How to Write a Perfect Independent Contractor Job Posting

Many independent professionals choose to work for themselves not just for the lifestyle or career perks—but for the chance to partner with great clients on meaningful, long-term projects. And in today’s market, finding top talent often comes down to one thing: focusing on skills instead of rigid job titles. 

That said, working with independent contractors is a little different than hiring full-time employees. These roles are unique, which means your job postings should be, too. You’ll want to speak directly to what independent professionals care about—like flexibility, and project impact. 

Think of your job posting more like a request for proposal (RFP) than a traditional job ad. You’re inviting professionals to assess whether they want to partner with you. That means providing plenty of detail up front so they know what the contract will likely include once terms are finalized. 

8 Essential Tips to Help You Write Job Postings

1. Do your research

Before you start writing, take a moment to gather insights:

• Talk to the team. If the role supports or joins an existing team, ask what traits and experience make someone a good fit.
• Review similar roles. Look at job descriptions that cover the same skill sets. Even if you’re writing a custom posting for contractors, this can help you shape the content and avoid missing anything important.

2. Keep the title clear and simple

Skip the buzzwords. Titles like “Senior Graphic Designer” or “Technical Project Manager” tell contractors exactly what kind of work they can expect. Avoid vague or gimmicky terms like “ninja,” “rockstar,” or “guru,” which can turn professionals away. 

3. Provide a clear overview

This is where independent contractors decide whether to keep reading. Use plain, straightforward language to outline:

• A quick summary of the role, project, and goals
• Who the contractor will report to and work with
• Whether the work is remote, onsite, part-time, or full-time
• How this project fits into your broader business goals 

4. List the role’s responsibilities and duties

This section helps independent professionals quickly assess whether the work aligns with their skills and interests. Use action-oriented language and focus on deliverables or outcomes rather than vague tasks. Be specific but don’t overdo it—aim for a short, punchy list of what the contractor will be expected to do. Keep it to about 10 bullet points or fewer.  

5. Outline required skills and qualifications

Give contractors a clear picture of what’s required. This might include:
• Tools or platforms (e.g., Figma, Salesforce, Python)
• Certifications or educational background
• Languages
• Secondary or supporting skills 

6. Show why the role matters

Even short-term roles can lead to long-term partnerships. Use your job post to show that you take contractor relationships seriously. 

Include a bit about your company culture, any benefits or support you offer contractors, and recent wins that make your team exciting to join. 

7. Include any other relevant information

Contractors want to know the basics up front. Be sure to include:

• Rate or range
• Start date and duration
• How to submit a proposal (email, form, etc.)
• Any required proposal format
• What the next steps look like after submission

8. Evaluate your job postings on an ongoing basis

Check your job description to make sure it covers what independent professionals need to make a decision. Are the expectations clear? Are any terms biased or exclusive? Make adjustments as needed to keep things inclusive and relevant. 

The right job posting can help you build a trusted bench of independent talent. When contractors understand what you’re looking for and feel confident in the process, they’re more likely to apply—and more likely to want to work with you again down the line. 

MBO Partners Helps You Find High-Value Independent Contractors

Thinking about adding independent contractors to your team? MBO Partners can help you do it right. With nearly 30 years of experience working with independent professionals, we’ll guide you through the entire process—from finding the right talent to staying compliant and building a scalable contingent workforce program. Reach out today to start building a contractor strategy that fits your business.