the genesis of the word “consultant” is derived from the latin consultare, which translates “to consider carefully, to consult.” a consultant can refer to either a company that provides consulting services or to an individual. a standard consulting agreement is the most common (and often most important) type of consultant agreement. it is a basic contract that outlines the number of hours and the rate of pay, the scope of the work to be performed and deliverables. in short, it stipulates that any information that the consultant encounters in the course of business is not be disclosed to anybody else. in the case of consultants, an nda tends to be a “one-way agreement,” meaning that only the consultant is required to sign one.
a noncompete agreement (or clause) is an agreement that prohibits a consultant from working for any competitor of the employer. a scope of work and deliverables agreement spells out what the client should expect at the end of the consulting assignment. this can also include any compliance and legal issues that concern the work along with any terms of payments, particularly if the agreement continues beyond a few weeks. another type of agreement in the consulting world is an open-end agreement. similar to other types of consultant agreements, it usually includes a “cap” of money and an “expiration date.” an open-end agreement is often used when a retainer (or advance) is provided up front. he graduated from the university of connecticut and earned a master’s degree in journalism from iona college.
while finding the job postings are easy, deciphering them tends to be more difficult. the language is far from straightforward, and the postings tend to be in shorthand without definition. in this type of contract, a company brings a contractor/potential employee in for a relatively short window (1-3 months) as a contractor with the expressed intent of converting that person to a full-time employee. during this period of time, the employer can check to make sure that the resource is a match for their company, both in skills and knowledge, as well as culturally and personally. for the resource, this trial time allows them to check whether the work is engaging and meaningful, as well as that the workplace is enjoyable and healthy. while there is obviously no long-term stability in these types of contracts, they generally fetch the long dollar.
consultants working these short gigs expect to be paid a premium and companies looking to fill a quick need are usually willing to pay it. the reason for this is different from company to company (e.g. ; tax purposes, market forces on technical talent, philosophy of ftes v contractors), but in these situations the contracts can go on for years (e.g. large, enterprise applications take a long time to develop and need continuous attention and some companies use contractors the whole way. despite the talk that technical consulting is a risky business, you can see that two of the three contract types are quite stable. now that you understand the job posting shorthand and the difference between the three contracts, which will you pick? which would you suggest to new consultants?
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