Freelance vs Employee: How to Convince Contractors to Join Your Staffing Company

The Freelance Paradox: Free but Not Always Happy

There are 1.5 million freelancers in France alone. Among them, tens of thousands of experienced engineers and consultants who chose independence.

But here's what few recruiters know: 30-40% of freelancers consider returning to employment at some point in their career.

The question isn't convincing them that permanent employment is "better." It's understanding why they might want to return, and offering them what they're actually looking for.

What You'll Learn

This guide gives you:

• The real reasons that push freelancers to reconsider permanent roles
• How to identify freelancers open to employment
• Arguments that work (and those that backfire)
• The package and conditions that make the difference
• How to adapt your recruitment process

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Why Freelancers Leave Employment

Before convincing, you need to understand why they left.

The 5 Main Motivations for Going Freelance

What This Means for You

For a freelancer to consider returning, you must prove your company offers:

• The autonomy they gained
• Compensation that offsets the lost daily rate
• The flexibility they're used to
• Stimulating projects that avoid routine
• A healthy environment where they'll be respected

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Why Some Freelancers Want to Return

This is where it gets interesting. Freelancing also has its dark sides.

The 6 Freelancer Pain Points

1. Income Instability

The freelancer's nightmare: forced downtime.

"I earn well when I work. But 2 months without a project and I'm eating into savings."

• 40% of freelancers have experienced 3+ months without work
• Stress of constantly having to "hunt" for projects
• No paid leave, no sick pay

2. Administrative Burden

Invoicing, accounting, taxes, collections...

"I spend 20% of my time on admin instead of doing my actual job."

• Company setup, legal status, insurance
• Tax and social declarations
• Managing unpaid invoices (10-15% of freelancers face this)

3. Professional Loneliness

The flip side of independence.

"After 3 years, permanent home office weighs on you."

• No daily colleagues
• Little knowledge sharing
• Amplified impostor syndrome

4. The Technical Ceiling

Hard to progress alone.

"On projects, I deliver what's asked. But I'm not growing my skills anymore."

• Little ongoing training
• No mentoring
• Technologies chosen by clients, not by preference

5. Access to Credit and Housing

The administrative nightmare.

"Impossible to get a mortgage with 3 years of freelancing, even at €600/day."

• Banks require 3 positive financial statements minimum
• Landlords prefer permanent employees
• No payslip = distrust

6. Prospecting Exhaustion

"I'm a consultant, not a salesperson. Hunting for projects exhausts me."

• Having to sell yourself constantly
• Negotiating every contract
• Pressure from intermediaries on rates

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How to Identify Freelancers Open to Employment

Not all freelancers are receptive. Here's how to spot those who are.

Signs of Openness

On LinkedIn:

• "Open to opportunities" mention (even discrete)
• Recently updated profile after a long period
• Posts about freelancing difficulties
• Comments on permanent job offers

In their background:

• Freelance for 2-4 years (the "lifecycle" when many reconsider)
• Former staffing company employees (know the model)
• Multiple short projects (sign of instability)
• Recent umbrella company experience (intermediate step)

Life signals:

• Home purchase in progress or mentioned
• Young children (need for stability)
• Mention of "seeking balance" in profile

Most Receptive Profiles

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Arguments That Actually Work

Forget corporate speeches. Here's what hits home.

✅ What Convinces

1. Stability Without Rigidity

"You keep flexibility, but with a guaranteed salary every month."

• Permanent role with structured remote work (2-3 days/week minimum)
• Flexible hours (no time clock)
• Ability to decline projects that don't fit

2. A Package That Really Compensates

Freelancers know how to calculate. Show them permanent employment can compete.

Typical comparison (€500/day profile): 3. Career Evolution

"As a freelancer, you sell your time. Here, you can evolve into management, expertise, pre-sales..."

• Path to team management
• Evolution toward project direction
• Recognized technical expertise specialization
• Pre-sales or business development roles

4. Community and Collective

"You won't be alone facing your technical problems anymore."

• Internal communities by technology/role
• Mentoring from seniors
• Regular events (meetups, socials, seminars)
• Shared best practices and collective monitoring

5. Access to Credit

The killer argument for 30-40 year olds.

"With a permanent contract, your loan application goes through in 2 weeks."

• Payslips = simplified application
• No need for 3 financial statements
• Better negotiated rates

❌ What Drives Them Away

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The Package That Makes the Difference

Here are the elements to highlight (and negotiate internally if needed).

The Essentials

Differentiating Bonuses

• Profit sharing: 1 to 3 months salary based on results
• Stock options/equity: for growing companies
• Additional leave: seniority, children, events
• Wellness budget: sports, coworking if remote
• Company car: for field profiles

Daily Rate to Salary Conversion Grid

A transparent negotiation tool:

Package = fixed + variable + valued benefits

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Adapting Your Recruitment Process

A freelancer isn't recruited like a regular employee.

What to Change

1. First Contact

❌ "I have a permanent opportunity that might interest you"

✅ "I know you're freelancing and it might suit you perfectly. But if you were ever open to something else, I'd like to show you what we do differently at [Company]."

2. The Interview

• Ask questions about their freelance experience: what do they like? What weighs on them?
• Listen before pitching: their pain points will give you your arguments
• Be transparent: no BS about projects, clients, atmosphere
• Talk money early: it's their daily life, they appreciate clarity

3. The Offer

• Personalized based on what matters to them
• Comparative: show the daily rate vs package calculation
• Flexible: multiple options (100% permanent, permanent + side projects, trial via umbrella company...)

4. Closing

• Give time: a freelancer returning to employment is making a big decision
• Offer a smooth trial period: clear exit conditions if it doesn't match
• Offer a possible exit: "If in 18 months you want to go back, we part on good terms"

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Outreach Message Template

A message that respects their choice while opening the door:

```

Hi [First Name],

I see you've been freelancing for [X years] - and I totally respect that choice.

I'm not going to give you the "join our big family" pitch you've probably received 100 times.

But if you ever have questions about returning to employment - stability, projects, mortgage access, or something else - I'd like to show you what we do differently at [Company]:

• [Differentiating point 1: e.g., "4 days/week remote"]
• [Differentiating point 2: e.g., "Guaranteed project choice"]
• [Differentiating point 3: e.g., "Package equivalent to €550/day"]

If this doesn't speak to you at all, no problem. But if you're curious, 20 min call is enough.

[Signature]

```

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Mistakes to Avoid

1. Underestimating Their Financial Intelligence

Freelancers know how to count. If your offer doesn't hold up mathematically, they'll see it immediately.

2. Treating Them as "Struggling Candidates"

They don't need you. You need them. Adopt an equal-to-equal stance.

3. Promising What You Can't Deliver

"You'll choose all your projects" → If false, they'll leave in 6 months (and talk).

4. Ignoring Their Network

A satisfied freelancer can recommend 5 other freelancers. A disappointed one can burn you with 50.

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Conclusion: An Opportunity for Bold Companies

Freelancers represent a pool of experienced, autonomous, immediately operational talent.

But to attract them, you must:

1. ✅ Understand why they chose independence
2. ✅ Identify those open to change
3. ✅ Offer a genuinely competitive package
4. ✅ Guarantee the autonomy and flexibility they've gained
5. ✅ Adapt your pitch and process

Companies that crack the freelancer recruitment code access a talent pool that 90% of competitors ignore.

Your move.