When to Think Independent (and When Not To)

With the pace of change increasing across all business sectors and unexpected market events remaining within the realm of possibility, there are times when hiring independent talent—or a team of independents—makes the most sense. These times, in fact, seem to be increasing as enterprises seek the benefit of workforce optimization.

Our 2024 report, “The Untapped Potential of a Recomposable Workforce,” indicates that the top reasons their companies hire independent talent are:

•  Address temporary workload demands
• Increase productivity
• Complete tasks more efficiently
• Gain access to in-demand skills
• Tap into talent not available internally

These motivators far exceeded “cost savings,” which until recently was the top reason for hiring contingent labor.

When to Think “Independent”

The high-level benefits of hiring contingent labor translate to a range of applications in daily operations.

Independent professionals are an excellent choice when your needs are immediate, or the project is short-term and requires quick results. They bring highly specialized expertise, making them ideal for roles demanding niche skills or a fresh, external perspective. Additionally, if you’re looking to tap into a broader geographic or global talent pool, independent contractors can provide flexible and accessible solutions.

Contingent workers are especially valuable for tasks that don’t align with your organization’s core focus or for skills that will only be needed temporarily. For example, they can step in during transitional periods, such as when a full-time employee vacates a role or when you’re standing up a new department and your needs are still evolving.

Independents are also well-suited for roles involving cutting-edge skills, like artificial intelligence, where the talent pool is limited. If you’re considering making a position permanent but aren’t ready to commit to a full-time hire, an independent contractor allows you to fill the gap while testing the waters.

And When Not To

Although the case for hiring full-time employees over independent contractors has become less compelling in recent years, there are still situations where a full-time hire may be the better choice.

For example, when a project spans a long timeline, having a dedicated full-time employee ensures continuity and long-term commitment. If the work involves proprietary or confidential information, a full-time employee can provide the level of trust and security needed to protect sensitive data.

Additionally, hiring full-time might be preferable if you aim to secure a specific skillset or role on a more permanent basis. This is especially true for positions that are critical to the business, where retaining knowledge and expertise is essential for ongoing success. A full-time role with a well-defined career path can also offer the stability and growth opportunities that help retain key talent in a way that contingent labor might not.

Engaging high-value independent talent can better equip your organization to handle the increasing pace of change in the market. Going forward, you might want to “think independent” first when skill needs arise.