforce could work for you? Let’s talk. Reach out, and let’s discuss how you can stay competitive with a staffing strategy built for the future. #ContractTalent #FreelanceWork #FlexibleWorkforce #StaffingSolutions #TalentAcquisition #WorkforceTrends #FreelanceLife #AgileWorkforce #HireSmart #FutureOfWork

Recently, during a strategic discussion with a client, we delved into the critical role of selecting the most suitable job roles for a business’s success. This can really help a company work better and spend less money. Issue Highlight: Choosing between full-time employees and freelancers isn't just about money; it's about what’s best for the business.  For example, hiring someone full-time for a job that only needs a few days each month doesn’t make sense and is too expensive. Detailed Breakdown: Cost Negotiation: Sometimes services can cost more than we expect. We discussed that while a service was quoted at $3,250, a reasonable price would actually be between $2,500 and $2,800. Legal Rules: Knowing the difference between freelancers and employees is crucial because getting this wrong can lead to big problems, like legal issues and fines. We make sure to only hire full-time when necessary and choose freelancers when the job is temporary. This helps us save money and avoid problems. P.S - It's important to always get good advice and make smart decisions about hiring. If you're ever unsure, ask a professional to help make these choices. #BusinessStrategy #HiringDecisions #FreelanceVsFulltime #WorkforceOptimization #CostManagement #LegalCompliance #SmartHiring

The rise of freelancing and gig work is transforming contract staffing. Discover the new way to hire! Read full article: https://lnkd.in/gD7MxDW3 #ContractStaffing #HRProfessional #Productivity #Economy #News #HRTips #HRNews #IndustryNews