Before You Make a Job Offer: 4 Things to Know About Independent Professionals

By MBO Partners • January 8, 2025

3 MIN

Key points

The belief that independent professionals are always seeking full-time positions is increasingly outdated.
Understanding what drives independent contractors can help you integrate them into your team and keep them satisfied.
Keep these factors in mind about independent contractors to ensure a positive experience and make them a valuable part of your organization.

As independent professionals take on greater roles in the economy and more important positions in the companies they work with, it’s natural for managers to think about offering them full-time jobs. Bringing key talent on board full-time might seem like a win-win for employers and contractors. After all, having a steady, secure job must be more appealing than working independently, right? Not always.

Many Independent Professionals Have Different Priorities

While the assumption that any independent professional must be looking for full-time employment may once have been valid, it no longer accurately reflects reality. If you plan to make an employment offer to a valued independent, here are four points to consider.

Independent by Choice and Satisfied About It

Our 2024 State of Independence report offers the latest view of the world of independent talent. Notably, 65% say they feel more secure working independently, and 54% say they will not go back to a traditional job.

Freedom, Autonomy, and Control Are Big Motivators

Independents enjoy the freedom they have to choose when they work, where they work, and who they work with. This autonomy and the experience of being in the driver’s seat of their careers are highly valued.

Happier and Healthier

Eighty-four percent of independent professionals say they are happier working independently, with 79% noting that it has positively impacted their health.

Life Is More Fulfilling

Research on life goals shows that 61% of independent professionals feel they’ve achieved a fulfilling life, compared to 54% of full-time employees.

To Offer or Not to Offer? Two Options for Your Independent Contractors

The state of independent talent in the U.S. reflects a strong trend to remain contractors rather than becoming employees. However, this trend doesn’t mean that every independent is of the same mind. Some may indeed welcome the opportunity to return to full-time employment. Shifting circumstances can lead independent workers to view a steady paycheck and traditional job as more appealing.

Figuring out which side of the full-time employment fence your independent contractor is on can help you decide how to go forward. You can ask them directly about their work style and if they enjoy being independent. Or, if you don’t yet want to ask direct questions about their preferences, paying attention to their work style and getting to know them better personally can give you some indicators of their perspective.

This anecdotal information gathering can give you a good idea if they want to stay where they are or if they would welcome a change in employment status.

From there:

If your valued independent wants to stay independent, look at ways that you can become and remain a Client of Choice so that they will continue to engage with you.
If they are open to a shift to full-time employment, you can have that conversation and follow through with an offer.