14 tips for employers hiring freelance and gig workers who are early in their careers

Employers seeking gig and freelance workers should embrace the unique advantages these individuals bring to the workforce, particularly as many early in their careers are eager to prove themselves and build their portfolios. Freelancers often possess a diverse skill set and bring fresh perspectives, working across various industries and projects. Their ability to adapt quickly and independently solve problems makes them ideal for short-term, high-priority tasks or projects with tight deadlines. Employers can tap into this agility while avoiding the overhead costs associated with traditional, full-time employees. Additionally, early-career freelancers tend to be highly motivated, as they are focused on building their reputation and establishing long-term business relationships, making them more inclined to produce high-quality work and deliver results on time.

Furthermore, hiring gig workers early in their careers offers employers the chance to assess talent on a project-by-project basis, minimizing risk and ensuring the best fit for specific needs. Many gig workers are driven by a sense of autonomy and entrepreneurial spirit, which can translate into innovative solutions and out-of-the-box thinking. By creating a culture that values the contributions of freelancers and providing them with clear expectations and collaborative opportunities, employers can leverage this workforce for flexibility and scalability. As the gig economy continues to grow, investing in early-career freelance talent offers organizations a competitive edge, allowing them to tap into specialized skills and maintain agility in an increasingly fast-paced business environment.

We reached out to 14 hiring experts to learn how to assess, engage, and retain emerging talent effectively in the world of freelance and gig work.

• Implement Micro-Projects for Real-World Assessment
• Set Clear Expectations from Day One
• Communicate Compensation Upfront
• Provide Clarity and Structure
• Pay Fast and Communicate Clearly
• Treat Freelancers as Problem-Solvers
• Use Skills-Based Assessments
• Pair Junior Freelancers with Senior Team Members
• Evaluate Concrete Project Outcomes
• Include Learning Modules in Hiring Process
• Invest in Structured Onboarding
• Offer Starter Projects for New Freelancers
• Connect on Social Media Platforms
• Implement Blind Hiring Practices

Implement Micro-Projects for Real-World Assessment

I’ve got a different take on hiring early-career freelancers that’s worked wonders for us. Instead of the usual resume-first approach, we started running what we call “micro-projects.”

Here’s how we set it up: We pick a small slice of real client work (with their permission, of course) and turn it into a 2-hour paid test project.

For example, we might ask candidates to analyze a chunk of Google Analytics data and spot three unusual patterns. Or they’ll get a sample of content and suggest internal linking opportunities.

It’s been eye-opening.

Some candidates who looked perfect on paper struggled with real tasks, while others with less experience showed amazing problem-solving skills.

We’ve noticed so many other patterns too—resumes rarely tell the real story.

When you give someone a test project, you see how their mind works right in front of you. You catch everything: their approach to problems, how they handle our feedback, what they do when they make mistakes, and so much more.

One of our best hires was a history major who crushed our data analysis test despite having zero marketing background.

The overall numbers back this up too.

Since starting this approach, our new hire retention rate shot up from 40% to 85% at the 3-month mark.

The important thing is to always pay for the test project. It shows respect for their time and gives you a real peek at their work style.

You’d be amazed how much you learn about someone from watching them tackle a real problem.

Vukasin Ilic, SEO Consultant & CEO, Linkter

Set Clear Expectations from Day One

As someone who’s run a freelancer network for over a decade, I’ve seen one game-changing tactic: clear communication from day one. Early-career freelancers thrive when employers set crystal-clear expectations about deliverables, deadlines, and feedback. Skip the vague briefs and provide structure—they’ll feel empowered, not overwhelmed. And here’s the kicker: treat them like partners, not temp labor. Show respect for their time and input, and you’ll build loyalty even in a gig economy.

Justin Belmont, Founder & CEO, Prose

Communicate Compensation Upfront

For employers, one effective way to improve their hiring of early-career candidates in freelance or gig work is through clear communication of compensation, and it’s something that you must think about first before inviting them for an interview.

Most gig workers or freelancers have limited payment plans, so they expect you to tell them in advance how much they’ll receive hourly or after a project. Before applying, they check this information to see if it’s worth it. I understand their position because, unlike employees, this group of workers only receive the work they complete, with no extra benefits. Once you communicate to them about this issue, either before the interview or during the interview, you save yourself a hard conversation later.

When you approach hiring in this way, your freelancers or gig workers know how much they’ll be getting. That being the case, the amount of effort they put in is equal to their expectations and they won’t feel undervalued or overworked.

Come to think of it, this is what cements the relationship between you two for the greater good of the work.

Matthew Woodward, Founder & SEO, Digital Marketing Expert, Search Logistics

Provide Clarity and Structure

I’ve learned that hiring early-career candidates for freelance or gig work requires a different approach than hiring traditional full-time employees. One key thing employers can do to improve this process is to prioritize clarity and structure in the role and deliverables. Early-career candidates often thrive when they know exactly what’s expected of them and how their work contributes to the bigger picture.

When hiring for freelance or gig roles, it’s important to provide clear project scope, detailed timelines, and measurable deliverables. For example, when we hire freelance designers or content creators, we start with a well-defined brief that outlines not just the task but also the target audience, the goals of the project, and the specific standards we expect. This level of clarity empowers freelancers to focus on doing great work rather than second-guessing expectations.

Another strategy we’ve found effective is to emphasize mentorship, even in short-term roles. Early-career freelancers often seek opportunities to grow their skills and learn the nuances of the industry. By offering constructive feedback and guidance during the project, we create a supportive environment that helps them deliver their best work while also building a positive relationship with us. For instance, after a gig ends, we often provide a detailed performance review, highlighting both strengths and areas for improvement.

We also make an effort to recognize and value their contributions, whether that’s through public acknowledgment in our team meetings, offering testimonials for their portfolios, or referring them to other clients. Showing genuine appreciation goes a long way in fostering loyalty and ensuring a strong network of talented freelancers who are eager to work with us again.

One lesson we’ve learned is that while early-career freelancers may lack extensive experience, they bring fresh ideas, creativity, and a willingness to go the extra mile. By providing structure, guidance, and recognition, employers can not only improve the hiring experience but also build a pool of talented individuals who are aligned with their brand values and eager to grow alongside the organization.

My advice to other employers is simple: treat early-career freelancers as partners, not just contractors. Invest in their growth, and you’ll reap the rewards of high-quality work and lasting professional relationships.

Max Shak, Founder/CEO, Nerdigital

Pay Fast and Communicate Clearly

Pay fast and communicate clearly. Early-career freelancers value reliability more than anything—set clear expectations, give constructive feedback, and make sure they don’t have to chase invoices. Treat them like partners, not just temps, and you’ll get their best work.

Tomasz Lewandowski, Business Owner | Designer, 2D Figure Painting

Treat Freelancers as Problem-Solvers

The fastest way to lose early-career freelancers is to treat them like task-doers instead of problem-solvers. Too many employers hand off vague assignments, expecting miracles, and then wonder why the work feels disconnected. Freelancers, especially those just starting out, need to feel like they’re part of something bigger to deliver their best.

When I worked with early-career freelancers on marketing projects, we treated them like collaborators, not temps. Instead of a checklist of tasks, we gave them the full picture: why the project mattered, who it was for, and what success looked like. We looped them into brainstorming sessions and asked for their input, not just to check a box but to genuinely hear fresh perspectives.

The shift was massive. They went from following orders to owning the work. Projects came back sharper, more creative, and delivered with real pride. Employers need to realize that early-career freelancers aren’t just temporary help. They’re the next generation of talent, and when you invest in their growth—even for a short period you get better work and build lasting relationships.

Want standout work? Stop treating freelancers like outsiders. Bring them into the mission, and they’ll exceed every expectation.

Peter Lewis, Chief Marketing Officer, Strategic Pete

Use Skills-Based Assessments

One effective way employers can improve their hiring of early-career candidates in freelance or gig work is by prioritizing skills-based assessments over traditional resumes. Many early-career candidates may lack extensive experience, but they often possess strong skills and potential. For instance, we introduced a task-based evaluation for freelance roles, where candidates complete a small, paid project relevant to the position. This not only helps us assess their abilities in a real-world context but also provides them with tangible experience and fair compensation for their time.

This approach levels the playing field for candidates who might not have a robust portfolio but have the talent and motivation to succeed. It also ensures we’re hiring based on practical ability rather than just credentials.

Create a straightforward, skills-based task that reflects the role’s actual demands. Keep it short and focused, and compensate candidates for their effort. This method will attract capable candidates while building goodwill and trust with early-career talent.

Patric Edwards, Founder & Principal Software Architect, Cirrus Bridge

Pair Junior Freelancers with Senior Team Members

Our most successful early-career hiring strategy involves pairing junior freelancers with senior team members on real projects. Instead of starting them on small tasks, we include them in complex client work with proper mentorship. They learn our processes while contributing meaningful work.

This method benefits everyone—junior talent gains valuable experience, senior staff develop leadership skills, and clients get better results through collaboration. We’ve retained 80% of freelancers hired through this program because they develop real expertise rather than just completing isolated tasks.

Matt Harrison, VP of Global Operations & Marketing, Authority Builders

Evaluate Concrete Project Outcomes

One impactful way employers can improve early-career freelancer hiring is to focus on evaluating concrete project outcomes rather than traditional credentials or years of experience.

Instead of fixating on degrees or employment history, ask candidates to showcase specific achievements from personal projects, volunteer work, or smaller gigs—complete with measurable results.

For example, rather than just noting “managed social media,” look for candidates who can demonstrate “grew Instagram engagement by 40% through targeted content strategy” or “reduced client response time from 24 hours to 4 hours through improved workflow system.”

This outcomes-based evaluation helps identify promising talent who may lack extensive formal experience but possess the skills, initiative and problem-solving abilities needed to deliver results.

It also gives early-career professionals a fair chance to prove their capabilities through actual accomplishments rather than being screened out by conventional hiring criteria.

Shantanu Pandey, Founder & CEO, Tenet

Include Learning Modules in Hiring Process

I design our hiring process for freelancers to include learning modules—customized to mimic the real tasks they’ll face. These modules not only assess their skills but give them a chance to feel out our workflow. Once they pass, we set up shadowing opportunities with experienced freelancers. Watching someone who knows the ropes builds their confidence—and it’s a great way to ease them into our expectations. This approach saves time on onboarding and creates a smoother start for both sides.

Antonio Ruzzelli, Owner, RevenIQ

Invest in Structured Onboarding

Investing in onboarding is one of the most impactful ways to improve the hiring of early-career candidates in freelance or gig roles. While it’s tempting to assume that freelancers can simply hit the ground running, a structured onboarding process can transform the collaboration into something far more productive and meaningful. Early-career professionals in particular benefit greatly from a clear introduction to the role, expectations, and overall goals. By offering this structure, you help them align their efforts with your vision, which ultimately leads to stronger outcomes.

When bringing on new talent, I’ve found that clarity is everything. Providing them with detailed guidelines, access to essential tools, and resources they’ll need to succeed removes unnecessary guesswork and helps build confidence from day one. A short orientation session or walkthrough of your processes can make a significant difference, ensuring they feel prepared and empowered to take on the project. Clear communication channels and a designated point of contact for questions or feedback are equally important. These small gestures reinforce that their contributions matter and that they’re not operating in a silo.

Onboarding isn’t just about handing over instructions; it’s about creating an environment where freelancers feel they are a valued part of the team, even in a temporary capacity. For early-career candidates, this could be their first glimpse into professional collaboration, and taking the time to ensure they have a solid start not only reduces missteps but also fosters a sense of trust and connection. That trust often translates into better performance, more creative output, and a stronger commitment to quality.

By prioritizing onboarding, you’re investing not just in the immediate project but in the long-term potential of these individuals. A well-onboarded freelancer is not only more efficient but also more likely to deliver work that exceeds expectations, reflecting the innovation and creativity that we strive for in every project.

Darryl Stevens, CEO, Digitech Web Design

Offer Starter Projects for New Freelancers

Early-career freelancers often struggle with the chicken-and-egg problem; they need experience to get work, but need work to get experience. Meanwhile, employers miss out on fresh talent because they are too focused on BIG portfolios.

Think of it as a “Starter Pack” for new freelancers. Instead of asking for lots of experience, give them small and clear projects. These are real tasks you need but with easier guidelines and more details than for experienced freelancers.

Break a big project into smaller tasks. For instance, if you need content, start new freelancers with short articles instead of long ones. Give clear examples, detailed instructions, and feedback guidelines. Set fair rates that show you are investing in their training, while still respecting their time.

I have seen this work really well. One marketing agency I worked with started offering “Newcomer Projects” and found great talent they would have missed. Their top content writer began with a simple 500-word blog post two years ago.

This method is not just kind; it’s smart. You build loyalty, grow talent that knows your needs, and often find hidden gems who become your best team members.

Farrukh Muzaffar, CMO | Co-Founder | Business strategist, Sustainability Jobs List

Connect on Social Media Platforms

To connect with early-career gig workers effectively, it’s crucial to meet them where they’re most active, on social media platforms and networking spaces. Platforms like LinkedIn, Upwork, and industry-specific forums are great starting points, as they attract individuals seeking freelance opportunities in professional and creative fields. Posting opportunities in these spaces expands your reach and shows you understand the way modern candidates interact with job markets.

When I think about attracting the right candidates, I’ve found that tailoring the message matters. It’s important to create clear, engaging postings that highlight what makes the role appealing. Whether it’s flexibility, growth opportunities, or meaningful work, these details resonate with early-career candidates. Language that is concise, upbeat, and approachable is key. Younger gig workers often value authenticity, so being transparent about expectations and rewards builds trust.

Engagement doesn’t stop at posting. Actively participating in online discussions, responding to comments, and sharing helpful resources help build a presence in the spaces these candidates frequent. I’ve also learned that platforms like Instagram or TikTok can serve as valuable recruitment tools when used strategically. Short videos or posts that showcase the values of a role or team can attract candidates who value creativity and a modern workplace.

By meeting candidates where they are, fostering open communication, and being intentional with outreach, you can effectively attract and connect with early-career professionals ready to grow and contribute in meaningful ways.

Becky Babb, CEO, Crestone Wellness

Implement Blind Hiring Practices

Remove bias in the early stages of hiring by implementing blind hiring practices, where resumes and applications are anonymized. This allows employers to evaluate early-career candidates based solely on their skills, experience, and qualifications. By eliminating demographic details, such as names or educational backgrounds, hiring decisions become more objective. It fosters a more diverse and inclusive workplace, ensuring that candidates are assessed on merit alone.

Alistair Flett, Managing Director, Pronto Hire