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The Future of Temporary and Permanent Employment

| Oct. 20, 2020

by Aleksiya Kokolios

In the last few years, we witnessed a market shift where the unemployment rate has been dropping like never before. The curve line for Bulgaria reached its lowest for the last 10 years - 5.8 in 2019. However, 2020 was a bumpy ride for all of us. One thing that we’ve learned is to not take anything for granted.

The pandemic has presented itself along with many opportunities - home office, flexible hours and temporary work i.e. the rising of the so-called gig economy. A free market system in which companies hire temporary workers, also called “independent contractors” to work on a project with a predefined end date. Businesses benefit from gig workers as it saves them resources like additional benefits, office spaces and trainings. On the other hand, employees can enjoy higher financial rewards and improved work-life balance. 

Nowadays, both sides are starting to look more for that type of flexibility. Living in the digital era, we can all agree that technology has created a ‘new’ digital workforce.

So when it comes to IT, what does it mean to be hired as an independent contractor? What are the benefits? Who is actually your employer? What does that mean for you? Let’s answer all of these questions.



Working as an independent IT contractor isn’t as scary as some might think. The perks are many and they include: 

Accelerated hiring process. No more dragging through a thousand-step interview. Not only will the assessment be faster, your start date will be sooner than you think.

Experiment with different technologies. Being an on demand worker, you have the opportunity to move from project to project. That also gives engineers a chance to explore and learn new platforms.

Flexibility  to work with a lot more hiring managers and observŠµ their processes, in contrast to a regular employee, you gain an understanding of the type of company you want to work for. A lot of developers have their minds set on particular companies and projects but the heavy corporation processes are always in the way. Well, consider this an easy pass. After your work period as a project-based contractor is over, you have the opportunity to easily convert to a regular employee. 

Freedom of choice to select only the jobs you want. Having a consultant by your side, you’re guaranteed to have all your questions answered in advance, carry an honest conversation on rates, requirements, starting dates. In other words, you don’t have to worry about the administrative part of the process. 



Imagine an IT company X that wants to scale fast - they need a whole tech team to start working on a new product development that will take 6 months. They need an efficient and effective solution right away. That’s how company X turns to an HR partner for support to offload themselves from the administrative burden and process of finding these people. The recruitment consultant’s job is to provide for their client by headhunting and delivering the needed IT roles. 

So, technically you are in contract with the HR company but in reality you’re working for company X. Just like Phillippe Coutinho played for Bayern Munich while his employer was Barcelona. It’s just business. 



Whether you’re signing a regular contract or a temporary one, the risks are on the table. In both cases, there is a probation period and you have to work up to your employers’ expectations. Nobody is protected in the beginning - it all comes down to skills. If you perform well, despite being a temporary hire, you have a high chance of being transferred to a full time basis, expand your network and learn from your new team.


Whether you’re interested in temporary or full-time employment, we got you. Click here to see our open positions.

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