Understanding the shifting priorities of the STEM contingent workforce

There’s a lingering myth that contractors are only in it for the money. But in 2025, it’s clear: that narrative no longer holds.

Yes, day rates still matter — but they’re no longer the whole story. From mounting legislative pressures to rising admin burdens and a growing desire for flexibility, today’s contract workforce is navigating a much more complex set of priorities.

Our latest research, drawn from the views of over 3,000 STEM professionals, lifts the lid on what really matters to contractors in 2025 — and what employers must do to stay competitive in an increasingly volatile talent market.

Autonomy, earnings, and variety — but at a cost

Contracting still delivers on its long-standing promises of freedom, variety, and earning potential. But many professionals say those advantages are now tempered by uncertainty and financial strain. The top benefits and drawbacks are almost mirror images of each other — and they’re changing how contractors assess potential clients.

From cash flow concerns and delayed payments to gaps between assignments and the growing complexity of self-employment, contractors are feeling the pressure — and looking to employers to ease it. Surprisingly, tax benefits no longer rank as a key motivator, suggesting a fundamental shift in mindset.

A wake-up call for employers

For employers, the message is clear: offering a competitive rate isn’t enough. How you engage, pay, and support your contractors matters more than ever — and it feeds directly into your employer brand.

The contractors we surveyed highlighted pain points that go beyond the day-to-day. For example, younger professionals are more likely to cite a lack of belonging, while older contractors are increasingly worried about assignment gaps. Women in the workforce place more value on flexibility, and solo operators are under pressure to work through “downtime” just to stay afloat.

It’s not a one-size-fits-all environment. To attract and retain top contingent talent, you need to understand — and reflect — these differing priorities.

What’s driving the shift toward permanent roles?

Another shift we’re seeing is that some contractors are reconsidering permanent employment. And it’s not just about job security.

The pull of traditional employment benefits — such as paid leave, pensions, and private healthcare — is becoming harder to ignore, especially in an uncertain economy. For many contractors, these aren’t ‘nice to haves’ — they’re the deciding factor.

What this means for your contractor strategy

If you want to futureproof your talent pipeline, your contractor strategy needs to be smarter and more targeted. That means:

• Segmenting your approach by role, age, gender, and career stage
• Streamlining your processes to remove friction and admin
• Adjusting your employer brand to speak directly to contractor priorities

In short: it means thinking like a contractor.

Whether you're engaging one or one hundred, how you treat contingent talent now will shape your reputation — and your success — well into the future.

Want the full picture?

Our Voice of the Workforce report shares detailed insights from over 3,000 contractors across STEM sectors.

Download the report to see how these findings could shape your workforce strategy.