How to Attract Top Independent Contractors: 5 Strategies

Attracting top independent contractors requires more than simply offering interesting work. Today's independent professionals increasingly have choices about who they work with and evaluate prospective clients based on the quality of the work, compensation, flexibility, respect, and the overall engagement experience.

With a record 74.9 million Americans now earning income through independent work, organizations have access to a large and increasingly sophisticated talent pool. But access doesn't guarantee that highly skilled independent professionals will choose to work with your organization.

Here are five ways companies can attract top independent contractors and become a client they want to work with.

What Do Independent Contractors Look for in a Client? 

Independent contractors look for clients that offer competitive compensation, meaningful work, professional respect, flexibility, timely payment, and a well-managed engagement experience. As experienced independent professionals gain more choice over who they work with, the quality of the client relationship can become an important competitive advantage for organizations seeking top talent. 

Organizations can strengthen their reputation with independent talent by focusing on these five areas. 

1.  Create a Positive Independent Contractor Experience 

A positive contractor experience makes it easier for independent professionals to work with your organization and can increase the likelihood that high-quality talent will want to work with you again. Independent contractors value client relationships where they feel respected, supported, and equipped to successfully complete their work.  A positive work environment starts with good communication practices. Independent contractors want to work for people who treat them as valued team members and provide them with access to the tools and resources they need to be successful.   

A great place to start when it comes to building a better work environment for independent contractors is onboarding. Independents value an efficient onboarding process, which includes defined project goals and objectives as well as automated systems to limit paperwork. 

Check out this case study to see how a leading healthcare company streamlined contractor onboarding. 

2.  Offer Competitive and Transparent Compensation 

Competitive compensation is one of the most important factors independent professionals consider when choosing clients. Organizations should understand market rates for the skills and expertise they need and establish clear, transparent compensation expectations before an engagement begins.

Make sure hiring managers are familiar with the average rates for the role. Be willing to pay a project fee, hourly rate, or other agreed upon compensation that are in line with market standards. Remember, rates for independent contractors may look higher than those of full-time employees on paper, but this is because independents are responsible for both the employer and employee side of taxes as well as their own healthcare and benefits.   

Compensation isn't only about the rate. Timely payment is also an important part of the contractor experience. Clear payment terms, accurate invoicing processes, and reliable payment timelines can help organizations build stronger relationships with independent talent. 

Learn more about whether you should hire an independent contractor, temp worker, or FTE. 

3. Show Independent Contractors What It's Like to Work With You 

Sharing authentic contractor experiences can help prospective independent talent understand what it's like to work with your organization before they accept an engagement. Unless they can talk to another independent who has worked there before, it can be hard to get a read on what they are getting into. A great way to showcase examples of the tangible benefits you provide is through real-life stories.  

Consider launching a blog series profiling successful independent contractors who have thrived working for your company. The blogs don’t have to be anything long or complex but should highlight what it is like to work for your company in the words of the independent contractors. These stories could also take the form of a short video or podcast. 

Discover tips for using the right language to attract top independent contractor talent. 

4.  Offer Meaningful Work and Opportunities for Growth 

Independent professionals value opportunities that allow them to apply their expertise, take on meaningful work, and continue developing their skills. Independent contractors shoulder a big responsibility of managing their own business and they are very aware of the fact that it is important for them to keep their skills up to date. That’s why more than 80% of independents say that finding work assignments that help them grow professionally is either a “very important” or “important” factor in picking the clients they work with. 

Organizations can support professional growth by providing access to optional industry resources, networking opportunities, professional communities, and information that helps independent professionals succeed in their engagements. Consider building tools such as a company blog, online communities and forums, or networking events specifically for your independent contractor population. An environment of mutual respect and growth will be beneficial for both independents and managers alike. 

Here are seven channels you can use to showcase your company’s commitment to independent talent. 

5. Respect Independent Contractors' Autonomy and Flexibility 

Respecting an independent contractor's autonomy is essential to both creating a positive contractor experience and maintaining an appropriate independent working relationship. Respect for independent contractors’ rights begins with educating managers about what it means to work independently. Independent contractors are a particular classification of workers—free to choose when, where, and how they conduct their work (unless otherwise specified in their contract).

Set clear expectations around project outcomes, deliverables, timelines, and communication while allowing independent professionals appropriate control over how they complete the work.

Knowing that you have put time and thought into their work preferences will mean a lot to your independent contractors. 

Check out MBO’s marketplace, where you can source, engage, and manage independent talent. 

Become a Client of Choice for Independent Talent 

Attracting top independent contractors isn't simply about finding people with the right skills. Organizations must also create an experience that makes highly skilled professionals want to choose them as a client.

Competitive compensation, timely payment, professional respect, meaningful work, efficient processes, and appropriate autonomy all contribute to a stronger independent talent experience. Companies that get these fundamentals right can strengthen their reputation with independent professionals and improve their ability to attract and retain the expertise they need.

MBO Partners helps enterprises attract, engage, and retain high-quality independent talent while creating consistent processes for sourcing, onboarding, compliance, payment, and ongoing program management.

Frequently Asked Questions About Attracting Independent Contractors

How can companies attract top independent contractors?
Companies can attract top independent contractors by offering competitive compensation, meaningful work, flexibility, professional respect, timely payment, and an efficient contractor experience from onboarding through project completion.

What do independent contractors look for in a client?
Independent contractors consider factors such as compensation, the quality of the work, professional respect, flexibility, timely payment, and how easy the organization is to work with when choosing clients.

Why is contractor experience important for attracting independent talent?
Highly skilled independent professionals may have multiple client opportunities. A positive contractor experience can help an organization stand out and make independent talent more likely to accept future engagements.

How important is compensation when attracting independent contractors?
Competitive compensation is an important factor when independent professionals evaluate opportunities. Organizations should understand current market rates for the expertise they need and establish clear payment terms before an engagement begins.

How can companies retain high-quality independent contractors?
Companies can improve retention by providing meaningful work, paying contractors fairly and on time, respecting their autonomy, maintaining clear communication, and creating a positive engagement experience.

Why is flexibility important to independent contractors?
Flexibility and autonomy are defining characteristics of independent work. Providing appropriate control over when, where, and how work is performed can improve the contractor experience while supporting an independent business relationship.