Minimise time between contracts

Contracting pays well when you’re working, but gaps cost — in both money and momentum. The fix is simple: plan early, market smart, stay ready to start. Here’s how to keep your time between contracts short.

1. Start looking for your next contract early (6–8 weeks from your end date)

Don’t wait for the last week to act.

• Confirm your likely extension with your manager and the agency. Ask for a clear steer and a date for a decision.
• If an extension is possible, spell out the value you’ll deliver next (phase, milestone, outcome).
• If it’s unlikely, switch to looking for what’s next immediately.

2. Keep a “contractor-ready” CV and one-pager

Make it effortless to book you.

• Maintain a master CV with every engagement, tech, domain and metric. Update it regularly.
• Create a one-page contractor profile: include your availability, day rate band (inside/outside IR35), key skills, recent outcomes, locations, refs.
• Tailor it per role: reorder bullets to match the brief; lead with outcomes and numbers.

3. Be easy to find (and say you’re available)

Your network is your fastest route to interviews.

• Update your LinkedIn: headline, “Open to work” (recruiters-only if you prefer), and add your availability date, locations, and IR35 position.
• Add 2–3 Featured case studies or links (GitHub, portfolio, slide, short Loom).
• Post once a week until you land your next role.

4. Activate your recruiter relationships

Work with people who know your value.

• Share your one-pager, availability, rate band, and role targets.
• Ask trusted agents to pitch you anonymously to select clients (no spam, no mass-mailers).
• Agree on your preferred communication channels, turnaround times, interview slots.

5. Keep a live pipeline, not a wish list

Consistency beats bursts.

• Shortlist 20 target organisations. Track contacts, notes and next actions in a simple sheet.
• Set daily activity goals: e.g. 5 tailored notes, 2 follow-ups, 1 new referral ask.
• Set job alerts (role, tech, rate, location) on 2–3 boards and your preferred agencies.

6. Offer fractional and ad-hoc options

Small engagements keep you billable and visible.

• Offer 1–2 days/week or short outcomes (audit, performance fix, migration spike).
• You’ll be bridging gaps and these roles often lead to full contracts.
• This demonstrates commercial flexibility and can be positive from an IR35 standpoint when you have multiple concurrent clients.

7. Upskill with purpose

If interviews stall, sharpen your edge.

• Scan 10 recent briefs. Note the recurring tools, clouds and approaches.
• Pick one certification or capability that would resonate in the context (e.g. AWS alongside Azure; Terraform alongside ARM; React Testing Library alongside React).
• Build a small, shareable hook: a demonstration, blog, or short Loom walkthrough.

8. Be “day-one ready”

Friction costs offers. Remove it.

• Have your right to work, company docs, insurance, references all to hand.
• Confirm inside/outside IR35 stance, umbrella vs limited, and onboarding requirements.
• Have your availability windows for interviews and start dates blocked in your diary.

9. Know your rates — and your flex

Speed matters more than squeezing every pound.

• Set a target and base rate. Decide where you’ll trade rate for speed, or scope for rate.
• Be clear on your travel needs, hybrid expectations, and kit. Don’t ambush the employer with problems after your hire.

10) If a gap happens, use it well

Keep momentum visible.

• Publish a short case study, ship that side project, complete the certification, support a charity or start-up.
• Update your CV and LinkedIn the same week.