Published on William Chung's LinkedIn.

Many believe contractors are second class citizens.

In today's dynamic market, I've watched countless new and experienced talents hesitate on contract roles, convinced they're somehow "less than" full-time positions. This outdated thinking is costing them opportunities and keeping them on the sideline. The days of full time positions offering job security are gone!

Why consider contract work in this current market environment?
- Contract work has become the smartest path to getting work and getting into companies that are cautious with headcount right now.
- Contractor interviews and decision cycles are usually much shorter – 2 to 3 rounds of interviews vs. FTE of 5 to 8 rounds of interviews.
- Contractors are often the first candidates considered when full-time roles open up as they’ve already proven themselves while others are still navigating the interview process.

When you’re between roles, contracting isn’t settling – it’s a strategic move. It means building experience, maintaining income flow, and staying engaged in your industry rather than waiting on the sidelines for the "perfect" opportunity.

If you’re considering the contract path:
- Remove any "full-time only" filters from your LinkedIn profile so recruiters with contract roles don’t skip you.
- Apply quickly when you see contract roles. These positions fill faster than permanent ones.
- Don’t obsess over having the "perfect" resume. Quality staffing partners working on the role will help position your strengths effectively.

Let me share something personal: I am a poster child of being a contractor. Being a contractor is a choice. My own career journey included many contract roles – and in most, I was eventually offered full-time. Each one taught me something different about business, leadership, and myself. Each one expanded my network in ways I couldn't have planned.

In a world obsessed with job titles and employment status, remember this: your impact and growth aren’t defined by how you are classified on an HR form. They’re determined by what you bring to the table.

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