Finding independent talent is no longer the hardest part. Organizations have improved how they source and vet contractors, making it easier to identify qualified people for specialized projects and changing business needs.
But attracting talent is only the beginning. Once an engagement starts, the day-to-day experience can quickly reveal a disconnect between what organizations provide and what independent professionals need to do their best work.
The problem usually isn’t one major failure. It’s a collection of smaller frustrations that build over time—often because processes designed for full-time employees have been adapted, rather than redesigned, for an external workforce.
In this article, we’ll look at where the contractor experience commonly breaks down, why those gaps matter and how organizations can create a more consistent experience for independent talent. Because when the process feels difficult to navigate, even a strong opportunity may not be enough to keep the right people engaged. As a result, the entire experience often falls short.
4 most common issues with the talent experience
Payment delays
Payment is one of the biggest pain points. Many organizations still rely on payment terms like net-60 or net-90 because their accounts payable systems were designed for traditional vendors. For independent professionals running their own businesses, waiting months to get paid can create real cash flow challenges. A rewarding project can quickly become a frustrating one. Nothing ruins a great relationship faster than an invoice that goes unpaid for two months.
Onboarding complexity
Onboarding is another common obstacle. Long forms, multiple approvals, and confusing processes slow contractors down before they can begin contributing. Instead of building momentum, organizations create unnecessary delays that leave a poor first impression. Contractors sign on to solve problems, not to spend their first week chasing signatures.
Missed re-engagement
Re-engagement is another area where many companies miss opportunities. After a project ends, high-performing contractors often disappear from view because there is no consistent strategy for staying connected. Organizations then spend time and money searching for new talent instead of returning to professionals who already know the business, its culture and its expectations. It's the equivalent of deleting a team member's contact info the day they walk out the door.
Lack of ongoing support
Support also matters. Independent professionals are responsible for managing insurance, taxes, compliance and other business responsibilities. While that's part of being independent, organizations that offer resources or guidance can stand out from competitors that provide little or no support. A little support here goes a long way toward earning loyalty.
Talent engagement is now a two-way street
Many organizations still think of talent acquisition as a one-way process. They post opportunities, evaluate candidates, and make hiring decisions.
Today's independent workforce sees it differently. Contractors and consultants are evaluating organizations just as carefully. They want clients that respect their time, value their expertise, and make it easy to do business.
That shift matters because independent professionals have more choice than ever. According to MBO Partners' 2025 State of Independence report, 86% of full-time independents say they are happier working independently. That gives many of them the flexibility to choose the clients and projects that best fit their goals. In other words, they're not desperate for the work—they're picking their spots.
The same research shows what matters most during an engagement. Feeling valued for their work ranks alongside being paid well, with 64% identifying each as a top priority. Fast payment is close behind, with 57% saying it influences where they choose to work.
These expectations aren't unreasonable. They reflect what independent professionals need to run successful businesses. Yet many enterprise processes still don't deliver that experience.
What this means for talent acquisition and procurement
For talent acquisition, a poor contractor experience makes it harder to bring top performers back for future work. Without a reliable way to maintain relationships and track proven talent, recruiters often repeat sourcing and vetting efforts they have already completed. That's a great deal of wasted effort chasing talent that already had a relationship with you.
For procurement, inconsistent payment processes create different challenges. When workflows vary across departments, documentation becomes harder to manage and spend data becomes less reliable. That makes it more difficult to understand how much the organization is spending on independent talent and where those investments are going.
Closing thought
Becoming a client of choice starts with creating an experience that works for independent professionals. Many of today's challenges stem from using employee-focused systems for a workforce that operates differently. Organizations that rethink those processes can strengthen relationships, improve retention and attract top independent talent.
As the external workforce continues to grow, the organizations that remove friction will be in a stronger position to build lasting relationships with the independent experts they depend on. The clients who make it easy to work with them are the ones who get the pick of today's talent pool.
MBO Partners' latest report digs into seven challenges facing contingent workforce programs today, including stalled program maturity and compliance that's treated as a checkbox rather than a real practice. Check it out here!
