So I run into this almost daily. I work mostly with candidates who are looking for full time work. Sometimes, the candidate comes from long and extensive background full of contract assignments. That really shouldn’t be a big deal but we run into big hurdles with this all the time.
- Usually want someone with stable work experience and demonstrated track record of stability. Contracting can often give HR, Recruiters, or Hiring managers the perception that you are a floater. So you (and I) have to come up with ways of addressing this.
Sometimes, hiring managers themselves are contractors, but there is often no loss of cognitive dissonance here. Don’t ask me why, just remember that when you are in a position of hiring next time.
- You’ve been contacting and making good money, maybe too good money. You now want to move to something more stable (or stop hunting that next 3 month gig). Have you been spoiled in your last role(s)? Are you taking the current state of the market into account during your search? If you don’t yourself to honestly evaluate these questions, then you may waste your time, my time and miss out on some really good opportunities.
1099 v W2:
- Getting a rate at X dollar per hour on 1099 and X on W2 are not the same thing. You’ve got to factor in the cost of taxes, health care for you and your family, and more. Do this. Do this now. Do this again tomorrow and once more next week. Come up with numbers that make sense for you, then talk to me. If you tell me something, I will likely get you want you want. But don’t change on me at the end. If you tell me you want 100k and I get you an offer at 100k and you really wanted 110k, then I am not a happy recruiter and you are not a happy candidate.
At the end of the day the important thing for your recruiter to know is the truth. Remember, we are in this together. We build relationships for the long haul and we will probably work again in the future. Help me help you. Help you help me.
COER Values. Don’t forget.