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Contract / Consulting Jobs Explained … Available in Three Different Flavors
January 10, 2011 at 12:01 am 186 comments
In today's ultra-challenging job market, there are many opportunities out there for so-called "contract" or "consulting" jobs. Historically in the staffing business, it's a well known pattern that when the economy is down, companies tend to rely more on contract resources to get work done rather than hiring permanent employees. When the economy is up, the reverse is true and permanent jobs tend to outweigh contract opportunities. It's a very cyclical and predictable shift in how companies approach hiring.
I think it's safe to say that most job-seekers — especially those who recently lost their permanent positions as a result of the economic downturn over the last few years — are hoping to find another full-time, permanent job. They might be reluctant to accept a contract position for fear of being unavailable if a permanent position suddenly presents itself elsewhere. On the other hand, working is better than not working, right? And very often a person will start out as a contract employee and end up being hired by that same company on a permanent basis because they performed so well. Still other job-seekers actually prefer the world of contracting, and only pursue those sorts of temporary positions. Such professional contract/consultants usually have a very specialized skill-set that is in high demand, and can actually make more money contracting than they could as a permanent employee. Those contract/consultants also often move around a lot, accepting contract positions in different locations for varying lengths of time. In other cases, there are many senior-level semi-retired professionals who no longer wish to return to the grind of a permanent position, but are still interested in remaining active in their field by taking on interim contract assignments.
By the way … for those who are collecting unemployment compensation, it's worth noting here that accepting any type of employment, contract or otherwise, will certainly affect one's eligibility to continue collecting unemployment benefits. If the amount you earn on a weekly basis is less than your unemployment benefit amount, then your benefits will likely be reduced to reflect the difference. If you earn more than your benefit amount, then your unemployment payments will stop while you are working. If that happens, and then the contract assignment ends (through no fault of your own) then theoretically you can simply resume your unemployment benefit payments, which should be extended past where they might have ended before … you should still get the full amount you were originally allocated. However, in such a case you will most likely have to re-apply to get your benefits re-instated. And here's my disclaimer — there is no guarantee that your re-application will be approved. For better information about his issue, I would advise you to contact your local Unemployment Office and discuss the particulars of your situation with a representative there. Here's a website with links to unemployment information in all 50 U.S. states: "Unemployment Information."
Among many job-seekers, there is a lot of confusion about contract jobs. I've gotten many questions about contract positions that indicate how confusing it can be: What exactly is a contract job? How is that different from a "consulting" job? What's the difference between a "1099" and a "W-2" contract job? Is a contract the same as a "part-time" job? Is "full-time" the same as a "permanent" job? Can a contract job be "full-time?" Can a "permanent" job be "part-time?" Who invented Liquid Soap, and why? (OK, I just threw in that last one to see if you were paying attention.)
SO, let's start with some basic definitions:
Contract Job: A temporary position with a company. Usually, but not always, has NO benefits included (unless they are available through a 3rd party staffing firm.)
Consulting Job: A fancier name for a contract job. Could be a higher, more senior-level position.
Temp Job: Yet another name for a contract job – usually referring to lower-level administrative positions (secretaries, data entry, bookkeepers, etc.)
Permanent Job: The traditional employee situation with a company. Usually (but not always) includes benefits.
Full-Time Job: 40 hours per week. ("Full-Time" could refer to either a contract or a permanent job.)
Part-Time Job: Less than 40 hours per week. ("Part-Time" could refer to either a contract or a permanent job.)
1099 vs. W-2: A "1099" employee is a self-employed "independent contractor." Independent contractors bill their clients for their time – usually by using a purchase order – based either on an hourly rate or a flat fee for services rendered. Either way, no deductions are withheld from their payments, and they are responsible for paying all their own taxes (using IRS Form 1099 … hence the name.) On the other hand, a W-2 employee gets paychecks from the company they are employed by, based on the hours they work, at an agreed upon hourly rate. Those paychecks will already have all the standard deductions taken out for them by their employer (federal, state and local taxes, social security, medicare, etc.) Also, 1099 contractors must pay self-employment tax, while W-2 employees do not. In addition, independent contractors are often required by their clients to carry their own liability and other types of insurance.
At-Will Employee: In the United States¹, most "permanent employees" in today's work world are hired "at will" – a legal term which means that they can quit anytime for any reason (or no reason at all) without giving advanced notice. Of course, the reverse is also true: they can be fired at any time for any reason (or no reason at all) without advanced notice. This really blows the old concept of "job security" eh?! It also tends to blur the line between a contract and so-called "permanent" job.
For the most part, contract jobs are either directly with a client company that has the need, or through a 3rd-party staffing firm that engages with the client company and provides consultants to them as needed. In such a case, the contractor usually becomes an employee of the staffing firm for the duration of the contract assignment. That firm then pays the person an hourly rate for the work they do at their client's company, and then bills their client for that person's time — after, of course, adding a significant markup. (Everyone's got to make a living, right?)
The Pros and Cons of Contract Jobs:
When presented with the prospect of a contract job, it's fairly easy for job-seekers to evaluate the overall pros and cons of such a position. Of course, each situation is different — but the following things are mostly true for all contract jobs.
1) Income. Money coming in is always good, right? Bills get paid!
2) It looks good on a résumé. Contract jobs – even short-term ones – look way better on a résumé than a gap in employment … especially if it's work within your industry niche.
3) It keeps you current and up-to-date in your field.
4) A contract job gets your foot in the door of a company that could potentially hire you on a permanent basis.
1) By definition, it's a temporary position. When the contract ends (and they almost always do at some point) you will most likely be unemployed again. Future unemployment benefits could possibly be affected.
2) Generally, contract jobs do not include benefits (health insurance, retirement plans, etc.) unless they are available through a 3rd party staffing firm.
3) Contract employees often feel like outsiders at their companies. They don't have the same feeling of "ownership" of their work that permanent employees usually have, nor do they enjoy the same feeling of camaraderie with their co-workers that permanent employees usually feel.
The 3 Different Flavors of Contract Jobs:
Whether a contractor is a 1099 or a W-2, working directly for a client or through a staffing firm, full-time or part-time … contract assignments generally fall into 3 categories or "flavors." This is something that often confuses job-seekers (and recruiters!) when they hear about a contracting opportunity. I've even heard from some job-seekers that the recruiters they spoke with don't seem entirely sure which flavor of contract opportunity they are working on. Clarifying which of these 3 flavors someone is looking at is critical in evaluating such an opportunity, and deciding if it's worth pursing.
1) Limited Duration Contract:
This is when the contract has a pre-defined beginning and end date. The duration could be any length … from a few days to a few weeks or months. I've even seen contracts last up to a year or more. The main thing that defines this type of contract is that there is no plan whatsoever to bring the person on board as a permanent employee. It's either not in the company's budget, or for whatever reason the company does not want to add headcount to their permanent payroll. When the contract ends, the job is over.
2) Contract with the Intention to Hire:
In this scenario, the company already has an approved "req" (requisition) from their HR department to hire a new permanent employee. However, they want to start the person out as a contractor first – mostly to see how they perform and how they fit in with the company and the personnel. It's the classic "Try-Buy" situation. They don't want to pull the trigger and hire someone until they are absolutely sure they have the right person for the job. If it doesn't work out, it's a lot less complicated for the company to simply end the contract than it would be to terminate a permanent employee.
3) Contract with the Possibility to Hire:
Here, the person starts out as a limited duration contractor, just like number 1. However, in this case, the company has made it known that they are at least open to the possibility of converting the contractor into a permanent employee. The rub is that they do not actually have an approved "req" (requisition) from their HR department allowing them to hire a new person. This can be the most frustrating situation of all. This scenario suggests that if the person does a great job and proves to be a valuable asset to the company, their boss could then request permission to hire the person. But, there is certainly no guarantee that such a request would be approved … and no actual promise of permanent employment no matter how well the person performs. The decision of whether or not to hire the contractor is often dependent on factors totally out of that person's control.
Those last two flavors are often confused with each other, and many times are both referred to by recruiters as "Contract-to-Hire" or "Temp-to-Perm" opportunities. However, as I've just explained, they are quite different from each other in a very fundamental way. It's up to each job-seeker to dig in and ask the right questions when evaluating these opportunities. The most obvious question should be: "Does the company already have an approved req to go ahead and hire someone on a permanent basis if this contract works out?" If the recruiter can't answer that question clearly, tell them to go back to their client and find out! I'm certainly not saying that you should turn down any of the 3 flavors of contract jobs defined here. However, knowing what you are getting into, and managing your own expectations is key.
¹ As many astute readers have pointed out, employment laws, the "at-will" status and requirements for giving notice may vary outside of the United States.
Entry filed under: Advice for Job Seekers. Tags: Consulting, Contracting, Recruiters.
186 Comments Add your own
Hi Michael,
First of all, I visited you blog for the first time and really liked it. It was helpful.
Suppose I join a job on contractual basis now and after say 1 year I want to move to some company as a permanent employee. Will the new company consider my resume (with contractual job work experience) on par with other candidate's resumes? Or will my resume be of less weight because my work experience is contractual?
Is there an etiquette on contract to hire on still interviewing for FTE/direct hire positions? If someone accepts a contract to hire position but is also in the process of interviewing for a direct hire position, would it be proper etiquette to no longer continue interviewing for the direct hire position? I don't want to burn any bridges as the professional community I work in is fairly small.
Thanks for the response Michael. I had another question. I made a newbie mistake when I first quoted a rate to a recruiter and just quoted a rate that was directly comparable to the annual salary I am looking for. I know what the direct salary for this contract position would be at the company and the recruiter didn't blink an eye at the rate so I think I probably shortchanged myself about $10 /hour. I haven't accepted the offer yet, do you think I can negotiate and do you have any recommendations on how to approach it?
When a persons task/job is terminated due to government downsizing/contract expire what are the options for a 1099 or a W2 "consultant" to recieve unemployment benefits? The company is moving all full time employees in the group to a unfunded "consultant basis". Read that as no wages or benefits. The company has their resumes, and should work be available, can contract the person to the new task some time in the future. As of 1 August 2011, a current contract expires, as does the employment. All in the group are now receiving no wages after Aug 1. Can any of the former workers receive unemployment benefits while either finding more work or being taken on with new work? Right now, there is no possibility of funded work in the short (6 months) time frame.
If I accept a contract position, am I actually under contract to work the job for the entire duration of the contract? Suppose I get an offer for a full-time job, can I leave the job without breaching the contract?
Hi Michael,
I currently have a full-time job in outside sales. Can I also take an additional commission-only position with another company? Can my employer find out about the other job through the IRS or any other general means? Do employers check to see if their employees are "double-dipping". This would be a great opportunity for me to get out of debt and save for high school and college expenses.
My question is I got a call about a job from a recruiter we talked and emailed back on forth on the duration of my position so I accepted the position the recruiter told me it was for 6 months but two months into my job I get laid off for no apparent reason is this wrong or what
Hi Michael,
I've been contracting with a family of companies for the past 2 and 1/2 years while I've been working on my PhD. For the past 12 months, I've been working closely with a team at one company, and two weeks ago another company within the family unexpectedly offered me a permanent position. The company I am currently contracting for has offered me permanent positions during my contract, but has stated that I would have to relocate. I verbally accepted the position from the sister company because I am ready to begin my career and it seems to be the best choice for my family (they are excited to have me, there is potential for upward mobility, they met all of my requirements for hiring). I don't need the health benefits because my spouse provides them. But upon telling the contract company, I now feel like I have somehow betrayed them, and I am heartbroken to leave them. So, my question is: Am I making a mistake to leave a position I love for the benefit of a permanent position on my resume.
Hi Michael,
I'm currently in a dilemma where I'd like to move up and out of my full-time administrative position (which I've only been at for just a year) to a project control officer role which is a contract position, but is involved in a very high profile project at the company and is also working internationally. I have posed the idea to my boss and she's quite stringent on staying the minimal 2 years, which is expected upon hire of most full-timers. However, this contract position is a step up and forward towards my personal development in learning and skills-building for more a project management direction in future. Coincidentally, the position is within the same department and I would be working for my boss' direct report, rather than her, so there's a great potential to "burn bridges" if I were to quit this full-time position for a higher paying contract job… which she has already expressed much distaste for because I'd be moving from a secure, long-term role to a temporary insecure one. Your thoughts?
Hi Michael,
Ok so here is my situation. I left my FT Perm position last May to go back to school full-time in another field I thought I wanted to be in. I went to school, then decided it was not the road for me. So thru everything I have had no income (I did not apply for UI because I left my co. at will and knew I would not be eligible) (also I made sure I had a nice bank acct to pay my bills during school, so i have been financially ok for that time) and have been searching for employment in my original field again. I just landed a 6-9 month contract position. My recruiter says there is possibility for contract extension or perm hire. Now say neither happens and my contract ends and have no new job again after this contract position, can I apply for UI? I did fill out a W2 form… Thanks in advance!
Hi Michael,
I am trying to decide if I should leave my current FTP to take a "Contract to Hire" offer. The contract is appealing because it pays more than twice what I make now. However, I am concerned because the contract itself does not mention anything about it being a contract to hire position and the contract does not have an end date. The temporary agency is also asking that I give them 20 business days notice before terminating the contract, which seems excessive to me. In you opinion, is this a risk worth taking?
I am in a contract with a job consultant for 1 year.The contract says that he would provide training to me & then place me with any company.There was no mention in the contract that by when he would place me.Now it has been 30 days after the training and I am yet to be placed.In the meantime I got into a project through a different job consultant which I am definite to join.
Can I breach the contract with the job consultant with whom I have signed the contract?Any legal complications?
Hi Michael,
I just accepted a contract-to-hire position with a large company. Once my contract ends (in 3 months) and the company decides to hire me full-time, would it make sense for me to ask for more money or should I expect a pay cut since I'll be getting benefits from the company? I know I have the choice (as well as they do) to leave the company after the 3 months so I would think they would be willing to pay me more to have me stay instead of hiring someone else and training them. Am I wrong to think that? Just wondering what my options are, any advice is much appreciated!
I was hired by a small company to do data entry. I didn't sign any contract or anything and my paycheck is not deducted of tax. I was also informed that I'm only hired as a contractual, but no end time. Could I still use it as a work reference on my resume? It's my first job since I graduated. Thanks!
What happens when you have that contact and then the client wants to change the contract mid-way without Notice. Example I was working 40-50 hours per week then my contract was supposed to be a minimum of 30 hours and they want to do 15 hours… But my original said minimum 30 hours. I also did not sign the new Work Authorization because I was give no notice and the other contract is still in place isn't it?
Hi Michael,
Excellent blog posting! I have a few questions regarding out-of-town consulting positions that are being offered on a contract basis.
Background: I'm temporarily located in a market with few jobs matching my consulting experience but I have some flexibility in regards to where I can live/work now and in the future. Within the past few months, I've been contacted by recruiters regarding several 3, 6, and 12 month contracts for out-of-town consulting positions. Most recently, I interviewed for a 6 month contract (with the intention to hire) in a city that is a few timezones away from my (temporary) home and wife.
I've never worked as a consultant/contractor in an out-of-town setting. This said, what questions are appropriate to ask RECRUITERS regarding relocation, housing stipends, per diems, travel/time off allowances & assistance, etc.? If I land an interview with the CONTRACTING COMPANY, what questions should I ask of them?
I typically have been asking the recruiters if relocation is included. In the handful of positions mentioned above, it has never been included. I've also asked about per diems and they have also never been included. What has been included: Only an hourly wage.
With your experience in contracting positions, should I drop the relocation and per diem questions when talking to recruiters? Can I ask the contracting companies about these incentives?
I basically don't want to sound like an amateur as I'm sure I'm competing with both local consultants and those that have worked out-of-town before. Any help would be greatly appreciated. Thank you!
I am currently working a salaried FTE position that's outside of my field. I am being offered a Contract with the Possibility to Hire (with benefits through an agency) position in my field which would require me to relocation. The duration of the contract is a year. What questions can I ask to ensure that I am well compensated and to ensure taking the risk is worth it for me? Are sign-on bonuses normal for contract work? You mentioned leaving a FTE position is rare. But in this case, would you recommend considering it and possibly taking it for the right reasons? I would appreciate any advice you can offer.
Hi Michael – I am currently in my 5th year of yearly contract work. The agreement I signed says I can't go after a position within the company I am working for until I am done working with my contracting company for 1 year. Are you aware of any way around this? Do you know of any ramifications if I did? legal? fees? Can I or the company I work for buy out my contract? Is that usually a percentage?
Thank you for all the great information!
I'm currently a FTE with a lower than desirable rate, but with full benefits. (a couple years working with them directly out of University)
I am in the process of being picked up by a large company. During my interview, the Director informed me that he was told by the parent company they are going to relocate the entire department, and will be hiring this position as "Contracted" for a year or two, then re-hiring at another location. I can apply as an "internal" candidate for this (and, I assume, any other?) role when this transition occurs.
My real question comes from the fact that I have developed rapport with the hiring manager at the company directly at this point. Now that person is trying to find out the "agency" information, and a "contact for me to apply for the position through the agency". Does this mean I will have to go through another full interview process with some outside hiring agency? Or just a formality, and he/she will have the ultimate say in the hiring decision?
Thank you in advance for your attention!
Hi Michael,
When the company you are hired for offers you a spiff for going over and above beyond quota and then decides that is not what they meant and offers you a new comp plan for the following year for less money, is ther any recourse? The original spiff was never in writing and I was realeased because I said it was "unacceptable and I would be discussing it with their H.R.
For the last 5 months I was well over 100% of quota, and one month 198%..The spiff was for 3 months of over 100% with at least 20 opps, which I always attained and a large number of leads have moved upward to other levels and with some closing.
Please help me understand this process…Thank you
Hi.. recently I got a mail from a consultant , giving me the requirements and asked me that" let me know what type or rate you are targeting (are you Incorporated?)" what does it mean..? Specifically "Incorporated"..? Thanks.
Hi Michael,
I have been working for a company on a contract-to hire position. The length of the contract was three months. The three months ended four weeks ago and I am still working there. My immediate manager told they are planning on hiring me FT. He said the paperwork was being pushed through two weeks ago. Although I have not gotten anything in writing yet. In that time period, I was contacted by another company for a FT position. I interviewed for and got the job. I am fearful that when I tell my current employer that I accepted an offer elsewhere, that I will be asked to leave the same day, thus lose two weeks worth of paychecks. Am I required to give my current employer two weeks notice, even though my contract ended?
Thank you so much for all of the information. I especially appreciate you taking the time to provide speculative answers or items to consider when all the details are not available.
I am interviewing for a contract position (12-14 months) where I would be hired by the contracting company, and provided benefits. I was given the option of working for an hourly rate or a salary. The contracting firm told me the job would be "straight 40". However, during a phone interview with the original hiring manager (which has since changed), the job would require some "heavy duty hours". I had initially verbally agreed with the firm for a fixed salary that was equivalent to the billing rate for a 40 hr week. I will be confirming the hours with the new hiring manager today, but expect the same answer given by the previous hiring manager. This would be my first contract position, so I would like your thoughts. Could you also clarify how you typically "do the math" – salary vs. hourly? I understand there would be a certain percentage increase expected if there were no benefits. Thanks again for your time and such a very useful website.
I was working as a contractor a company in which it ended yesterday. Today on the company career website three positions came open in the faculty. My question is this,
Should I apply for some of them as I would be external candidate?
Before the assignment ended I was set up and was tested on how good my repairing skills were, unfortunately I by accident broke a piece of the equipment because of my lack of experience in this area.
The feedback from the client supervisor as told by staffing firm was that I was laid off and they would bring me back full-time if the work picked up. Those jobs that I saw listed on the career website required at least some special skill set
The jobs don't require years experience just knowledge and understanding.. Don't know if I should apply because when I was working as a contractor, I applied for position for which I was qualified and received a notice that selected another person.. Should I just move on from this company?? Clearly if they wanted to hire me on after six months they would have done so by now. Am I right by this assumption?
My spouse and I absolutely love your blog and find the majority of your post's to be just what I'm looking for.
can you offer guest writers to write content for you?
I wouldn't mind writing a post or elaborating on a lot of the subjects you write concerning here. Again, awesome blog!
Hi, Michael. First off, this was a very informative post for me as I'm just entering the 'real work field.' I'm applying for a job with a large government organization and it's overseas in a country I've been volunteering in for the past three and a half years. From the job description, it doesn't look like they cover any relocation expenses, there's obviously no healthcare or retirement benefits either and the contract only lasts 90 work days (about 4 months). Now, I have a pretty good feeling I will be getting this job because of my contacts and proven work record alongside this organization, but I'm not sure what going rates for these contractor/consultant positions are with my lack of work record. I looked up some average salaries and the annual average was around 70k, but that's for much longer contracts. I'm a great candidate and know I will excel at the job, so I don't want to shortchange myself, but I also don't want to scare the employers off with my proposed salary (daily rate, the max is $400). Do you have any rules of thumb for what to expect pay-wise when doing these short-term/overseas contracts in comparison to the long-term salaries? Thank you!
Hi Michael,
Wish I found your blog 3 years ago when I started contract work. Been with 3 agencies so far, and have had great recruiter experiences. They seem to work hard and go out of their way to keep experienced IT relationships, even after you leave their agencies.
I have 2 questions for you:
Have you ever heard of a client company asking their contractors to take week(s) off unpaid? aka a rolling layoff. I just left a 2 year contract after 9 months when they asked us to do that, just as they've required from their FTE's. I was the only contractor who thought they were nuts to ask. We were told we could file unemployment – so basically, the taxpayers foot the bill for this time-management style.
Also, can you spend some time discussing a typical scenario for contractors vis-a-vis feeling/being treated as an outsider? My new contract has been like all the others I've had … the FTE's are friendly and helpful with the 1st 1 or 2 days introductions, but afterwards, they give minimal help if I ask for assistance. I don't think I come off as unfriendly or a know-it-all, but most of the time I feel isolated. Guess its human nature for employees not to get close and personal when you know someone will be gone in a few months. Took me a while to figure that out and not take it personally. When I was an FTE, I made sure to go out of my way to help and even befriend contractors. Made some nice relationships for my network that way. But as a contractor, I feel like I'm forcing things if people want to keep their distance – which most do. Do you agree this is common, or am I being overly-sensitive? Maybe it is common and I need to develop thicker skin.
Thanks in advance!
I am unfamiliar with the etiquette of temp/contract jobs. I was offered and accepted a temp position through a 3rd party state contractor. I have not started the position yet. Today, I was contacted by the state, directly, and offered a permanent position at a different location.
The permanent position is my goal as I would like to have state benefits and paid vacation. Would it be inappropriate for me to now take the permanent position, instead of the contract job (which I have not started)?
Hi Michael, similar to a previous post, glad that I found your blog about this important and growing trends on consulting/contracting. Similar to many, I was impacted with a reorg and ended up being for the first time in my working life of over 19 years "in transition". I was approached for a consulting job and after some regular interviews I was offered this contract position for 1 year with the opportunity to become permanent. Similar to these readers, the contract was intended to become a permanent role. I started and after many attempts and lot of work, the project is not approved, project team was assembled but all are now engaged in other projects, senior leadership is not warmed to the idea and the total investment after being reduced from mid double digits of millions of dollar now sits with low double digits and still not approved and skepticism at the leadership level. Today the agency contacted to tell me that b/c of the project status – unknown and no consensus to be approved yet – my contract is now extended month by month with the hope that the projects gets interim funded for additional work until formal business case is approved. This puts me in a difficult position as the client can tell me in 2 weeks that my contract is over…but I still need to be fully committed to the work. Having just one year as a independent consultant, does this mean that most likely this will not proceed? there is no discussion about long-term and sometimes it seems that the project will move with internal resources (full time) based on the work, impact and strategic roadmap I delivered so far. I have not discussed this with the VP but over the past 3 weeks, I am working and passing a lot of information to a director who most likely will take over when I leave…Your comments on how to handle this situation is appreciated, I have lots of work in front of me but a great deal of uncertainty….the company has no hiring freeze and is currently actively hiring but outside the area that I was hired for. I am afraid that the writing is on the wall and have some optimism that will never come forward.
If someone signs a three month contract with an employment agency and they later find their own full time permanent job unrelated to the temp agency job are they legally bound to complete the temp job? Will they or the new company have any issues?
Your blog is very informative. Thank you very much for providing this information.
My current full-time job is being eliminated and I am searching for new opportunities. I have been contacted for consulting opportunities. These are short term opportunities (2-3 months) on W2 and the contract with the consulting company says that once the assignment with the client is complete, I cannot apply for another position with the same client for a full year. Is this legal? Is it a standard clause in every contract?
Hi Michael,
I have a permanent contract with the company I work for, and have recently changed from full-time 40 hours, to part-time due to my attending a college course.
I was informed I would be guaranteed only 20.5 hours per week due to availability, which I was happy to agree to and requested a copy in writing.
I still have not received a copy of the change in contracted hours, and I am now also only being given 19 hours a week as opposed to the agreed 20.5
They have now agreed to an extra 2 hour shift per week, resolving the pay issue in the future, however I have still lost a lot of money due to the prior rota'd hours.
My question is whether my employer is obliged to pay me the missing 6 hours wage for the previous months? Whilst it does not seem like much, it's nearly a full days pay per month when money is already tight, and I am missing these hours through no fault of my own. I'm just concerned that they will dispute it due to not having the paperwork as proof.
Many thanks for your time,
Hello Michael,
My boyfriend was recently contacted by a recruiter and decided to go to the scheduled interview because it has been so long since he interviewed. (he has been in the same ft position for 7 or 8 years) He was not actively looking for a new job per say but was not closed to the idea either. Long story short…he went to the interview and got the job with a considerable increase in pay. He is confused by a few things though, He was told by the recruiter that the recruiting agency would be supplying him with healthcare benefits and that he would be on a 4 month contract with the agency. Does that mean that the position is a contract position or is that just the duration of time that the agency is involved with the hiring process (in order to get their cut). I guess I am asking if this is normal or should he be asking certain clarifying questions and what would some of them be?
Hello Michael,
This is a really useful blog. I have a unique (maybe?) situation. I have two contract offers at once, one could take up 20 hours a week, and the other perhaps more. The first offer pays more, but may not be as many hours, the second less, with more hours. On top of that, I have applied for a FT position I really want, but of course I have no guarantee of getting (and I won't know until Mid-month if I have an interview). My question is: Should I take both contract jobs (one is two-months with a possible extension to six and one is six months) and risk being overworked and then having to drop both if I get the FT job, or should I take the shorter term one to leave myself more open for the possible FT job? Life is complex, isn't it? Thanks, Rachel
Hi there. Is it possible for consulting jobs that are non-w2 to show up on an "Employment History Verification" background check?
"Contract / Consulting Jobs Explained … Available in Three Different Flavors" on Recruiter Musings ended up being quite enjoyable and educational! Within modern society honestly, that is very hard to deliver.
Thanks, Hermelinda
I want to know that if i m hiring 1 person as a consultant on contract basis .If the person name entered in the attendance sheet & all the policies are applicable to him as a common employees in the organisation.Is he comes under employee or under consultant ?
Michael and other readers: Question about out-of-state income taxes: I have changed my employment from W2 contracting (through contracting agencies) to my own consulting LLC. I have worked in 3 different states but, mostly work in my home office from which I deliver my services to the clients via email. Approximately 1/3 of the year was spent on-site in these other states, sometimes for as much as 3 weeks at a time.
My question – Do most states require that an outside consultant pay state income tax for the time he was physically in that state?
Good morning Michael,
I was employed as a contractor through an employment agency. I left that contract position when I was hired by another company full-time simply because the pay and benefits were better. I found out after leaving that the company was giving my employment agency around $36 per hour for my position, and I was only receiving less than a 1/3rd of that. My old company would like to hire me back and I would love to return; however I signed a contract with the employment agency that I would not work for the company without their representation. I feel vulnerable and misled after taking a position I desperately needed at the time, and finding out how poorly I was treated. The employment agency also offered no other compensation such as paid days off when the office was closed, etc. I was certainly not expecting Holidays. Is this common place? Is there anyway I can return to this company without seeking a position through the job placement agency?
I'm in a temp-to-hire with a large company. The thing is my agency told me that their contract period with me will be in 6 months, while the company is saying 90 days I will become their permanent employee. Notice that there is not any provisions stated like that in the contract between the agency and me. Which one is correct? Is it possible for me to become permanent employee and still get paid hourly from the agency? Is it illegal for them to keep me work under their agency for 3 more months?
Thank you Michael. It helps a lot.
I am new to the engineering consultant world and am paid good hourly rate. Are there unwritten rules related to number of hours to enter on time cards for contract employees? I typically work much longer hours than I record on my timecards, but enter 40 hours. I do keep track of the extra hours. What do Contractors/Consultants generally do? I would like to get paid for the extra hours but don't want to ruffle any feathers.
I am currently working as an independent contractor with a 12 month agreement. In the agreement, it says a 90 day notice needs to be given to terminate. The company knew my ultimate goal was a permanent position, which they could not offer at that time, but said possibly in the future. I interviewed for a perm position but they said they would not move forward with an offer without me being able to start in what they consider a reasonable timeframe (2-3 weeks). Do you know what can happen if I do not give the 90 days notice? Thanks!
Hi Michael
My wife is currently waiting for an offer letter for a permanent position that she should have tomorrow. She was also offered a 12 month contract position on the same day and they are telling her she needs to complete the paperwork by tomorrow for the offer to stand. Obviously she would prefer the full time position as we are both currently unemployed and we need medical benefits. If she completes the paperwork for the contract position on Monday and receives the offer letter for the permanent position a day or 2 later and accepts , is she obligated in any way to keep the contract position? I think you mentioned something about "at will" in previous posts, but I don't want her to go from 2 job offers to nothing at all by not signing the contract because of the possibility of an offer letter for a full time position. You insight would be great if you can provide.
I recently started as a nurse contractor for a manufacturing plant (5 days ago) and am just finished my first week of training. My employee agreement doesn't have a specified contract length, it just says that "the employee agrees to give (10) days notice of intent to terminate assignment".. later on in the agreement it says that "either employee or employer may terminate employment relationship at will, at any time, with or without cause or ADVANCE NOTICE". This confuses me because both phrases seem to contradict the other. Am I required to give (10) days or not? After this first week on the job, I can not see myself going back. Could there be legal repercussions if I resign without notice? I mean, even if I did give notice it would be pointless since the (10) days will consist of more training for the position I was to start working in.
Hi Michael, great article! I was hired FT by client company after consulting there in IT for almost 3 years through a recruiting agency. Unfortunately, after having worked there for 4 months, the company faced a sudden revenue loss and I along with many were laid off due to reduction in workforce. Now, the same client wants me back as a consultant so they contacted the same former agency.
I just recently started my own one-person LLC. I have a good relationship with the client. However, the agency does not give me any benefits although I have worked on contracts with them for more than 3 years. I also feel that agency is trying to squeeze more % out of this deal.
(1) Do most companies refrain from directly contracting with one-person LLCs of former employees/contractors despite having a good relationship with them?
(2) Is there a legal aspect on this where I should not seek to contract directly with the client and if I do, the agency might sue me?
(3) My rate requirements are at a high-end of their spectrum and most jobs they round up for me have low rates. What is the best way to seek out a recruiter specializing in higher-paying placements?
Thanks a lot!
Hi Michael,
I am currently having a permanent job, but the job role do not suits me. Today, I got an offer for a contract job in a big company, but through third party payroll. The salary they offering me is nearly same as what I am getting now. Should I Change?
Hi Michael,
I was laid off earlier this year in February while I was approximately 5.5 months pregnant. I as on CA unemployment for about a month and a half before I went on disability and FMLA. I went back on unemployment in August and have been aggressively looking for a permanent job and been actively interviewing but nothing yet.
I get calls multiple calls a day from out of state recruiters for contract positions and have blown most of them off for fear that they were not legitimate. A few weeks ago I happened to actually pick up the phone when one of these out of state recruiters called me about a position at a very high profile company and I chatted with him for a bit and gave him permission to submit my resume for this position. A few weeks went by and I got a call that this company wanted to do a phone interview. I did the first phone interview on a Wednesday and the 2nd one on a Friday and was offered the job the following Tuesday without even having an in person interview.
Here is where things get interesting. When this recruiter called me he literally was pressuring me to make the decision on the spot and kept telling me how if I accepted this job I would be able to put this company's name on my resume and Linked In and pretty much get a job anywhere after this contract. He said he was handing me the keys to the "Ferrari". I told him I needed more time to think about it and he gave me about 2 hours to decide. I asked about the expectations of work hours and the commute because I am a mother of 2 and one is an infant and I am unable to work extensive hours and was concerned about commute because I was also going to be earning a lot less and I would be incurring costs of bridge toll and gas. He told me that there are shuttle buses that pick up from near my home that would take me to the building I would be working in but that he could get me the shuttle schedule at a later time. I accepted the position but something in my gut kept telling me something was off. The next day I had to hurry and complete tons of paperwork and get it over to them because I had to start right away on Monday, 10/6 which was a lot sooner than I expected and I was told if I did to start that day they would give the position to someone else.
Well I reported to the orientation for contractors/temps/vendors and while onsite that first day I learned a few things that contradicted what I had been told. I learned that I could not put this company's name on my resume/LinkedIn, that I was going to have to use a MacBook computer which was never disclosed to me or on the job description and my resume said I was PC compatible, I learned that there was NOT a shuttle that would drop me at the building I would be working in which meant I would now have to incur additional expense of driving in and the long commute and that the expectation of work hours was pretty much a whole lot of evening work and weekends which I specifically said I could not do since I have 2 kids I need to pick up and care for in the evenings and my spouse works nights and I don't have anyone else to watch my kids.
The next morning I contacted this recruiter and explained that he was not transparent with all of these details and mislead me and rushed me into this decision. He asked me if I was resigning and I told him I needed to understand what my options were because I did not want to jeopardize my existing UI claim. He told me to please go In and turn in my laptop and badge and that he would contact the client and explain it wasn't going to work out because of the logistics of the commute, hours and that I was not a Mac user. I think he wanted to make sure he didn't lose this high profile client and risk me telling them he totally mislead me but I agreed because I want him to cooperate with me should unemployment contact him. We agreed the position was "not a suitable match".
My question is, on my next unemployment claim form I know I need to report that I worked that one day and for the reason I was going to put down "position not a suitable match". Am I at risk of losing my existing unemployment claim now because of this one day and because this recruiter failed to properly disclose the correct bus routes, work hours and computer compatability? I think he just wanted his commission. I am terrified to even consider contract work now because of this experience and am still aggressively looking for permanent work daily.
Please advise.
the client informed it is temporary for 1 month but consultant informed it is minimumfor 2 months and it will go on which one i should believ
This really is a good article. Helped clear up a lot of questions.
I currently work "full-time" with a consulting company that in turn contracts to clients. The benefits are good, but the pay, not so much. They have a clause based on which the client cannot hire their contractor as a permanent employee. I have been here for over 3 years now. In the future, this client may not need me, but since I am a permanent employee within the consulting company, they will pay me my regular salary (for upto 2 months) while they look for another client that needs someone like me. In general, I was happy with what I was doing, the client was extremely happy and life was going on until this recruiter called me and told me about an opportunity that matched my skilled and qualifications almost exactly.
I went ahead and attended interviews and I was notified that they really liked me and wanted to move forward. The technical recruiter told me this is a contract to hire position. I have to work 6 months to decide if they will hire me, and if they do decide they will, it will have to wait another 6 months. I *can* opt to get benefits through this staffing agency, but I don't really need benefits as I use my partner's benefits as a dependent and that is sufficient for us. Based on the hourly rate, and considering the sick leaves and vacation time, I will still be earning 30K more per year if I accept this position.
My only question is about the contract to hire part. To me, it looks like #3 from your article. When I went into the interview, the manager did mention that some of the contractors have been contractors for 2 years now. Does it make sense for me to make this switch?
I work on/off for a company as a contracted employee. I am not working for them again for 4 months. They pay me very well and actually gave me a nice bonus after my last assignment. Do you think the company would frown down upon me for collecting unemployment? I am nervous to risk losing any work with them because of this.
Hi I'm wondering is it frowned upon to be hired by a recruitment agency n then apply for a full time position directly to the company that the recruitment agency supplies workers to. So basically would the recruitment agency get dirty on someone for applying direct, after all it would be taking money from them really???
Hi Michael,
I have a question on 1099 contract. Currently i am working on 1099 contract with my employer. Can I leave this job without giving any notice to my employer ? By doing so, will it create any legal obligations ?
This information has been so helpful! I have a question: How does a contracting position end? I'm working my first contracting position, and it was supposed to be 6 months long. That was 2 years ago. My work has really run out and I flat out told my boss that I only have like 30 minutes of work a day now, and he told me he's going to pretend I look busy because he is not laying anyone off – but if I want to leave on my own, I can. My boss has also hinted at how he's thinking of assigning me tasks that I am not trained/able to do, and that are WAY ABOVE what was agreed to when I took this position. Is this the way contracting typically works? I feel like they're just trying to make me bored/miserable until I quit, so that they won't have to pay unemployment. Is that the standard for contracting?
Thanks for any info/advice you can give!
Hi Michael, I know the decision I have to make by tomorrow is subjective and up to me to place value on the right things, but here it goes. I am a bit stuck. After my last contract ended, I managed to find a full time arragement with a consulting company, at a very good annual salary. The initial assignment would be for 12-18months, and they would pay me for time between assignments. The work is in pmo, not an actual pm. Being an actual pm is my career aspiration. A few days ago, one of the client companies I was contracting for in the past expressed interest in bringing me in for a temporary pm job with intention to hire and high possibility. They don't have the FTE approved, but according to leadership recognition, there is a need for this fte and confidence that it would get approved. I need to decide by tomorrow. I have to start the job I got on Tuesday, and I got this call Friday. Now it's Sunday. Any thoughts to help me organize my decision? Salary requirements for the new job have not yet been confirmed by them.
Hi Michael,
I currently work under a staffing company for a health care company. When I first started, it was only for a 6 month contract (to cover for someone while on maternity leave). My manager at the health care company liked me so much she wanted to keep me around so she extended my contract and continues to extend my contract until a full time position opens up in her department. The staffing company is paying me a low amount based off of the hourly rate the health care company is paying them for me and they will not increase my pay. I was advised by a friend once my contract is up with the staffing company that I could find out if another staffing company will except the same pay rate by the health care company but pay me more out of the rate and transfer to that staffing company if they are willing to do that. Have you heard of people doing something like that? If so, how do I go about facilitating something like this?
I have a quick question. If I take a position where it is six months on and six months off and it continues the cycle over and over again, can I collect unemployment benefits for the six months I am off every time?
This post has been very helpful! I am currently a FTE government contractor working with the company for 9 months. When I was brought on I was told the contract would end in a year however, the contract company is currently in negations to extend the contract for another 3 years. I was also told the position could potentially be added as a Federal position. I just found out that my position was advertised as a FTE Federal position with a very short open period (5 days). I happened to find out about the position from another employee. My question to you is what is the proper etiquette to address my concerns. The short advertisement date leads me to believe the government had someone internal they wanted to for the position and my concern is the time frame my contract position will be phased out. I'm not sure if I can talk to the government employee about it or just discuss with my contract company.
Michael – Apologies if this has been addressed in the comments above… there are a lot to sift through. 🙂
I am part of a very small theater organization and we contract actors for very short term engagements; generally less than 10 hours in a one week period. We do not require memorization but we do provide materials & direction as well as dictate performance & rehearsal times.
Do you have thoughts/insight into how arts organizations are handling what seems to be a limited duration contract, but that the IRS is likely to consider an employee?
Thank you.
I was a contractor for a long time for a number of shops and clients, but the downturn has left us with an unhealthy contract market (lots of foreign tech talent settling for lots less money than we asked for) and I doubt I'll ever be solicited for another one (particularly in my specialty), nevertheless I have a question about per diem. When I used to get this the "taxable" share of my income was never less than the per diem amount, but the prevailing wage has declined and the per diem rates haven't been decreasing much if at all. Now I understand if the untaxable portion is too high a proportion of your salary, the contractor could be audited and the ENTIRE amount earned recharacterized as taxable – but I haven't seen where the IRS gives any guidance as to how big a percentage is "too much"! This kind of reminds me of the old Section 1706 "reclassification" rules (about when a consultant "might be" just an employee) – it always seems the IRS takes the position "create lots of FUD, and if in doubt go ahead and abuse the contractor with lots of audits". Anyway do you have any guidance about how high you could go on this and still be safe? (I don't think we should just shoot contractors in the head with progressively lower percentages until we find one that doesn't get the guy in trouble, but that's just me.)
I don't know about your accountant but mine only deals with my situation after the money has already been earned. What's needed is to be able to get advice on what the highest tax-free percentage is that won't get audited BEFORE WE TAKE the gig so we can know that we can make the rate of return that we anticipate, or in effect that we can afford to do the job at that rate because getting an audit isn't just an inconvenience, it may mean we lose money overall if the income status gets "recharacterized" and our effective rate is decimated. It doesn't surprise me that you don't know the answer but on the basis that you're giving people advice on how to figure out whether to take a particular assignment, it strikes me that it's the kind of information that you ought to be prepared to give out to someone who wants to know, even if I do agree that this particular information doesn't appear to be readily available to the public!
When offered a "permanent" position vs. a "temporary" position; ALWAYS choose permanent. If you do not have a choice, and only temp work is available, take the temporary work. However, be careful. Because as a 25-year corporate veteran when I look to hire someone and I see they've "puddle jumped" or have worked several short-term positions, it is difficult to know that the reason was due to the economy. Or, they just get bored easily, were fired, can't hold a job for more than a year, etc. So, if temp is all that is available, take it. A job is a job. However, it is always wise to go for the permanent position. One tactic I have taken personally is asking the gaining employer interested in me upfront if they are willing to change the 12-month contract position to permanent. If they are not willing to even discuss the matter, then they are a substandard employer and certainly not 21st century material. Move on. With that type of mindset, even if the position was permanent you would end up either being fired or quitting due to the fact this "mom and pop shop" employer mentality will certainly end your short time with them, and mostly likely they are struggling financially due to their myopic view with regard to hiring (their are more significant management problems behind the curtain). In other words, other than budgetary constraints, there is no good reason an employer would not want "permanent" highly motivated people who want to dedicate themselves to a company and are in it for the long-haul. In addition, at the executive level especially this applies due to the fact business strategies are written based on a 3-5 year plan. An executive given 12-months only will not have the opportunity to do nothing other than make minor changes and effect the day-to-day operations.
OK Michael here's one I would appreciate an answer on, when there's a new contract in my area where they're looking to hire tech people and there's ANY "classified information" involved, the ONLY contracts I ever hear about always specify "must have existing secret clearance". As far as I know there's not supposed to be a way to "hold onto a clearance" between assignments, so I don't know how you could be prepared for that unless they were "stealing" you from another classified assignment. Is there some way to hold on to a clearance that I don't know about, say for active reserve military or something? There's just something not quite fair about this whole thing!
Hi Micheal,
What's the minimum number of days (calendar days or business days) of separation from a client company between temporary assignments as a contractor (on W-2 or 1099) to that client company? Where can I find the law which dictates that?
My 6-month contractor job with Company X ended after I worked for more than 8 months. A recruiter told me that I could not work for Company X as a contractor within 90 days since the end of my previous contractor job with Company X. I was wondering why and whether the 90 day gap was dictated by law, so I searched the internet and found the following on https://en.wikipedia.org/wiki/Permatemp,
"As a result of the legal and tax rulings, human resources organizations at many companies changed their policies towards temporary employees. Microsoft, for example, decreed that an individual could not be a temp for more than 364 days, and that individuals must be separated from Microsoft for more than 100 days between temporary assignments with the company."
That's why I asked you the questions in my previous comments (#138 and #140), but I learned from another recruiter during a phone conversation today that the 90 day gap was required by Company X not by the law. Because of the poor voice transmission over the cell phone, I did not understand the reason that he explained to me, but after the phone conversation, I figured that he probably said that Company X made that rule to protect the exclusive right of the original staffing company to place a contractor back to Company X within 90 days from the end of the contractor's previous assignment to Company X; after the 90 days, another staffing company is allowed to assign that contractor to Company X.
Michael, are you aware if the current laws allows companies to contract an oversea employee, with other nationality (depending the nature of job)? In the begin of 2000, I was aware that global companies did this practice to save some money, using a 3rd party contractor trough contracts to bring some specialty employees to do a temporary jobs, saving money but keeping the quality. Are you aware if this is legal yet? Rgds
I've been with my company for 10 years and they took 8 employees (me included) and said we are now technically employed through another company name but stay at same facility and are talking about making us contact workers what does that mean for us. I can't get straight answers from employer and am clueless on how this works. All but two of them have been there longer than me is this an easy way to get us out the door? I work in the aviation field.
if someone has two job offers, one is 6 month Contract to hire and 2nd is full time.
which should he choose, which job is more secure?
First, thank you for going over these details, it was a great read. My question to you is the following: How do I list full-time positions and contract work on my resume?
I worked alternatively contract and permanent jobs for the past 3 years (total of 6). My contract work were 6 months or less and my full-time positions did not last a year.
I am currently looking for work and know that a traditional resume would not the best way to go about it. I have tried the combined resume format and combined all my contract work together with dates. Below that, I listed my permanent positions (2 total). Unfortunately, chronologically, it does not make sense because I worked permanent positions in between contract work. I am afraid that it might confuse a future employer.
Do you have any advise on how I can make it work without raising doubts on an employer's mind?
Thank you,
Hi Michael,
I just want to ask if it is okay to put on my resume the experience I have in my previous work even I did not finish my 6 months contract?. I only 3 months experienced of working on the company.
I am a retired public employee who receives a state pension. I'm allowed to work a maximum number of hours a year without impacting my pension. I've been offered and accepted an interim professional (i.e. exempt) government position that won't affect my maximum allowable annual hours but will sometimes require more than 40 hours per week. The limited duration contract has not yet been sent to me but we've agreed on an hourly rate. My question is: Can I be paid hourly in an exempt position to accurately be paid for the hours worked or must I be paid a salary and possibly lose money during the term of the contract?
I work as a parti-time legal assistant in a law firm. The regular assistant has been there for 20 years. I have worked for the firm for 4 years. Since we had a severe fall out it is my understanding she threatened the owner to leave unless I leave. He has hinted the situation to me expecting me to leave on my own. What are my changes of collecting unemployment benefits. I get a 1099 every year. Thank you.
Worried Legal Eagle
I recently retired from a pharma company and it was not a salaried position, but union. Now the company wants to bring me back as a consultant to train new employee's. My question is how much money should i ask for, how do i know what to charge for my service?
I have been working as a FT consultant for five years with the same company even when contract expired 4 years ago. (How good or bad?)
The contract indicates that they must have to inform me 2 weeks in advance before last day of service, do I have to understand that they must tell me in advance?
Just asking out of curiosity for my friend. Lets say his name is Sam. Sam went to an interview approx. 6 months ago where they discussed a full time job as an exercise scientist making it seem as if clients would be given to him and there would be lots of work for him, keeping in mind he has an amazing work ethic and willing to work 60+ hrs a week to build a client base. He then found out 50% would be taken from what he earns (and although I feel it is unfair after 5 years of study to be paid $20 per client we both felt like that would be ok). He signed a contract as a consultant with the company (lets call it COMPANY) and after working their for 3 weeks and having to move out and not evening earning enough to cover his house rent (working 13hr days) and only just finding out about having to pay gym rent ($200) he would like to quit. It says in the contract the company can release him with immediate effect or he gives 90 days notice which he will do tomorrow. If he is to ask the owner of the gym he works at through the COMPANY to hire him again after he terminates his agreement with the COMPANY could he be breaking the law? He mentioned it in a very considerate way to the CEO but he started to become abusive, name calling and saying that he could go to jail for going behind his back even though my friend Sam was asking because he didn't want to go behind his back and didn't think this would be an issue at all.
I've learned some very helpful things on this page – thank you!!
Here's my current situation – I worked as a perm FT employee for a company for 6 years, was rebadged to a perm FT for another company via a partnership for 3 years. I left for a perm FT position for a lot more money (finally over 6 figures). After just one year, I was recruited to another perm FT position and after 16 months I was laid off a few weeks ago. I now am being recruited by a staffing agency for a W-2 FT contract-to-hire position for a company in the same industry. It is a 3 month contract. Staffing agency could include health benefits if I wanted (at a lower pay rate). The pay being offered is the same as my last position, but the title is one step down, so seems reasonable. The last 3 companies I was at were exhausting. I'm burnt out. I've been looking for a company with at least 3 stars on glassdoor. The contract-to-hire company has exactly 3 stars, however when I filter the search for the title I'm being offered, it goes down to 1.5 stars. I've been there and done that, it is not fun working so many hours that I was getting sick over the weekends every few weeks. Also, the contract-to-hire company is not a company I would normally be interested in (although it is in my industry) – it is in a portion of my industry that I don't really like. I wouldn't choose this job if I had another choice, although the position (job description) itself looks like a good fit. Also, it looks like the 3 month contract will end around the holidays, very tough time to get hired elsewhere.
If I take it, I will have essentially no gap on my resume – a good thing. If I can't get another FT perm position elsewhere by the time the contract ends (and I don't get hired FT), I could look worse than I do now as I will 3 relatively short-term employments.
I've just started to search aggressively and feel there has got to be something better out there, yet I have friends that after being laid off were unemployed for months. It appears to get harder and harder to get employed the longer you are unemployed.
Any advice?
Thank you for all of the wonderful information on this page. As a person just entering the job market after university and looking into contract employment for the first time, the advice you have provided has helped immensely!
I have a general question about tactics used by recruiters in hiring contract employees for a client company.
I have been in contact with multiple recruiters from one consulting agency during the course of my job search. I have noticed that in many of these interactions with recruiters, I often have to ask for information multiple times before it is provided to me and the recruiters often act as though it is my fault that the hiring process is not moving along faster.
Recently I had to wait a week before a recruiter responded to my multiple requests for a formal offer letter after I was verbally informed of the job offer, only to have the recruiter state that I had to return the signed offer letter by the end of the day to still be considered for the position. All of this occurred despite the fact that I had asked for a couple of days to look over the offer letter in my original requests. I have experienced this same lack of communication and (what I would consider) heavy-handed tactics on many occasions in dealing with this consulting agency. Dealing with the recruiters at this agency has become more and more of a pain, to the point where I am not sure that I want to take the current contract offer because I would have to continue working with this agency.
Are these types of tactics common when seeking contract jobs through a consulting agency? What should I be looking for in a 3rd party agency to avoid these types of headaches in the future?
I recently relocated for work and would have received this information from the secretary of the board. "You are due an allowance of $1648.35. Accommodations up to two (2) months maximum will also be provided."
When asked to clarify the clause in relation to accommodation, it was stated that if accommodation the company has set up is not desired and my own is used, they will provide the money for two months of its cost, not beyond that.
However, when I arrived, I was housed in an apartment belonging to the secretary of the board. But, during my third week of stay, he stated he has other clients to come in to rent the place and I needed to find an apartment of my own.
I began hunting for apartments under the impression that when I do find one, the cost of the one month and one week that I would not have spent in the accommodation given by the board secretary would be paid.
Now, when I am asking about the payment of those funds, I am told the board will not pay the cost, as "two months accommodation" only means a place to stay for that duration of time.
What can I do in this regard, as I made my financial decisions on the premise that I would be receiving at least one month accommodation payment remaining from the two month clause stated. Further, in the past when new employees were hired earlier in 2016, they were given payment for accommodation based on the same contract.
Hi Michael,
I really enjoyed your article. I was doing some brief contract work with a consulting firm as a senior business analysis while waiting for a security clearance with the U.S. government. The clearance was a 7-month long period but then they went into a "hiring freeze". So I'm on a waiting list. For my present job I indicate the few assignments I did as an analyst. But the job didn't last long because the company did not reimburse fully for travel and it was a commission-based position. It looks great in the write-up but I'm worried I might be questioned about it to discuss at length. If discovered that this position didn't last long and I have a year out of work (I also did a few other positions in sales), is there a better way to write this time frame? I'm willing to pay a professional writer to help with this paragraph. The rest of the resume reads very well in my opinion. But as the "first up" view of the resume, I would like it to look professional and concise, not doctored up (if you know what I mean). Many thanks for your help!
Amy Larson
Hi – thanks for all the terrific information in your blog. I am a west coast-based lawyer and have been on a long-term assignment (over 2 yrs now) doing litigation support type work through an agency that shall remain nameless. The project has been extended (yet again) and will continue for the foreseeable future. I and some of other temps I work with have been debating whether we should ask for a raise at this point (having been locked in at the same rate from the beginning). In the past we shied away from doing this as it appeared the project's end was imminent at various points (but in reality, it kept on rolling). One of the particular things we occasionally ponder is whether agency contracts with clients typically contain in their boilerplate a provision automatically increasing the hourly rate for the temp that is charged to the client after a certain period of time (say, a year or 1.5 years or whatever). It would be rather galling if that were the case and that no piece of such increases were making their way down to the actual temps doing the work. If such provisions are customary in the industry, it would make asking for an increase that much easier. In addition, is there any strategy you would suggest for how to go about doing requesting an increase in the context of a temp gig (albeit, a very long one). We are regularly in touch with personnel from the client (who have routinely expressed appreciation for our good work) and wondered if it would be useful to feel them out about it and whether they would be supportive of our requesting an increase from the agency and how an agency might react to that. Thanks in advance for any advice you can offer!
Hi Michael,
Thank you for sharing such good information.My question is more towards hiring process of a Consulting firm. I went through an interview process with a consulting firm and they offered me a verbal offer for the job. But in two days they mentioned that they cannot bring me in yet and possible of delaying the offer letter as they are looking to place the position with a Client who has delayed the project. They cannot bring me in and bench me right away. What does this mean will i ever get the job offer ? How does a position open up in a consulting firm and get filled.
What do you think happened here ?
Thanks much !
Its 2017, but still a great article – Thanks Mike. Here's an off-the-wall question:
What type of contract (contract-type name — how it is referred to) is the contract we see athletes get all the time, with terms that the contract is guaranteed for a period of time (say 3 years) and the employee gets paid whether they "work" or are "idle" (not working) thru no fault of their own/
They might not work because of an injury, a current "lack of need" of the employee's skills, or even if the company no longer needs the employee, or goes bankrupt. They are still guaranteed their full (in this case 3 years) of income.
This type of contact must have a business "name" that – while rare in the real world – is still referred to and/or negotiated.
Thanks, S
Good Afternoon Michael,
I have a question in regards to writing a resume for an individual that has been consulting on and off for the financial industry. 20+ years of experience. Since 2012 he has been in the consulting industry. Prior to 2012 he was employed at a firm full time for 9 years. How do I write the resume. for the consulting positions from 2012 to present? The resume is coming three pages.
Hi Michael
I was just extended an offer through a recruiter by a company who wants to contract me. When I was contacted by the recruiter he sent me the job description and that there was a 12 months contract offered. Now that I received the official offer from them it does not state this. The at will termination I get, but shouldn't a contract state at least how many months it is for? What is the norm in this case.
Thank you! Great blog btw, gave me some great insights into many areas
A contract ended for me earlier than the verbal understanding. A 6-month contract ran out of work for me to do. So they called me in and sent home at lunchtime, paid me for the whole day as if they were doing me a favor. I scrambled but it still took a month for recruiters to get me interviews for another contract. Got unemployment since I worked at another company beforehand that had paid into that benefit.
On the other hand, I also left a 12-month contract early (with notice) after just 9-months. I felt justified since it was a union company that expected employees (and contractors) to take 2 weeks off every quarter during strike negotiations. For me it would have been without pay, so I let them know that wouldn't work for me. My recruiter couldn't get them to make an exception for contractors.
After those incidents, I went back to working for a corp – mostly due to high cost of Obamacare.
your Blog Is very Impressive. its very helpful for who want to hire a legal consultant. Thanks for sharing Useful information. Keep Sharing!
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Locked away because of her strange waking visions and her nightmares, Faye is seeing a disturbing vision of the world's impending destruction — even as the real world beyond her walls is actually falling apart, thanks to an oil crisis which has caused chaos and mass rioting.
Sara Wilson Etienne's Harbinger is perhaps the most topical of the dystopian young-adult books to come out lately, thanks to its twin themes of peak oil and apocalyptic madness. And to celebrate the book's release today, publisher G.P. Putnam's Sons has commissioned 24 artists to illustrate some of the scenes from the book. Because Faye is unable to communicate with anybody about her strange experiences, these artists are helping to give her a voice.
Here's an exclusive look at one of those paintings, by artist Andrea Offermann, and the scene which it illustrates:
My hands. My hands were covered in red. Not a bright stop-sign red or an orangey clown red. It was the terrible brown red of blood. The whorls of my fingerprints stood bold against the deep crimson. I'd fallen out of bed before, lots of times, but this? This was new. What's going on?
I looked over at Maya's bed, but she wasn't in it. Instead, she was sprawled, unmoving, on the floor on the other side of the room. The same red smudged and streaked the floor between us.
I stared down at my red hands.
No. I couldn't have. I crawled toward her, trying to make out the rise and fall of her chest. Daring myself to touch her foot. To wake her up. But I couldn't make myself.
And here's the cover and author's note for Harbinger:
Harbinger is a story of two worlds eroding: Faye's inner world, crumbling under the weight of hallucinations and insomnia, and her outer world, being ripped apart by an oil crisis. Faye begins to truly fall apart when she's sent away from her home, locked-up and stripped of her belongings, and left in the dark.
At Holbrook Academy, Faye loses herself in a sea of visions and cryptic symbols, dragging her new-found friends with her. Soon she understands that the world has been on the path to destruction for a very long time. But when she finds the answer to who and what is plaguing the world, she is left with a question. Should she choose to save us?
To see more of the beautiful art that's been released so far in association with Harbinger, check out the Holbrook Academy website. You can also read interviews with the artists over on author Sara Wilson Etienne's website. Harbinger is out today.

subset: commoncrawl


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Jobs in Canada Today 25-11-2018/ Work chance in Canada
canadasvoice:#Jobs in Canada
Swiss Chalet – Richmond Hill
Swiss Chalet
Richmond Hill, ON
Swiss Chalet at 9350 Yonge Street in Richmond Hill, ON is always on the lookout for great talent to join our team!
Our Associates work together helping each other succeed. Our teams are hands-on and work together to deliver the Perfect Guest Experience to our guests each and every time. We genuinely care about each Guest and every Associate.
We promote a culture of continued learning, development and growth of all of our Associates. Throughout your career you will have the opportunity to take on new and exciting challenges within the CARA group of Restaurants. You will be a significant member of one of the largest and most successful restaurant companies in Canada. The following positions exist within the restaurant.
Line Cooks
Prep Cooks
If you are interested in working at this location in one of these positions, please apply today!
This posting may be designed to generate a pool of candidates for potential future opportunities.
Immediate positions may or may not exist today.
Some opportunities may exist with our Franchise partners which are independently owned and operated.
As part of our accessibility commitment, there are alternative ways to interview with us. Please inform us if you require interview accommodation.
Please note that any offer of employment may be subject to reference checks and background checks, including a criminal record check as part of the selection process
Apply Now
Lina Golestaneh


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Dirty Dave - I Got A Sack (Live From All Star 2012 Edition) [Unsigned Hype]
From Chucktown, SC
"Be on the lookout for Dirty Dave comin out of the A!! The official single "I Got A Sack" is moving on the radio HEAVY.....The NEW mixtape produced by DJ Scream and Bigga Rankin drops on 3/7/2012 on LiveMixtapes.com "A 1000 Ways To Get Paid". "
Twitter: @DaveDaFlyGuy
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Cosmic Microwave Background (CMB) radiation
The Cosmic Microwave Background (CMB) is the cooled remnant of the first light that could ever travel freely throughout the Universe.
This 'fossil' radiation, the furthest that any telescope can see, was released soon after the 'Big Bang'.
Scientists consider it as an echo or 'shockwave' of the Big Bang. Over time, this primeval light has cooled and weakened considerably; nowadays we detect it in the microwave domain.
ESA's Planck mission will detect this first light, which is also the 'oldest' radiation detectable and carries information about our past and future. By observing it, Planck will be seeing the Universe as it was almost at its origin.
Evidence for the Big Bang
The CMB radiation was discovered by chance in 1965. Penzias and Wilson, two radio astronomers in the United States, registered a signal in their radio telescope that could not be attributed to any precise source in the sky.
It apparently came from everywhere with the same intensity, day or night, summer or winter. They concluded that the signal had to come from outside our Galaxy. It came almost from the origin of the Universe.
Scientists considered their discovery as solid evidence for the 'Big Bang' theory. This theory predicted that the 'shockwave' of that primeval explosion would be still detectable as a subtle 'wallpaper' coming from everywhere behind all galaxies, quasars and galaxy clusters.
Today, the Big Bang model is still the only model that is able to convincingly explain the existence of the CMB. According to this model, the Universe started with a very dense and hot phase that expanded and cooled itself; for several hundreds of thousands of years the temperature was so high that neutral atoms could not form.
Matter consisted mostly of neutrons and charged particles (protons and electrons). Electrons interacted closely with the light particles, and therefore light and matter were tightly coupled at that time (that is, light could not travel for a long distance in a straight line). Light could therefore not propagate and the Universe was opaque.
Cooler, clearer Universe
It took about 300 000 years for the Universe to cool down to a temperature at which atoms can form (about 3000°C). Matter then became neutral, and allowed the light to travel freely: the Universe became transparent. The relic of that 'first light' is the CMB.
Since the time when that radiation was released, the Universe has expanded, becoming at the same time cooler and cooler. The cosmic background has been affected by the same process: it has expanded and cooled down. Space has 'stretched' itself, and with it all length scales.
Light is, after all, a wave, just like waves in the sea, and when you stretch a wave its characteristic length scale (as well as its 'frequency') changes. Today, we can detect the CMB at microwave frequencies or length scales, which are much longer than, for example, the length scales to which our eyes are can see.
For this reason, human eyes cannot see the microwaves from the CMB (or X-rays or infrared rays either). However, using specially designed detectors, such as those to be carried by Planck, we can.
The CMB is the farthest and oldest light any telescope can detect. It is impossible to see further beyond the time of its release because then the Universe was completely 'opaque'. The CMB takes astronomers as close as possible to the Big Bang, and is currently one of the most promising ways we have of understanding the birth and evolution of the Universe in which we live.


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Neff x Ben Baller Watch Collaboration
To purchase the collection go to
World famous jeweler to the stars Ben Baller collaborates with Neff to give you the opportunity to own a Ben Baller inspired watch without the hefty $100k and above price tag.
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Configuring the application navigator
The application navigator, on the left of the Bitbucket Server header, allows you to switch to your other applications, such as JIRA Software and Bamboo – or any other web application – all from the Bitbucket Server header:
Users only see the application navigator when links are set up – if there are no links, only administrators can see it.
Bitbucket Server administrators can configure which apps appear in the navigator – just click Configure in the application navigator, or go to the Bitbucket Server admin area and click Application Navigator:
- Linked applications are automatically configured in the application navigator, and can't be deleted. Click Manage to configure those in the source application.
- Specify new links, as required by your users, by entering a Name and URL.
- Restrict the visibility of links to particular user groups, or hide the link completely. Click in a row, under the Groups column header, to edit those properties for existing rows.
- Use the 'handles' at the left to change the link order when seen in Bitbucket Server.
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Item #1085
Tender Perennial. Bee balm, also known as Monarda,
is covered with unique, lovely
lavender-pink flower clusters that
attract butterflies, hummingbirds
and bees to the garden. We chose
this variety because it is more
tolerant to powdery mildew and dry
soil conditions than other varieties
of bee balm. Lambada is a tender
perennial, and may not overwinter
in all areas. Plants bloom quickly so
it can be grown as an annual for a
splash of summer and fall color.
Pretty in a mixed bouquet of cut
flowers and in wildflower gardens. Grown as an annual, but perennial in USDA zones 5-9.
Deer resistant.
Seedling Image
Perennial (tender)
Full Sun
Blooms summer
3' tall
Days to Emerge:
Seed Depth:
Seed Spacing:
When to sow outside: 2 to 4 weeks before average last frost.
When to start inside: 8 to 10 weeks before average last frost.
Special germination instructions: Optimum germination temperature is 65° - 70°F (for starting indoors).
Artist: Carolyn Crawford
Item #1085
0.05 grams
These are some simple techniques you can use to extend the life of your cut flowers from days, to over a week.
1) In the morning or early evening,…More…
The following tips will help you create a beautiful garden that is helpful to bees and other beneficial insects.
Create Diversity and Color:…More…
Spending time outside is the best part about summer, but battling the mosquitos... not so much fun. Here are nine plants to grow that are not only…More…


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Noon Presentations – each day in the amphitheater
Add to Calendar
August 11, 2020 @ 11:00 am – 12:00 pm
Every day at noon, our visitors will have a chance to get up close and personal with one of the animals in our care. Our keepers will bring out the animal of the day and share the animal's history with you, tell you interesting facts about the animal, where they come from, what they like to eat and how they live in the wild. This is a great opportunity to learn about the animals in our care.


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Segunda parte de la campaña protagonizada por Clément Chabernaud para Balmain, fotografiada por Karim Sadli. Puedes ver más fotos aquí.
Segunda parte de la campaña protagonizada por Clément Chabernaud para Balmain, fotografiada por Karim Sadli. Puedes ver más fotos aquí.
"There are movies that change your life, and that change the way we see things. My dream is to be part of such reality, making people open their mind to the unexpected."
The 20-year-old southeast London rapper just dropped his brand new EP 'Chew Your Food' establishing his trademark versatility.
Neo Naatan Alakivi at SAGE Management shot and styled by Stas Shanin, in exclusive for Fucking Young! Online.
Anthony Bosco, Paris Hammond Hagan, Razak Salifou, and Stello shot by Francesco Zinno, in exclusive for Fucking Young! Online.
Kyiv based brand Sistan Varvara asked four Kyiv guys closed to the brand's spirit to shoot how they spend their time alone with themselves in this Fucking Young! exclusive.
Hailing from East London, the 20-year-old Max Hanley aka Leyma has been making waves in the underground London scene.
KYLE'LYK unveiled the lookbook for its Spring/Summer 2021 collection featuring Aymen Rustom shot by Daniel Seung Lee.
Dylan Fitch photographed by Justin Sariñana, in exclusive for Fucking Young! Online.
Ronald E at Trend Model Agency photographed by Mar Docavo Casani and styled by Olga Maya, in exclusive for Fucking Young! Online.
Tie-dye has become fashion's favorite trend this summer. Although we can't really call it a trend anymore as it's clearly become a staple.
Louis Vuitton showed their collection "Message in a Bottle" in at a port in Shanghai for Spring Summer 2021 following their digital short "The adventures of Zoooom with friends" during Paris Fashion Week Mens…. »
Lad Musician unveiled the campaign for its Fall/Winter 2020 collection.
Grey93 has been an innovator in the current movement in live visuals, fashion, and design over the past number of years, with collaborations including Travis Scott, Burna Boy, and Drake amongst others.
Functional pieces that are genderless and universal, bracelets can be keychains, anklets can be accessories, earrings can be worn in multiple ways.
Reebok and the streetwear brand PLEASURES present the result of their exclusive collaboration: the Beatnik sandals.
Adrian Birta at View Management photographed by Alba Yruela and styled by Ahida Agirre, in exclusive for Fucking Young! Online.
Whether you are planning a luxury beach escape or just tanning in the park, it's game on with the new Ami de Coeur beach towel with a nostalgic appeal.
Kebri at Known Management photographed by Pim van Baalen and styled by Joëlla Vera Bril, in exclusive for Fucking Young! Online.
The Alled Martinez boy is slippery when wet. Is he horny, or just stepped out from a dip?
The Converse x Feng Chen Wang Jack Purcell Mid and apparel release August 6.
ALEXANDRA MOURA unveiled her Fall/Winter 2020 campaign, titled "Family Portrait", shot by Maria Rita and styled by Tiago Ferreira.
Ferdi Schladitz photographed by Quirin Siegert and styled by Anna Rai, in exclusive for Fucking Young! Online.
The Grammy-nominated duo Sofi Tukker joined forces with the UK house act Gorgon City for their latest single 'House Arrest'.
The young French label GARÇONS INFIDELES – created in 2015 by Adrien Albou, presents a rock & colored inspired collection of sixteen silhouettes.
BIBI BLANGSTED unveiled the Spring/Summer 2021 campaign for its debut menswear collection.
Hedi Slimane unveiled his Spring/Summer 2021 collection for Celine, through a video shot at the Circuit Du Castellet (France).
Sundae School Launches 2020 Pre-Fall Collection Titled "The Butterfly Dream".
In times of challenges and social tension, fashion can be a true means of escape. However, to earn a much-coveted aim, sometimes all you need is a little hope, passion, and dedication. And that's exactly what I sense from Tommaso Bellini the moment we jump on the phone.
PSYCHOSIS immerses us into its world of beauty surrounded by chaos, providing and encouraging empowerment to an all-inclusive reality to humanity.
Following the first digital Paris Men's Fashion Week for Spring/Summer 2021, designer Junya Watanabe brings us to the streets and into homes in Japan shot by Keizo Kitajima.
Hollywood actor and amateur skateboarder, Jack Dylan Grazer fronts our Spring/Summer 2020 Olympic Issue shot by Kapturing in 2028 Olympic host city of Los Angeles. While 16-year-old Grazer empowers kids to go out and claim their own piece to skate on, the Olympics can also connect to fond childhood memories. We also look at it for inspiration and a call for togetherness.Spring/Summer 2020


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be at (one's) wits' end(redirected from be at my wits' end)
be at (one's) wits' end
To be in a state of distress because one has no more patience or mental stamina, often after having dealt with some kind of problem or difficult situation. The baby's been crying for hours, and I'm at my wits' end! I'm at my wits' end, so if this train gets delayed too, I'm going to scream.


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Possibility of serious reductions postponed
By Charles Babington
Associated Press
WASHINGTON (AP) — The U.S. Congress' frantic resolution of the "fiscal cliff" crisis this week is the latest in a long series of decisions by lawmakers and the White House to do less than promised — and to ask Americans for little sacrifice — in confronting the nation's growing debt.
The deal will generate $600 billion in new revenue over 10 years, less than half the amount President Barack Obama first called for. It will raise income tax rates only on the very rich, despite Obama's campaign for broader increases.
It puts off the toughest decisions about more than $100 billion in spending cuts for military and domestic programs. And it does nothing to mitigate the looming partisan showdown on the $16.4 trillion debt ceiling, which must rise in the coming weeks to avoid default on U.S. loans.
In short, the deal reached between Obama and congressional Republicans continues to let Americans enjoy relatively high levels of government service at low levels of taxation. The only way that's possible, of course, is through heavy borrowing, which future generations will inherit.
While Americans widely denounce the mounting debt, not so many embrace cuts to costly programs like the Social Security pension system. And most want tax increases to hit someone other than themselves.
"It is a huge missed opportunity," said William Gale, co-director of the nonpartisan Tax Policy Center and a former Republican White House adviser. "Going over the cliff would have put us on a better budget path."
The fiscal cliff's combination of big tax increases and deep spending cuts, which would have kicked in Jan. 1 without a deal, would have provided major political leverage for both Democrats and Republicans to achieve greater deficit reduction as they worked to ease some, but not all, of its bite. In fact, the whole point of the congressionally created cliff was to force the government — which borrows about 40 cents of every dollar it spends — to begin a fiscal diet that would spread the unpleasantness widely.
Instead, Congress and the White House did what they almost always do. At the last minute, they downsized their proposals, protecting nearly every sector of society from serious pain.
The accord leaves most government programs operating as usual, postponing yet again the threat of serious reductions.
Aside from a payroll tax increase, which drew little debate even though it affects almost all working Americans, the compromise will raise tax rates only on incomes above $450,000 for couples and $400,000 for individuals. That's less than 1 percent of U.S. taxpayers.
Obama had campaigned for thresholds of $200,000 and $250,000. The fiscal cliff's implementation would have made it nearly impossible for Republicans to stop him, if Democrats had held their ground.
That might have produced an ugly scene, rattled the financial markets and sparked even more partisan bitterness. But any step toward major deficit reduction will trigger anger, threats and genuine discomfort for people who receive government services or pay taxes. In other words, everyone.
And such steps can ignite opposition from powerful interest groups, which always stand ready to give money to the campaign opponents of lawmakers who displease them.
Activists on the left and right said the new law doesn't do nearly enough to tame the federal government's borrowing habits. Republican Rep. Darrell Issa said Congress achieved nothing "other than the smallest finger in a dike that in fact has hundreds of holes in it."
To be sure, Obama and Republican House Speaker John Boehner flirted at times with a "grand bargain" that would include much larger tax increases and spending cuts than those in the newly enacted law. And high-profile groups such as the Simpson-Bowles commission also recommended tough combinations of tax hikes and spending cuts, calling them necessary even if politically unpopular.
These ideas went nowhere.
Every federal dollar, and every federal program, has avid supporters who can defend their functions. And every sector can explain why higher taxes would burden struggling people at the lower end, and "job creators" at the higher end.
High levels of government service. Low levels of taxation. Big deficits to make up the difference. That's what Americans have demanded and gotten from their federal government for years.
The agreement by Obama and Congress to spare Americans the pain of a fiscal cliff is right in line with that tradition.