Why Working With Me as a Contractor Can Benefit You

If you are scaling your business or trying to move fast without growing your headcount, hiring a contractor can be an effective, low-risk way to gain serious capability without the long-term burden of employment. I want to break down exactly how I work, why this approach has been effective for other clients, and where the risks are, along with how I reduce them contractually and operationally.

Clear, Trackable, Flexible Work

Transparent time tracking I use tools like YouTrack to track all logged work, so you always know what is being done and when. No surprises.
Flexible time use If a month is quiet, I can carry hours into the next or adjust pace depending on your launch plans or roadmap changes.
Impact-focused delivery We can define success in terms of outcomes, not hours. I am used to structuring contracts around business impact.
Optional commission-based work If your results can be measured in revenue or user growth, we can tie part of the contract to actual performance.
Clean documentation and handover Everything I build is clearly documented and structured so others can take over, extend or reuse it. This protects you long-term.
Defined success criteria From day one, we agree on what success looks like. These metrics drive the work.
You own what you pay for Any assets I build, whether it is code, ads, documentation or infrastructure, belong to you once paid. This is laid out clearly in the contract.
Seamless team integration I am happy to join stand-ups, weekly calls, or even work on-site if needed. I embed into teams like any full-time hire, but with more flexibility.
Easy to scale up or down You can increase or reduce hours as needed. No HR bottlenecks or long notice periods.
Zero employer liability I manage all my own tax, insurance, health coverage and admin. No need for you to worry about employer obligations or compliance.

Legal and Cost Benefits (UK and Austria)

No employer-side social contributions In Austria and the UK, employing someone full-time means paying around 30 to 50 percent extra in pension, social security and tax contributions. Contractors remove this cost entirely.
No paid holidays or sick leave You are only billed for the work actually delivered. No cost for downtime or mandatory leave.
No 13th or 14th salary (Austria-specific) Unlike employees, contractors do not get extra statutory payments. Your budget is predictable.
No redundancy or severance requirements In the UK, ending an employee’s contract may mean consultation periods or redundancy payouts. Not with contractors.
Short-notice disengagement Contractual terms typically allow disengagement with two to four weeks’ notice, far more flexible than employment contracts.
Project-based budgeting You can plan spend around milestones or seasonal cycles, rather than full-year salaries.

Deep Expertise, No Long-Term Hire

Senior-level capability from day one You get years of hands-on experience across growth, web applications, marketing automation, analytics and infrastructure, without the overhead of hiring a full-time senior.
External perspective As someone who works across multiple industries, I often spot hidden inefficiencies or cross-pollinate winning strategies between verticals.
Focus on delivery, not politics I care about outcomes, not titles. I do not get caught in internal politics, I get things moving.

Why I Work This Way

Breadth of experience I have worked across multiple tech stacks, marketing platforms, SaaS apps and ecommerce systems. I like applying that knowledge where it makes the most difference.
Multiple parallel projects This keeps me sharp and prevents tunnel vision. Clients benefit from strategies and solutions that are already validated elsewhere.
I manage my own time Some days I work late into the night because that is when ideas click. Some days I take a break mid-day. I work with intensity and ownership, not to fill hours.
I care about the outcome I am not here to tick boxes. I care about what we build, what we ship, and how it performs. That is easier to deliver when I work under clear terms with a mutual goal.

What About the Risks?

Working with a contractor is not risk-free. But the risks can be mitigated, and in many ways, they are similar to the risks of employment.

What if the contractor gets ill or is unavailable? This can happen with employees too. In my case, I provide full documentation, transparent roadmaps, and disaster recovery plans that make it possible to onboard others or resume quickly. I also avoid single points of failure in infrastructure where possible.
What happens if the contractor disappears? This is why contracts include handover terms, shared credentials (via password managers), and access to repos and codebases with clear version control. Once payment is settled, you always have what you need.
What if they overpromise? That is why I tie my contracts to metrics or milestones. You can hold me to tangible deliverables - not just vague promises.
What if they are working with other clients? I manage time transparently and set realistic expectations. You will always know what I can commit to - and what I cannot.
What if we grow and need someone full-time? Contracting lets you scale up responsibly. If it makes sense to hire someone full-time later, I can help with handover, onboarding or even recruitment support.

What About the Downsides of Employees?

Hiring full-time employees has its place — especially when continuity and long-term investment in internal culture are required. But there are trade-offs that many businesses underestimate, particularly when it comes to speed, cost and real productivity.

Time is often filled, not maximised Research shows that the average knowledge worker is productive for less than three hours per day. The rest is consumed by meetings, admin, and reactive tasks. Contractors are paid for output — employees are paid for time.
High cost beyond the salary In the UK and Austria, employer-side contributions for taxes, national insurance, pensions, paid leave and statutory bonuses can raise the actual cost of employment by 30 to 50 percent. And that does not include tools, perks or office space.
Employment law risk Employee termination requires legal justification, notice, and may come with severance or tribunal risk. Contractors are disengaged via clear contract terms, reducing friction and exposure.
Less flexibility in changing direction Once someone is on payroll, their role is fixed. Even if priorities change, you may be forced to fill their time with work that does not serve your goals just to justify the cost.
Harder to scale up or down Hiring is slow. Firing is expensive. Contractors allow you to match capacity to current need — especially in uncertain or seasonal markets.

I am not saying never hire. But if you are looking for agility, cost control and fast execution without legal burden, it is worth seriously considering a contractor — especially one who can deliver like part of your team, without becoming a fixed cost on your books.

Why Top Startups and Tech Brands Use Contractors to Scale

The idea that success depends on growing a massive full-time team is outdated. Some of the fastest-growing startups and most efficient ecommerce operations rely heavily on contractors and independent specialists to move fast, build right, and stay lean.

Startups like Basecamp, Zapier and Buffer These companies have long embraced remote-first models supported by a blend of full-time staff and external experts. This gives them agility while keeping internal focus.
SaaS brands like Notion and Webflow Both used external designers, developers, and growth marketers in their early stages to accelerate output without bloating the team.
eCommerce companies like Gymshark and Allbirds They scaled performance marketing, web development and internationalisation through specialised freelancers and agencies — long before building in-house teams.

According to a 2023 survey by Upwork, 78 percent of businesses said that using contractors gave them a competitive edge in speed to market. And in tech, over 60 percent of startups use contractors for engineering or growth roles during scaling phases.

There is a reason: contractors reduce ramp time, bring proven experience, and can be brought in exactly when needed — whether for a major site relaunch, an analytics overhaul, or a new market rollout.

Smart companies do not staff up permanently just to meet temporary needs. They bring in the right people, at the right time, with the right skills — and scale more efficiently because of it.

Final Thoughts

If you are trying to move fast without adding permanent headcount, working with someone like me can give you senior capability, flexible commitment and measurable outcomes, without locking you into the cost, admin and liability of employment.

I work with startups, ecommerce brands, SaaS platforms and marketing teams across Europe. And if you are looking to move forward quickly, while still working responsibly and transparently, let us talk.

I bring the planning, the ownership, and the delivery. You bring the vision.