Independent Contractor Retention: 6 Strategies That Work

Over 72 million Americans are working independently, according to MBO’s State of Independence research. This creates a large and growing talent pool for your business to tap into. However, with so many options, independent professionals are very selective about who they work with.

To attract and keep top independent talent, you need to set your company apart with smart engagement strategies. Here are six proven ways to turn your contractor relationships from basic to exceptional.

6 Key Strategies for Retaining Independent Professionals

1. Simplify Onboarding

First impressions are important. A clear and professional onboarding process helps attract top talent and shows that your company is organized. Independent contractors are also checking to see if your company is a good fit for them. Making things like contracts, tax forms, and project details simple and fast shows you respect their time and skills.

When the process is easy to follow, contractors stay interested and ready to start. Keeping things clear and easy to understand helps build a strong working relationship from the beginning.

Check Out: 7 Ways to Onboard Contractors Faster and Easier

2. Build Strong Relationships Right From the Start

Independent professionals value flexibility and autonomy. To encourage loyalty, offer engagement options that cater to different working styles, such as flexible contract structures, payment schedules, or deadlines. Offering flexibility shows that you respect their needs and professional preferences.

When contractors feel understood, they’re more likely to deliver high-quality work and seek long-term collaborations. By prioritizing mutual respect, your business becomes a client of choice—a reputation that attracts top talent.

Explore: Tips on Becoming a Client of Choice

3. Maintain Proper Communication Channels

Clear communication is key to success. Before starting work, make sure contractors understand the project goals, timelines, and company protocols. A centralized portal or welcome hub can provide essential information upfront, helping contractors assess fit and align expectations.

Communication shouldn’t stop after onboarding. Regular updates and constructive feedback turn transactional interactions into collaborative partnerships. Scheduled check-ins keep projects on track, address concerns early, and help contractors refine their work, leading to better outcomes.

Discover: How to Communicate Effectively With Independent Contractors

4. Create a Welcoming Work Environment

Integrate contractors into your team culture to unlock their full potential. Introduce them to key team members, provide necessary tools, and give access to relevant meetings and data. These collaborations encourage contractors to contribute ideas and take ownership of their roles.

A sense of belonging improves engagement and work quality. If contractors feel valued as team members, not just hired help, they’re more motivated to do their best. As a result, your organization can build loyalty and strengthen long-term partnerships.

See: How to Create a Great Workplace Culture for Independent Contractors

5. Offer Flexible Engagement Options

Independent contractors prioritize flexibility in how they work with clients. Offering options like remote work, adjustable timelines, or flexible payment schedules shows that you respect their needs. This flexibility helps build strong relationships and ensures contractors feel valued.

MBO has worked with many clients to find top independent talent with the right skills and experience while ensuring that these relationships get what they need. For example, one professional services firm saved $1.1 million with our Agent of Record solution, achieving a 97% retention rate—thanks in part to flexible engagement options and early-stage support.

6. Develop a Talent Community

Build lasting connections by creating a community for independent talent. Offer resources like workshops, networking events, or industry insights to keep them engaged between projects. This keeps your company top-of-mind and positions you as a career partner.

A thriving talent community also creates a pipeline for future projects. Contractors connected to your mission are more likely to prioritize your opportunities.

Learn: How to Turn Your Talent Network Into a Talent Community

MBO Partners Supports Your Workforce Retention Efforts

Attracting and retaining top independent talent begins with creating an environment where professionals feel valued, supported, and motivated to consistently deliver their best work. When you get this right, you’ll gain access to an incredible pool of talent that chooses your projects first.

For additional tools and resources, visit MBO’s Insights page for the latest on workforce development, including tips on building the right workforce for your company.