Photo by Thao Le Hoang on Unsplash

Imagine for a moment you’re the founder of an early stage technology company.

You’re shouldered with a steadily growing workload and set of responsibilities and split your time between dozens of daily tasks.

On top of talking with investors, managing your small team, and marketing your product, you’re now about to embark on a major product development push.

You need help.

However, like many company founders and small business owners, you’re faced with the decision of whether to hire an independent contractor or an employee. You understand that a contractor is different from an employee, but you’re not exactly sure how they’re different, or why you would hire one versus the other.

Perhaps you’re actually in this same situation, and you’re asking questions like:

  • What are the tax and labor laws governing an independent contractor vs employee?
  • How much control do I have over a contractor vs. an employee?
  • What are the costs involved in hiring a contractor vs. an employee?
  • Is it easier to terminate the relationship with an independent contractor vs. an employee?

In addition to answering these questions in my latest article for People Managing People, I’ve passed on professional advice from industry experts like Tim Reitsma (Director of People, Clir), Jason Golbey (Founder, Golbey Law), and Shaun Howe, CPA, CA (Partner, MNP), to help you make that decision.

I’d love to hear what you think! What are some of the benefits or advantages of each, and which type have you hired recently, and why? Weigh in by commenting below!

Contractor vs. Employee: Pros And Cons, And Which To Hire