Freelance Hiring Solutions

I’ve had 4 legal battles since starting my business. Could I have avoided them? Probably. But to be honest, I didn't have the funds to pay a proper lawyer, or the network of founders to ask the right questions to. I don't want that to happen to you. Here are 5 clauses I put in my contracts that might help you protect your work, your business and most importantly.. your sanity ↓ #1 Non-cancellable, non-refundable contracts. This shouldn’t even be an issue if you qualify your clients properly. BUT if someone signs, onboards, and then ghosts? We still get paid. And so should you 🤗 #2 Immediate or short payment terms Most businesses accept 30-to 90-day payment terms. I don’t. You wouldn’t work for 3 months without pay—so why should your business? Cash flow is your business’s lifeline. Protect it. #3 While we’re on payment terms… Your contract should include: → Interest on late invoices. → A clause that stops work if invoices aren’t cleared. → A guarantee that if a client delays the project, you still get paid. Your time isn’t free! #4 Your IP stays YOURS. Anything we bring into the agreement at Klowt stays ours. Anything we create for you is yours. Simple. I once ran a training session, and the client recorded it—then tried to sell it behind a paywall. Now, our contract states a £10,000 fine per breach. (And for that particular case, per breach = per view. 😅) #5 Don't work with d*ckheads. This isn't a legal clause, more legal... advice? 🤣 If someone is giving you red flags in any way at the beginning of your relationship, do not work with them. This could include but not limited to: - Focusing on immediate ROI. - Cost or discounts being a primary concern. - Pushing for work to kick off before contracts or payments. - Reaching out at inappropriate times - or in inappropriate ways. - Delaying initial payments. Legally binding contracts are a good insurance policy, but they're lengthy and expensive to implement if you actually have to go to court. So the best LEGAL advice I can give you as a 2x founder is, don't work with d*ckheads. And learn from my mistakes. It's a lot cheaper than learning from your own... trust me 😂. Was this helpful? 💜 I write a 2x weekly newsletter for founders and freelancers on topics like this. Join us here: https://lnkd.in/ejDbD94R

Working paper from researchers at NUS, Rochester, and Tsinghua argues AI creates an "inflection point" for freelancers. Before hitting this point, AI significantly boosts freelancer earnings (web developers saw a +65% increase by using AI as a productivity tool). However, after crossing the inflection point, AI begins replacing workers (translators experienced a -30% drop in earnings). They argue that this shift appears to be one-way: once AI starts replacing workers in a field, that trend doesn't reverse with newer AI versions.

Most portfolios fail in the first 10 seconds. Here’s why: I'll tell you exactly when I know a portfolio won't make it past my screen. The moment I land on "Hi, I'm a passionate designer who loves solving problems..." Listen. I've already read your CV. I know your name, your experience, and where you're based. I don't need a repeat performance. What do I need? To see if you can actually design. Here's what happens when I review portfolios: I have 10 seconds to decide if your work is worth 5 minutes of my additional review and hours of the interview process. And you're wasting those seconds telling me you "love design." Of course, you love design. You're a designer. That's expected. Show me this instead: → Your work / style / taste (Immediately) → The problems you've solved → The impact you've created → Your actual design thinking When I land on your portfolio, I'm looking for: First impressions that matter. Is it accessible? Any animations that show craft? Does it load fast? Can I navigate intuitively? Your portfolio IS the first design problem I see you solve. And if you can't design for me, your user, why would I trust you with my users? What actually gets you hired: ✓ Business context as a stage setting ✓ Your specific role (not "I did everything") ✓ Team composition and timeline ✓ The REAL problem you solved Not 20 personas. Not 50 wireframes. Not your entire design process is outlined. Give me: - 2-3 key research insights - 1 example of iteration that mattered - The final solution (3 screens max) - Actual impact or expected metrics Here's the brutal truth: I don't care about your design philosophy. I care if you can move my metrics. Design isn't just about beauty or experience. It's about business impact. Show me you understand that balance: - Skip the autobiography. Start with your best work. - Make me think "I need to talk to this person". Not "I need to read more about them." Your portfolio should work like your best designs: Clear. Intuitive. Impactful. Remember: I've hired dozens of designers. The ones who got offers? They showed me their thinking through their work. Not through their "About Me". Designers, what's the first thing visitors see on your portfolio? Time for some honest self-assessment (and a potential change).

Here’s why I ALWAYS prefer a freelancer over agencies: 1) Agencies promise you the world. Senior leaders pitch the project, talk a big game, and then disappear by second quarter. The actual work ends up with people who are juggling multiple clients, getting reassigned every few weeks. The quality slips, and suddenly I’m doing rounds of edits I never signed up for. I hired an agency for expertise, not to become the editor-in-chief of subpar drafts. 2) Most agencies underpay and overwork their teams. Their writers and strategists are stretched thin, switching between fintech today and AI tomorrow. It’s not their fault but when someone can’t go deep into a subject, the work feels shallow. And for content that’s meant to build trust or drive revenue, shallow just doesn’t cut it. Freelancers, on the other hand, are the opposite. There’s no middle layer, no project manager running interference. I know exactly who’s working on my brand, and I pay them for their expertise fairly. They’re usually niche experts who’ve honed their craft over years, and I’ve rarely been disappointed. More than that, I build relationships with freelancers. The best ones aren’t just writers or designers. They’re thinkers, founders, Ex-heads of content. People who look at the brief, zoom out, and say, “Here’s what we’re really trying to solve.” They care about the outcome, not just the output. And yes, there’s less fluff and more edge. Agencies might sell me polish. But freelancers? They give me work that actually cuts through. #freelancer #agency #contentmarketing #opinion

I’ve reviewed > 400 portfolios this year. Observation #1: The ones that got interviews weren’t the prettiest. They were the clearest. → Clear intent (what roles they’re targeting) → Clear structure (who they helped + what changed) → Clear thinking (how they made decisions) Observation #2: Hiring managers responded best to portfolios that made it easy to scan, not admire. → 3-5 second headlines that told the story → Metrics up top, visuals in the middle, lessons at the end → Less storytelling. More signal. Observation #3: The portfolios that ‘failed’? → Opened with “Hi, I’m Alex and I love solving problems” → Contained 30+ screenshots with no explanation → Didn’t articulate business impact or their role → Had no opinion, no POV, no process If I were applying today? → I’d restructure my case studies to lead with outcomes → I’d add a design philosophy section to show how I think → I’d cut 40% of the fluff and focus on what actually matters → I’d communicate my USP and elevator pitch up front Your portfolio isn’t a gallery. It’s a business case for why you’re worth hiring. ----- Just thought I'd share this after reviewing some notes over the weekend. Hope it helps! ----- #ux #tech #design #ai #business #careers

The growing trend of consultants leaving large firms to operate independently is reshaping the consulting industry. This shift raises an important question: to what extent does this ongoing trend challenge the established dominance of traditional consultancy firms? Independent consultants, often with substantial experience from major firms or deep industry knowledge, are delivering high-level expertise in areas such as strategy, due diligence, transformation and specific technological know-how. They provide these services on a project basis, often with quicker turnaround times and at more competitive costs. This flexibility and accountability are particularly appealing to businesses with immediate, specialized needs that may not have the budget or time to engage larger, more traditional consultancies. For these independent consultants, the freelance model offers greater autonomy, the potential for significantly higher earnings, and the freedom to choose projects aligned with their interests. However, this flexibility comes with the inherent risk of income variability, as periods of downtime between projects can lead to uncertainty. What is clear, though, is that companies—often those with Private Equity ownership—are increasingly open to bringing in such specialists, inevitably impacting traditional consulting spend. As more companies recognize the value of this agile, cost-effective approach, traditional consultancies may face increasing pressure to adapt their models and value propositions to remain competitive in this evolving landscape. Interesting times ahead!

⚠️ No FIN = Red Flag. The grey zone for foreign trainers just closed. MOM & VICPA have issued a joint advisory: * Companies cannot engage foreign freelancers to provide services in Singapore. * No valid work pass = illegal work under the EFMA. This was aimed at creative freelancers — but it hits the Training and Adult Education (TAE) sector head-on. What This Means ❌ Flying in foreign trainers on tourist passes ❌ Paying them as “freelance” module trainers ❌ Logging attendance manually because they have no FIN https://lnkd.in/gFt-9rSG ➡️ All these are now explicit compliance risks. Freelance = still work. No FIN = no work pass. No work pass = EFMA breach. 📌 What TAE Providers Must Do ✅ Audit all foreign trainer engagements ✅ Verify FIN + valid work passes before deployment ✅ Stop ad-hoc “fly-in” hiring without permits ✅ Build deep local trainer capabilities This is not about being anti-foreign. It’s about protecting local livelihoods, raising standards, and restoring trust in our system. 📌 The message is clear: Compliance isn’t a cost — it’s a strategic necessity. 🟢 RTPs and training providers — start your compliance audit today. Grey areas are where trust leaks out. Seal them.

Whenever I post a freelance role on our socials, we receive over 100 responses within two hours. There are too many people in the production world. Over the past two years, I’ve seen many friends struggling to find work, considering other career paths after 10+ years in this industry, or even going full-time for far less than they’re worth. I’m not talking about newcomers, I mean professionals who are truly skilled at what they do. I thought the market was simply overcrowded. However, I’ve come to realise that many in our industry struggle for one of two reasons: 1. They aren’t willing to adapt. 2. They’re not spending time doing the things they don’t really enjoy e.g. sales, admin, marketing etc. As a freelancer or contractor, you benefit from having control over your time, choosing the projects you work on, and deciding what to charge. But with that freedom comes the responsibility of finding your own work, keeping your clients happy, and taking the hit when the market goes through tough periods. Here are the main mistakes I see: - Lack of Sales Drive: There’s no real hunger for selling, and keeping in touch with old contacts only when you need a job isn’t enough. You should be regularly checking in with them, sending gifts once a year or so, and persistently following up. - Not Saving Money: The industry is cyclical. When things are good, you can earn a lot, but many people feel they’ve cracked the code and spend it all quickly. Without savings, you lose the leverage to stay calm, to say no to projects that might set you back, and to look for better opportunities when times are tough. - Overcommitting and Risking Your Reputation: It’s tempting to take on every project when work is available. I’ve seen people juggle three to four projects at once, even when each project pays decently. It’s unethical to charge for a full day and deliver only half of it, even if you manage to complete everything more quickly. - Sticking Rigidly to Your Ways: You’ll eventually need to work with in-house teams, operate on lower budgets, and even embrace AI. The world moves on regardless, so it’s better to lead and adapt than to play catch-up. - Excessive Competition: Our industry thrives on collaboration, and people move around frequently. Don’t be afraid to pass jobs to competitors or to share contacts. Be kind, helpful, and honest, having all 3 makes you stand out quite easily to be fair. There are many other reasons the market is overcrowded... - The Content Creators making creative world a career that many teenagers aspire, so they end up using their creative skillset in the advertising world after giving up on amassing millions of subscribers - The low bar to enter the industry - The work that can make you feel cool at times - The gateway to a 9-5 corporate office job Crowded or not, I still don’t consider it hard to stand out. But you’ve to do things that others are not doing. Obvious, but true.

Today's job descriptions are awful. They drive away top talent and waste everyone's time. Here are 8 things every great job description should include: 1. A Realistic Salary Range Sorry, but $0 - $400,000 isn’t a real range. You’re not fooling anyone with this. You’re just telling candidates that you think pay transparency isn’t something you’re serious about. 2. Location Transparency Remote means remote. Fully in office is fully in office. Saying a position is “remote” only to mention it’s hybrid or in office at the bottom doesn’t help anyone. 3. Clear, Realistic Qualifications Listing every platform, skill, and qualification imaginable in an industry isn’t realistic. Get clear on your needs and goals, research the specific skills this hire needs, and include them by name. 4. Who Will Excel in This Role Outline the ideal hire for this role, including: - Traits - Tendencies - Work Style - Cultural Fit Be specific and share examples! 5. Who Isn’t a Fit for This Role Outline who wouldn’t be a good fit for this role, including: - Expectations - Tendencies - Work Style - Cultural Fit Be specific and share examples here too. 6. Describe What Success Looks Like Describe what success will look like for this hire, including: - Tangible Goals - How Goals Are Calculated - How Goals Are Monitored - How Employees Are Supported In Reaching Goals 7. Describe the Team Culture Culture is key for both employers and employees. Describe yours including: - Work Style - Boundaries - Values - Expectations 8. Outline the Hiring Process Include a step-by-step timeline of the hiring process, including: - How many rounds - Stakeholders involved - Estimated response times Then stick to it. What did I miss?

We need to talk… A huge percentage of roles are added but never get filled. But the real question is… why did they close? Too often, lost jobs are simply closed in the system and forgotten about. And that’s a missed opportunity. Lost jobs should be reviewed. Conversations should happen. Metrics should be tracked. And lost reasons should be recorded. Was it: → Client hired internally? → Budget pulled? → Slow or no feedback? → Poor qualification? → Market misalignment? → Lack of Talent → Competition? Without this visibility, you can’t learn. Without learning, you repeat the same mistakes. If you want better outcomes in 2026, pay attention to the roles that don’t get filled.