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Six years ago—almost to the date—the COVID-19 pandemic rewrote the rules of work. Layoffs swept industries, remote roles became the norm, and many professionals began seeking new career paths and alternative ways to earn a living. At the same time, businesses had to adapt, reimagining their operations and exploring staffing models beyond traditional full-time employees.
As a result, the freelance economy didn’t just grow; it exploded.
Prior to the pandemic, the U.S. workforce comprised 41 million independent workers. That number jumped 78 percent to 73 million in 2025. Fast forward to today, and it’s clear that freelancing isn’t just a passing trend or niche work option.
I see this seismic shift daily, as more workers gravitate toward freelance or project-based jobs, sometimes in conjunction with their full-time jobs. In fact, iHire’s recent survey showed that 61 percent of U.S. job candidates find freelancing appealing. And 59 percent of respondents either have freelancing experience or are currently seeking such opportunities.
For business leaders, this means a sizable pool of specialized, skilled talent is available, ready, and willing to jump in and take on projects, shifts, tasks, and other assignments. With freelancers, you get the experts you need exactly when you need them—minus the costs associated with W-2 employees (like benefits and payroll taxes) and long recruiting processes complicated by talent shortages.
Freedom and flexibility: The currency of freelancing
Successfully contracting with freelancers means first understanding what motivates this talent pool. Not surprisingly, financial reasons are a big part of the decision to freelance, given the potential to take home more income (depending on pay rate and project volume), earn supplemental income, and in some cases, keep a foot in the door while partially retired.
However, the rising interest in freelancing actually revolves around freedom. The flexibility to set your own hours, be your own boss, choose unique projects, and establish a strong work-life balance are primary motivators for many freelancers.
In our survey, we asked respondents who found freelancing appealing why they felt that way. The top three responses were flexibility (73.2 percent), working remotely (71.3 percent), and work-life balance (60.5 percent). For comparison, 39.9 percent gravitated toward project-based work because they could earn more money.
Bridge the trust gap to win over freelance talent
As iHire’s research shows, freedom, flexibility, and autonomy—combined with good pay—are critical to attracting independent workers. However, if you want talented freelancers lining up to work with you, you’ll need to bridge the trust gap.
Freelancers are highly selective about who they work with and expect clients to be transparent, communicative, reliable, and reputable. Some candidates in our survey were even concerned about scams and completing projects without getting paid.
When engaging freelancers, clearly define the project scope, deliverables, timelines, and compensation (and include these details in your postings). Throughout a project or contract, communicate consistently while respecting their desire for flexibility and autonomy. And of course, pay them fairly, dependably, and promptly.
Additionally, ensure your employer brand reflects your commitment to treating your people well and shows you are a reputable company. In other words, consider what prospective talent sees when they Google your name. A few simple ways to bolster your brand include sharing positive staff testimonials, photos, videos, and details about your culture, mission, vision, and values on your website, career site, social channels, job board profiles, and more.
Jump aboard the freelance revolution
Freelancing has become a cornerstone of the modern workforce. Bringing on specialized, skilled professionals—whether independent contractors, consultants, per diem staff, fractional executives, or other project-based experts—can provide your business with a competitive edge.
But before posting a freelance role, take time to define how independent talent aligns with your workflows and avoid reactive decisions. Are you addressing a short-term need, managing seasonal demand, or seeking specialized expertise? Clarify your objectives up front to adopt the right approach and attract the right candidates. You may find that you actually need a full- or part-time in-house employee over a freelancer, which is great. FTEs aren’t going anywhere, and “blended” workforces with a mix of employment types are the norm.
With more than half of freelancers in iHire’s survey planning to take on more projects this year, there’s no better time to tap into this talent pool to move your business forward. Vive le Freelance Revolution!
The final deadline to apply for the 2026 Inc. 5000 is this Friday, April 24, at 11:59 p.m. PT. Apply here.
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