Free Agent Projects

Just as Open Source Software Became Enterprise,

the Open-Source Talent Pool is Now Mainstream.

Build Your Own Teams for Do-It-Yourself Corporate Projects

  • Employ Contractors Without an Agency
  • Use Your Own Company Recruiters
  • Hire in Any Time, Without Fees
  • Your Projects With Only the Talent You Need

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Safely Engage Independent Professionals from the Entire Market

  • Contracting Independent Professionals is Now Mainstream
  • Get a Continuous Supply of Talent Without Agency Control
  • Maintain a Corp-to-Corp Layer of Support
  • Cut Out Bloated Consulting Firm Overhead

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Keep a Direct Relationship with Your Work Force Without the Limitations of Being an Employer

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What Can You Do With Free Agent Source?

Corporate Projects

THE BIGGEST CHALLENGE FOR PROJECTS IS GETTING A DIRECT RELATIONSHIP WITH CONTRACTORS: We provide the insured corporate entity so you can directly engage contract professionals. You recruit from any source, engage on a corp-to-corp basis for your corporate projects – eliminating 3rd party control over the relationship, bundled in recruiting costs, and exorbitant agency fees.
PEOPLE ADD VALUE; AN AGENCY DOESN’T: No one understands your company needs better than you. Instead of letting a consulting firm assign your team, do it yourself (DIY) using Free Agent Projects.

Small Business

THE BIGGEST BURDEN OF AFFORDABLE CARE IS ON BUSINESSES WITH MANY LOW WAGE EMPLOYEES: Ordinarily the total cost of their insurance premiums AND deductable cannot exceed 9.5% of their total pay, but you’ll be hard pressed to find insurance that fits that budget without picking up most of the cost. The alternative is the $2000/employee “shared responsibility” payment to subsidize government provided programs.
DON’T LAY OFF OR CUT BACK HOURS: Reprovision some or all of your employees as Free Agents, responsible for their own health care, without being bad guys.

Hiring Toolset

STAFFING AGENCIES ARE ONE ANSWER, BUT YOU PAY THE RECRUITING FEES FOREVER:Restrictive contracts divide you from contractors and excessive mark-ups on contractor rates never go away, creating a drag on your budget.
DON’T BE TRAPPED IN BUNDLED PAYMENTS & TERMS:Instead of hiring in the entire project team as full-time permanent employees, which is expensive and impractical, separate recruiting from the contracting fees, while retaining control over your talent relationships. Make FAS your preferred vendor for contracting with professionals. Hire anyone from any source, FAS becomes the employer, and you stay in the driver’s seat of your project and your business.

How It All Works

Separate Recruiter Fees from Contractor Payments

Why You Should

  • You can’t see what is spent for recruiting on your projects.
  • Recruiting keeps driving up the costs over time.
  • A gatekeeper is controlling your relationship to the contractor.
  • You can’t hire-in contractors without paying extra fees.
  • You’re saddled with too many staffing agencies as suppliers.
  • You miss out on independent talent w. access to a limited market.

Wipe Out Hassles

  • No Employer Burden / Costs
  • No Managing Independent Contracts
  • Full Benefit Options for All Professionals

Why Flat Rate is Better

  • A flat percentage of billable keeps all relationships transparent & predictable
  • No gotcha fees for hiring contractors as employees at the end of the project (or any time during).
  • It’s also cheaper than being the employer or using a staffing agency.

Getting it Done

  1. Make FAS a preferred vendor for your contract relationships for your company projects
  2. Hire Anyone from Any Source: internal recruiters & HR, independent recruiters, or our recruitment network.
  3. You and the Professional manage the relationship directly
  4. Pay the rate you negotiate directly with the contractor plus flat 20% to FAS, mitigated by relinquishing your employer costs
  5. FAS is the employer of record, providing the contract and paying out contractors

What to Stop Doing

  • Stop paying built-in agency recruiting costs to compete against every other agency for the same talent pool – hire directly
  • Stop paying an extra fee when you recognize talent on the project team that you want to hire directly – hire freely
  • Stop yielding control of the contractor relationship to a corporate gatekeeper at the other firm – engage directly
  • Stop wondering what part of expensive agency fees is recruiting and what part is markup – embrace transparency
  • Stop splitting control of your projects with multiple staffing agencies – simplify the relationship

No Catch, No Gotcha

  • No Agency Fees or Crazy Markups
  • No Minimum Term Commitments
  • Temp to Hire Welcome

Tell me in 30 seconds…

Who We Are and the FAS Story

The Free Agent Source Story

Free Agent Source exists to close the gap between rapidly increasing demand to assemble corporate project teams and the unprecedented number of independent professionals working in our economy today.

As the economy continues to evolve, nearly every industry and functional area of business is engaged in some kind of process improvement – systematically removing cost and inefficiencies, and producing leaner projects and work forces.

During any transition, the key demand is for flexibility. It often isn’t practical to engage talent as a permanent internal hire, but it’s absolutely essential to retain control of your own business processes. That’s where Free Agent Source comes in.

What is Free Agent Source

Free Agent Source is a Contractor Engagement Entity which provides the vendor relationship for corporate clients, the same as a consulting firm or staffing agency, but without the usual restrictions and excessive fees.

From the perspective of any business, a Contractor Engagement Entity is a registered, fully-insured corporate entity that becomes a supplier to that business in order for that business to engage independent professionals and consultants who are employees of the Contractor Engagement Entity.

From the perspective of contractors, a Contractor Engagement Entity is not only their employer, but also a solution for business administration, handling all the back office hassles of contracts, invoice, accounts, expenses, payroll, and benefits.

Why Use Free Agent Source

Flexible Talent Acquisition: With Free Agent Source you have access to the entire market of talented independent professionals, internally and externally on a long or short-term basis.

Cost-Effective Relationships:Traditional employment saddles employers with exorbitant benefit costs, or else staffing agency relationships that limit control, reduce the pool of talent, and force the client to continue paying a higher rate long after recruiters’ costs are covered.

The Free Agent Source solution is to separate recruiting from on-going contractor management. This maximizes options for talent acquisition – find independent professionals from any source. And since it’s now possible to engage contractors from any source through FAS, corporate clients can reduce the number of preferred vendor relationships that handle contractor administration, and small businesses can reprovision excess traditional employment relationships as Free Agents.

What's Cutting Edge?

Notes from the Future of Work

Why You Should

Employee Sharing

As the need for flexibility in small business decisions accelerates, companies will look for ways to be competitive in a largely corporate economy. They will no longer require that employees get all of their work from a single source. In fact, businesses will offload most of that responsibility and encourage their talent to sustain itself by having multiple contracts. It will go one step further, though. Businesses will discover that sharing talent is the most effective way to not only use just the value the company needs, but to ensure a ready source of just-in-time talent delivered on demands. Hotels and restaurants already do this; it will become a norm in other kinds of companies as well.

Why Flat Rate is Better

Hiring Your Own Boss

One of the things on the radar (e.g. a recent cover of New York Magazine) is that, before now, if you were a manager in one thing, you could be a manager of anything, and you could just as easily come from the outside. Going forward, management will be on more of a contract footing, but project-based teams will also be pivotal in vetting management professionals that lead those teams, and even employees will play a stronger role in selecting and promoting management from within. The acceleration of the economy of reviews, as companies are essentially ‘voted’ in or out by customers via a social medium of business reviews, and even employees are voting on potential employers in various forums like The Glass Door and on LinkedIn, there’s an indicated cultural shift toward more of a bottom-up model of employee and contractor ‘say’ in the selection of management. Eventually, when this is proven out, it will actually prove more cost-effective, and investors will actually seek out how to structure their own organizations in this manner.

What to Stop Doing

Results Only Management

Managers looking after the working masses as prison guards is on the way, and is going to be replaced by transaction based performance measurement. What that means is we no longer check to see if someone is in the office 8hrs/day, but we check to see did they do these tasks today – did they get their work done. What that implies is a manager responsible for a team has to break up the work into tasks for every person, ever day, ever week. Most people say ‘that’s not possible’ but, in reality, that’s how we manage projects today. But more importantly, the whole economy runs this way – plumbers, painters, accountants, lawyers – all with pay for specific tasks completed. So if most of the economy runs this way, why aren’t we running our company this way? We already know the economy is more efficient. If you’re a CFO or an HR Exec, this means to you that the role of management is being redefined for your entire management ranks from a results perspective, and creates a different mandate for the training and development department.

Wipe Out Hassles

Open Source Talent Pool

The cycle of customer demand and product/service development are getting ever shorter, and the challenge is responding fast enough. On the flip side, there’s a large sector of the population that, without a pension, and with conditions in both the economy and the company itself changing, aren’t interested in being traditional employees anyway. One outcome of the last financial upheaval is that prime talent is now looking for more flexible employment, or a contractor-like relationship, and that’s creating a de facto marketplace for talent. This is creating a competitive effect for companies that can operate that way, in the same way that the broad adoption of open source software has provided an edge. In the same way you now can’t run your business competitively, without utilizing open source software, you won’t be able to do it without an open-source talent pool.

Getting it Done

Talent Acquisition

Talent acquisition isn’t just about finding full time employees, it’s about assembling project teams. We’re going to see a decline, in fact, of full-time employment as the standard. Right now, the roster of employees is about 90% of the company. The proportion of this mix is going to drop down to 60-70% in favor of contract professionals like Free Agents. So the question for companies is why are we keeping such a high level of permanent, full-time employees when you can tap a much broader knowledge base for the cost of part-time. But part-time, flexible, and contract work isn’t just for hourly employees, it’s also going to be for the professional executive class.

No Catch, No Gotcha

Affected Roles & Interim Steps

The role of the HR Department will be increasingly pivotal, as the number of people onboarding will significantly increase.

Higher throughput in terms of onboarding contractors will mean accounting for more than the standard turnover for full-time employees. Project teams will be assembled quickly, have to be vetted, and have access to the right security and apps – so Security Departments will need more robust processes.

As the work force responds to shorter cycles of product and service development and production, it’s going to be more important for the Accounting Department to allocate labor costs accurately. In many companies, they aren’t yet able to keep pace, because they don’t have the systems in place, since they still think mainly in terms of full-time employees, always working in a home department, for which they use a single allocation code.