Independent Contractors (ICs) are rapidly becoming an integral part of the modern gig economy. Recent reports show that ICs now make up 48% of the entire landscape, signaling a massive shift in how work gets done and who’s doing it. What used to be a side hustle has evolved into a long-term career path for highly skilled professionals across all industries.
As a result, companies increasingly rely on this talent model to fill skill gaps, support short-term projects, and bring specialized expertise without adding permanent headcount. The flexibility ICs provide offers speed, efficiency, and access to niche skills, but engaging them successfully requires careful planning, clear expectations, and thoughtful management.
Informed by our eBook, An Expert’s Guide to Engaging Independent Contractors, these insights highlight the essentials of working with ICs, from classification through ongoing management.
Why Independent Contractors Matter
ICs help you respond quickly to business needs while keeping costs and complexity under control. Key benefits include:
- Lower Training and Equipment Costs – Contract workers bring their own tools and expertise, reducing orientation and training requirements.
- Faster Onboarding Time and Administration – They can often start quickly, minimizing the administrative effort required for permanent hires.
- Access to Industry Experts and Specialty Skills – ICs offer experience or specialized knowledge that is not available internally.
- Greater Flexibility, Efficiency, and Productivity – Organizations can scale resources up or down depending on project needs without long-term commitments.
To fully capture these advantages, you need a structured approach that ensures ICs are classified correctly, engagements are compliant, and management is outcome focused.
Success Strategies for Working with Independent Contractors
To get the most out of ICs, it helps to focus on a few key areas that guide how you bring them in, set expectations, and maintain strong working relationships. Paying attention to these elements can make your projects run more smoothly, protect your organization, and encourage contractors to deliver their best work:
Classify: Make sure the role is suited for a contractor and that all applicable state, local, and federal guidelines for IC engagements have been considered. Doing this correctly protects your organization and sets the foundation for a smooth, compliant engagement.
Engage: Establish clear expectations and responsibilities within the IC’s agreement and before work begins. When everyone knows what’s required, projects run more efficiently and deliver better outcomes.
Value: Focus on outcomes rather than day-to-day oversight by giving contractors the freedom to apply their expertise while staying aligned with your goals. Even though they aren’t permanent employees, consistent communication, timely feedback, and recognition of strong work reinforces trust, strengthens relationships, and encourages future collaboration.
Get Independent Contractor Engagement Right
These approaches outlined above only scratch the surface. Working successfully with contractors requires consistent practices, clear structure, and a strong understanding of compliance. Our eBook, An Expert’s Guide to Engaging Independent Contractors, provides step-by-step guidance, examples, and best practices to help you work confidently and effectively with ICs.
Download it here to discover:
- How to assess and classify ICs correctly
- Best practices for compliant engagement of contract workers
- Smarter approaches to managing IC relationships
- Ways to support positive contractor experiences
Looking for expert support? With over thirty years of experience, Atrium’s modern IC compliance solutions combine our proprietary Engagent™ technology with hands-on support to reduce misclassification risk and make it easier to work with independent talent. Connect with us to discuss your IC compliance needs and enable flexible workforce solutions with confidence.
