- Employer Resources
- |
- Last Updated: March 24, 2026
The Freelance Revolution:
Insights Into the 2026 U.S. Workforce
Freelancing is no longer an alternative or unconventional career path.
It’s not niche; it’s mainstream.
It’s not the future; it’s the now.
As more professionals embrace independent, project-based employment opportunities, freelancing has become a foundational piece of the modern workforce. Recent data suggests there are nearly 73 million independent workers in the U.S., a massive jump from the 42 million reported pre-pandemic in 2019. This change has been accelerated by technological advancements changing how, when, and where work gets done as well as evolving employee priorities around flexibility and autonomy.
But why hire freelancers? Freelancers represent a flexible, highly skilled talent pool that can help you move faster without increasing long-term overhead. Instead of committing to full-time salaries, benefits, and onboarding costs, you can engage professionals precisely when and where they’re needed. This allows your internal team to stay focused on core responsibilities while freelancers handle specialized projects or niche skill sets, which is one of the biggest reasons why companies hire freelancers. When leveraged thoughtfully, freelance talent can increase agility and improve productivity without expanding your fixed costs.
With freelancing here to stay, iHire set out to uncover the intricacies of this segment of the workforce. In January 2026, we surveyed 2,250 U.S. candidates across 57 industries to identify the motivations, challenges, priorities, and preferences of freelancers and provide employers with actionable tips for tapping into this talent pool.
For the purposes of our research, we defined freelance or project-based work as independent employment where a professional is engaged for a defined scope, timeframe, or deliverable, often involving specialized skills, strategic contributions, and client collaboration. This does not include “gig” work or “side hustles,” such as Uber driving or grocery delivery. Rather, we’re focusing on roles like freelance graphic designers hired to create branding materials for a startup’s launch, locum tenens nurses who fill in for full-time hospital staff, or fractional executives such as Chief Financial Officers who provide specialized expertise to multiple organizations on a contract basis.
Executive Summary
iHire’s survey data paints a clear picture of the state of freelancing in America, primarily confirming that independent, project-based work is a mainstream employment option: 61.0% of the 2,250 workers surveyed said they found freelance or project-based work appealing, while 41.0% noted they have currently or previously worked on a freelance or project basis. Furthermore, 18.5% of respondents had never worked on a freelance basis but were actively seeking such opportunities.
Flexibility Is the Currency of Freelance – But Financial Motivations Can’t Be Overlooked
Our survey showed that the motivation behind freelancing isn’t necessarily money – it’s lifestyle. Specifically, flexibility (73.2%), remote work (71.3%), and the ability to strike a healthy work-life balance (60.5%) were the top three reasons respondents were drawn to freelance work, above earning supplemental income (53.1%) and making more money/higher pay (39.9%).
The rising pursuit of independent work echoes the theme of shifting employee priorities that we’ve found in other recent iHire research reports. For example, 50.9% of workers would take a lower-paying job if the employer offered strong work-life balance.
While people want flexibility, autonomy, and control over the type of work they pursue, pay still drives their interest in freelance jobs. Our survey revealed that 63.5% of workers who found freelance work appealing said the rising cost of living has influenced their interest in freelance or project-based work, and 51.4% said freelancing is “extremely important” or “very important” to their overall financial stability.
Freelancing Offers Supplemental Income Opportunities and Supports Semi-Retirees
In many cases, freelancing is a form of supplemental income, as 46.0% of those who have previously or currently freelanced were employed full-time while freelancing. Therefore, freelancing is not going to replace full-time employment as the primary type of work sought by skilled professionals any time soon.
Often, freelancing can be a practical option for people who are semi-retired and not yet ready to leave the workforce; freelance work – like consulting – gives this demographic a way to stay involved and contribute to their expertise in their industry of choice. In our survey, 30.9% of workers drawn to freelancing said this option allows them to semi-retire or phase their retirement.
Employers Must Bridge the Trust Gap to Tap Into the Freelance Talent Pool
Given ongoing talent shortages and the need to fill roles quickly to stay competitive, employers should waste no time considering bringing freelancers into their hiring strategies. As evidenced by our survey, a massive pool of skilled professionals ready and willing to take on projects, shifts, or other assignments exists – but employers will need to be intentional about how they tap into this talent base. To do so, they must bridge the trust gap with potential freelance or contract employees.
When asked to cite the top challenges working with clients, respondents with freelance experience were most frustrated by unclear expectations/project scope (36.1%) and lack of/poor communication (35.6%). Other concerns related to employer trust that arose in the survey included scams, clients with a poor reputation, and unstable or unpredictable pay.
Employers who address these concerns as they engage with freelance talent will be poised to succeed with a workforce comprising non-traditional employment models. For advice on hiring freelancers in the U.S., backed by data-driven workforce insights and freelancing statistics, continue reading this exclusive iHire research report on 2026 freelance trends.
The Rising Appeal of Freelance Work
To begin our survey, we asked all 2,250 respondents a simple question: Is freelance or project-based work appealing to you? The majority (61.0%) said yes, while 21.8% said no, and 17.2% were unsure (Figure 1).
In addition, 41.0% of respondents either currently (11.4%) or previously (29.6%) worked on a freelance or project basis. Another 18.5% had never done so but were actively looking for freelance or project-based work (Figure 2).
Is freelance or project-based work appealing to you? Figure 1
Have you ever worked on a freelance or project basis? Figure 2
Next, we asked those who found freelance or project-based work appealing why they held that sentiment (Figure 3). The top reasons were not centered around money or pay and instead focused on lifestyle: 73.2% of respondents cited flexibility/setting their own hours, 71.3% enjoyed the ability to work remotely/from home, and 60.5% appreciated the strong work-life balance afforded by freelance work. Additionally, over half (51.6%) found freelancing appealing because of greater autonomy and “being their own boss” – which goes hand-in-hand with notions of flexibility and balance.
Still, a solid proportion of respondents cited monetary reasons for gravitating toward freelancing: 53.1% said they like freelance jobs because they allow them to earn supplemental income, 39.8% said they can make more money in such roles, and 30.9% noted the ability to semi-retire or phase retirement while freelancing.
Why is freelance or project-based work appealing to you? (Select all that apply.) Figure 3
*Other responses included: learning/sharpening new skills, challenging work, and travel opportunities.
Disadvantages & Challenges of Freelancing
Now for the downsides of freelancing – of the 21.8% of candidates who did not find freelance or project-based work appealing, 52.5% said they disliked the unstable or unpredictable income, and 41.9% said that freelancing does not offer employer-provided benefits like health insurance (Figure 4).
Trust with potential clients emerged as another issue, with 34.5% of respondents citing concerns about scams or completing projects and not getting paid. Meanwhile, 35.1% of candidates were simply not interested, and 31.0% said freelancing was not applicable to their line of work.
Why isn’t freelance or project-based work appealing to you? (Select all that apply.) Figure 4
*Other responses included: no colleague camaraderie/isolating, challenges with taxes, and unrealistic timelines for work.
For respondents who have currently or previously freelanced, working with clients comes with its share of challenges. The top frustration was unclear expectations/project scope (36.1%), followed by lack of/poor communication (35.3%) (Figure 5). Last-minute or urgent requests (32.5%), negotiating pay rates (26.3%), and getting paid in a timely manner (26.3%) rounded out the top five challenges.
What is the most challenging part of working with a client/clients? (Select all that apply.) Figure 5
*Other responses included: marketing myself to clients, project ending earlier than expected, and client’s poor management/leadership style.
Types of Freelancers
“Freelance” is often used as a broad, catch-all term, but it encompasses a wide range of work arrangements that vary by industry, role, and level of expertise. Depending on the field, professionals may identify as independent contractors, consultants, fractional executives, interim leaders, project-based specialists, or per diem workers.
As Figure 6 illustrates, survey respondents aligned with a diverse mix of titles and work styles. Of respondents who currently or previously freelanced or were seeking freelance work (Figure 6), 52.7% identified as independent contractors or consultants; 44.8% classified themselves as project-based professionals hired to complete a specific, short-term project within a set time frame; and 29.1% were technical or skilled contractors who provide specialized services on contract (e.g., IT and engineering).
A full breakdown of the types of freelancers is as follows:
Think about your current, previous, or potential freelance or project-based work. What type of professional describes you best? (Select all that apply.) Figure 6
Freelancing’s Financial Impact
Flexibility and work-life balance are key motivators for freelancing and can pique job seekers’ interest in exploring such opportunities initially. However, the financial impact of freelance or project-based work cannot be ignored.
Our survey found that external economic factors are driving the rise in freelancing – 63.5% of respondents who find freelancing appealing said the rising cost of living has influenced their interest (Figure 7).
Additionally, 51.4% said freelance or project-based income is “extremely important” or “very important” to their overall financial stability (Figure 8). Therefore, it’s no surprise that nearly half (46.0%) of freelancers work full-time elsewhere while also working on a project basis (Figure 9). This confirms that freelancing remains supplemental in many cases and allows professionals to meet their financial needs in a flexible, autonomous manner.
Has the rising cost of living influenced your interest in freelance or project-based work? Figure 7
How important is freelance or project-based income to your overall financial stability? Figure 8
Were you/are you employed full-time while working on a freelance or project basis? Figure 9
The Life of a Freelancer
Do freelancers work 40 hours a week? How much do they charge? And how long do most projects last? In this section, we’ll explore the specifics around the frequency, duration, and pricing of project-based work to get a glimpse into the life of a freelancer. Here’s what we found. (Note: Respondents for these questions indicated that they had previously or currently freelanced – Figure 2.)
Nearly half of freelancers work sporadically: 45.6% of freelancers take on new projects with no set cadence, compared to 13.3% who pick up projects weekly, and 19.9% who do so monthly (Figure 10).
How often do/did you take on new freelance projects? Figure 10
*Other responses included: quarterly, occasionally, and when one project is complete.
Freelancers are working less than 40 hours a week on projects: 64.2% of freelancers work 30 hours a week or less, with 31.4% working 11 to 20 hours a week, 21.3% working 21 to 30 hours a week, and 11.5% working less than 10 hours a week (Figure 11).
These findings are in line with claims about the flexibility afforded by freelancing – just 16.4% worked 31 to 40 hours a week, and fewer (15.0%) worked more than 41 hours. However, these estimates do not include time spent employed elsewhere (e.g., full-time or part-time jobs) and only take into account time spent freelancing.
When freelancing, approximately how many hours per week do/did you typically work? Figure 11
The value of a freelance project spans a wide gamut: When asked to indicate the typical total value of a project they take on, 33.3% of freelancers’ responses fell in the $250 to $2,500 range (Figure 12). Meanwhile, 14.5% topped $10,000 per project, and 15.1% preferred not to share a response.
What’s the typical total value of a freelance project you take on? Figure 12
Hourly and fixed rates are the most common ways freelancers price their work: 42.3% of freelances charge by the hour, and 30.0% have a fixed price (Figure 13). Per shift/day rate (7.8%) and retainer (3.5%) – which are largely applicable in locum tenens, day laborer, and consulting jobs – were less common.
How do/did you usually price your work? Figure 13
*Other responses included: depends on the project, commission, and by deliverable (e.g., page edited, patients seen, etc.).
Freelancers prefer medium- and long-term projects over short-term and one-time projects: When asked which project duration(s) they prefer, 55.2% of freelancers said medium-term projects lasting one to six months, and 47.4% said long-term contract engagements lasting over six months (Figure 14). Short-term projects (less than one month) followed closely behind (46.3%), while fewer freelancers want one-time tasks (31.7%) and on-demand shifts (23.9%).
Which project duration(s) do/did you prefer? (Select all that apply.) Figure 14
Freelancers are keeping their workloads manageable: 52.4% of freelancers take on two to three projects at once, while 28.0% pursue one project at a time (Figure 15). Just 11.8% juggle four to five assignments at once, and 5.7% handle more than five.
On average, how many different projects do/did you work on at once? Figure 15
The Freelance Job Search
As freelance work soars in popularity, it has become easier to find such opportunities. Dedicated online freelance platforms, marketplaces, and job boards catering to this type of employment have flourished, and networking sites like LinkedIn easily facilitate connections that spark opportunities.
When we asked those who have worked on a freelance basis or are currently looking for freelance work (Figure 2) which resources they use to find jobs, professional networking sites came out on top (51.5%), followed by networking and word of mouth (49.7%) (Figure 16). Job boards and online recruitment platforms are also essential resources: 47.4% of freelancers use general job boards, 34.8% turn to industry-focused or niche job boards, and 21.5% leverage freelance-specific online marketplaces in their searches.
Other channels that received interest from more than 20.0% of respondents comprised websites of companies or clients (34.7%), search engines (33.6%), professional or industry associations or groups (32.7%), and social media sites (25.6%).
Which resources do you or would you use to find freelance or project-based work? (Select all that apply.) Figure 16
*Other responses included: placement organizations, specialty recruiters, and referrals.
Frustrations Finding Freelance Work
Despite the proliferation of job search resources, finding the right freelance opportunity is not without challenges – 43.8% of freelancers struggle to find opportunities in their desired location, 37.0% have trouble finding remote roles, and 34.5% are challenged with finding clients that can meet their pay requirements (Figure 17).
More than 33% noted being ghosted by employers or potential clients (e.g., not hearing back after applying or interviewing) as a chief frustration, which has become a universal experience among job seekers of all types. Other notable challenges included establishing credibility and a strong personal brand to win clients (27.9%), competing with other freelancers for projects (23.9%), and ageism (18.2%).
What is the most challenging part of finding freelance or project-based work? (Select all that apply.) Figure 17
*Other responses included: finding opportunities in my field, unsure where to start, and marketing myself.
Connect With the Right Talent for Your Business
Whether you need qualified freelancers or full-time employees, iHire can help you find them.
We Value Your Privacy
What Matters Most to Freelance Job Seekers
When freelancers are searching for work, what factors matter most when choosing to pursue an opportunity? While pay rate was the top response (61.0%), flexible schedule/work hours (59.9%) and guaranteed payment (51.5%) followed closely behind (Figure 18).
Freelancers also prioritized opportunities to learn and grow (46.0%) and challenging or interesting work (45.8%), signaling that they would like their work to be more than a paycheck and allow them to flourish professionally.
Although client reputation ranked lower on the list (36.3%), the fact that more than 1 in 3 candidates want to ensure their client is respectable, honest, and well-regarded speaks to the need for employers to bridge the trust gap when hiring freelancers, independent contractors, and other individuals.
When searching for freelance or project-based work, which factors matter most to you? (Select all that apply.) Figure 18
*Other responses included: following my passion, location of client/work site, and appropriate travel time.
The Future of Freelance
Freelancing has already proven itself as a viable, popular employment option. But what does the future hold?
When asked if they expected to do more, less, or the same amount of freelance work in 2026, 55.9% of freelancers said they plan to do more (Figure 19). Approximately a quarter (24.2%) of respondents expect to do the same amount, and just 8.1% anticipate less work.
Do you expect to do more, less, or the same amount of freelance work this year? Figure 19
Next, we asked all respondents how likely they are to pursue freelance or project-based work in the next 12 months. Interest was high, as 40.9% replied with “extremely likely” or “very likely,” while 20.9% said “not at all likely” (Figure 20).
How likely are you to pursue freelance or project-based work in the next 12 months? Figure 20
As for what would make candidates more likely to take on freelance work in the future, 53.1% of respondents said they would need it to be easier to find opportunities, 49.9% wanted guaranteed income or steady pay, and 33.9% desired higher pay rates (Figure 21). Moreover, some candidates emphasized the importance of using freelancing as a stepping stone to long-term work (33.9%) or a supplement to a full-time job (31.0%).
What would make you more likely to take on freelance or project-based work? (Select all that apply.) Figure 21
*Other responses included: flexibility, ability to work remotely, and opportunity to build my portfolio.
How to Hire Freelancers to Help Your Business Thrive
Given iHire’s survey findings along with today’s labor market trends and economic indicators, freelance work is here to stay, and it will only grow. If you’re on the fence about hiring freelancers (or maybe you don’t know where to start), consider these 10 tips – based on our research – to seamlessly bring freelancers into your organization.
1. Determine how freelancers fit into your business model.
Before hiring freelancers, clarify where they add the most value within your organization. Are you looking to fill short-term skill gaps, support seasonal demand spikes, or bring in specialized expertise for a defined initiative?
For example, a marketing team launching a new product might hire a freelance copywriter and designer for a three-month campaign rather than adding permanent headcount. By identifying specific use cases (e.g., project-based work, overflow support, technical implementation, interim leadership, etc.), you can integrate freelancers strategically instead of reactively.
2. Craft job postings that appeal specifically to freelancers.
Your job postings should reflect the search terminology freelancers use to find opportunities. For example, incorporate relevant keywords such as “contract,” “project-based,” “consultant,” or “day laborer,” depending on the role and industry.
Within the job ad, be clear about project scope, timeline, deliverables, pay structure, and expected hours. Also mention factors freelancers value most when searching for work, such as flexibility (59.9%) and opportunities to learn and grow (46.0%).
3. Promote your freelance roles in the right places.
To attract qualified freelancers, post opportunities where they’re already looking. This may include job boards, freelance platforms and marketplaces, professional associations, and other online communities. If you’re hiring a very specific type of freelancer that must possess specialized skills or experience (like a day laborer for a construction job or locum tenens nurse), try a niche or industry-focused job board.
Also, don’t underestimate the power of networking and referrals, as 49.5% of freelancers rely on word-of-mouth recommendations within their networks. Lean on your current employees, LinkedIn connections, and talent pipeline to find potential candidates.
4. Strengthen and showcase your employer brand.
Freelancers are selective about the clients they partner with and are cautious about scams or employers that do not pay reliably. In fact, 36.3% of freelancers say client reputation is crucial when searching for work opportunities.
Building a credible employer brand helps you stand out as a trustworthy, professional organization. Highlight testimonials from actual employees (and freelancers – if you’re already working with some), photos, videos, customer case studies, company news, and more details about your brand on your website, job postings, company profiles, career pages, and social media. When freelancers see that you have an established presence and a positive reputation, they’re more likely to engage.
5. Be transparent and communicative from the start.
More than 35% of freelancers are turned off by clients who don’t communicate clearly and transparently, and 36.1% are frustrated by clients who don’t set expectations or adequately define project scope.
Bridge this communication and trust gap by being upfront about compensation, payment timelines, scope of work, expectations, and potential for future projects (and include this information in your job ads). Outline milestones and deliverables clearly, establish regular communication checkpoints, and follow a structured onboarding plan to truly earn freelancers’ respect.
6. Know what to pay – and pay competitively, promptly, and reliably.
Freelancers want to work for clients who offer competitive, fast pay; otherwise, they will take their talents elsewhere – 51.4% said freelance or project-based income is “extremely important” or “very important” to their overall financial stability.
Your freelance rates should reflect not just skill level but also experience, overhead, and market demand. Research industry benchmarks to understand competitive compensation for the type of work you are hiring for. Underpaying can limit your access to high-quality talent, while fair, market-aligned rates position you as a preferred client.
7. Follow all legal and compliance requirements.
Make sure you understand worker classification laws and the difference between an independent contractor and an employee. Misclassification can lead to tax penalties, fines, and legal risk. Establish clear contracts that outline scope, timelines, payment terms, ownership of intellectual property, confidentiality, non-compete clauses (if applicable), and dispute resolution. Always formalize agreements in writing and consult legal or HR experts if you’re unsure.
(Disclaimer: This report is not intended to serve as a replacement for legal advice. Please consult your HR department or legal team for more detailed information on hiring freelancers.)
8. Thoroughly vet freelancers before hiring.
Freelancers are doing their due diligence to determine your legitimacy, and you should do the same. Take time to evaluate candidates beyond their resumes. Check references and review portfolios and work samples to assess the quality and relevance of their experience. In interviews, try to gauge their communication style, professionalism, and understanding of your business needs.
For highly specialized or critical work, consider requesting a paid test assignment or starting with a small pilot project. Remember that a thoughtful vetting process helps ensure you’re selecting a freelancer who not only has the right skills but is also dependable, responsive, and aligned with your expectations.
9. Respect freelancers’ need for flexibility.
Aside from pay, flexibility is a primary reason professionals choose freelance work – 73.2% of respondents said it’s why they find freelance or project-based work appealing. As mentioned, set clear deadlines and performance expectations, and avoid micromanaging how the work gets done.
Respect agreed-upon boundaries, minimize last-minute scope changes, and allow freelancers autonomy in managing their schedules. A collaborative, trust-based approach leads to stronger outcomes.
10. Build long-term relationships.
Freelancers who understand your business become more efficient and effective over time. Maintain a shortlist of trusted freelancers and nurture those relationships just as you would with a traditional talent pipeline.
Repeat engagements reduce hiring friction and improve outcomes – you may even find that you want to hire a freelancer as a full-time employee later down the road, as 33.9% of freelancers prefer opportunities that lead to longer-term or full-time work.
Conclusion
The rise of freelancing has transformed the U.S. workforce, establishing independent, project-based work as a mainstream employment option. With millions of freelancers contributing their expertise across industries, this shift reflects evolving priorities around work-life balance and autonomy while addressing the need for financial stability and supplemental income.
As freelancing continues to grow – nearly 60.0% of freelancers expect to do more project-based work in 2026 – organizations must adapt their hiring strategies in order to attract and retain candidates from this talent pool. They must promote flexibility, foster trust, communicate clearly, and offer competitive pay as they build mutually beneficial relationships that allow them to meet business needs with agility and efficiency.
The future of work is here, and those who integrate freelance talent thoughtfully and strategically will be best positioned to grow and thrive.
Appendices
Related Resources
Step-By-Step Guide to Hiring Freelancers
Best Practices for Hiring Freelancers
The State of Online Recruiting 2025
Reports & Research Library
Hiring Solutions
Employer Webinars & HR Training
Research Methodology
A total of 2,250 U.S. workers responded to iHire’s survey on freelance trends in January 2026 via the Qualtrics XM platform. Respondents came from iHire’s databases comprising candidates across 57 talent communities. For this survey, freelance or project-based work was defined as “independent employment where a professional is engaged for a defined scope, timeframe, or deliverable, often involving specialized skills, strategic contributions, and client collaboration.” All decimal points are rounded to the nearest tenth. For many questions, multiple answers could be selected, so percentages add up to a sum greater than 100%. In some instances, survey questions were skipped by an individual respondent.
About iHire
iHire is a leading employment platform that powers a family of 57 industry-focused talent networks, including WorkInSports, iHireVeterinary, iHireDental, iHireConstruction, and iHireChefs. For more than 20 years, iHire has combined advanced job matching technology with our expertise in the talent acquisition space to connect job seekers with employers in their desired sector. With an industry-specific, candidate-centric, and data-driven approach to recruitment, iHire helps candidates find meaningful work and employers find unique, high-quality talent – faster, easier, and more effectively than a general job board.
