Are FTC's Still the Solution?

For years, fixed-term contracts (FTC's) were seen as a flexible stopgap for companies unable to secure budget approval for a permanent headcount or validate the long-term need. Post COVID there was a window of time where this was a viable solution, but in today’s talent market, this model is showing serious cracks and fast becoming obsolete, yet interestingly some firms are still far to reliant on it? 
  
Why FTC's are falling short: 
  
No Continuity = No Real Impact
Short-term contracts with limited scope and unclear ownership do not attract candidates who want to contribute meaningfully or stay long enough to make a difference.
  
Unrealistic Expectations 

Roles often require deep sector experience without the commitment or compensation that top-tier talent expects.
  
Candidates Have Options 
Post-pandemic, flexibility, career purpose, and long-term vision are driving career decisions. FTC's often fail to tick any of these boxes.
  
So What Can Businesses Do?
  
Introduce a Completion Bonus
A simple but effective incentive, offer a structured, guaranteed bonus upon successful delivery or completion of contract. It gives candidates a reason to stay and deliver.
  
Pay Above Market Rate 
Offering just 10–15% above market can open up your reach to stronger candidates who otherwise wouldn’t consider an FTC. Think of it as hazard pay for uncertainty.
  

Be Flexible on “Must-Have” Experience
Loosen up on industry-specific requirements. Broader talent pools open up when you focus on capability and mindset, not just sector history.
  
Offer Flexibility
Remote-first, asynchronous work options, or 4-day weeks can tip the scale in your favour. Especially for skilled professionals seeking balance over security.
  
Streamline the Process

Time to hire is crucial, especially when contending with a multitude of roles the active candidates may be engaged with. A streamlined, respectful process sends a message we’re serious, we’re organised, and we value your time.
  
Plan for Potential Extension (and Communicate It)
Even if it’s not guaranteed, showing that there's potential for a longer engagement helps reduce risk perception for candidates and even reconsider offering shorter FTC's, push for 12-24 month durations. 
  

Bottom Line?
If your business must rely on FTC's due to internal constraints, you need to compete on value, not just need.
  
Interested to hear other people's thoughts on this!