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There’s a version of indie consulting that isn’t talked about openly. 

Not the glamorous “build your personal brand and land dream clients” version, but the actual mechanics of how many consultants find work: through hiring companies and curated networks that connect talent with clients.

And depending on who you ask, those companies are either a shortcut, a great opportunity, or a middleman taking a cut of your revenue.

The truth is much more nuanced than that.

Q: What’s the difference between a hiring company, a staffing agency, and a marketplace? 

A: A staffing agency (also called staff augmentation) is usually focused on filling volume-based execution roles — think implementation support, shared services, or operational staffing. A marketplace like Catalant posts projects publicly and lets consultants compete for them.

Hiring companies are different. They typically make curated introductions between consultants and clients, often for interim leadership or strategic project work. The better firms act more like a partner or matchmaker than a job board. 

Q: Why would you work through a hiring company instead of finding clients directly? 

A: Because business development is time-consuming. Landing large consulting engagements can take months of relationship building, trust development, and sales conversations.

For many consultants, especially early on, it’s worth giving up part of their revenue in exchange for faster access to projects, less pipeline stress, and more time spent solving client problems.

Q: Are marketplaces like Catalant worth it? 

A: They can be, especially when you’re getting started. Marketplaces are often a good way to build early case studies and get experience under your belt. But they also tend to create pricing pressure because consultants compete directly against each other on rate.

Senior consultants with strong positioning can usually earn significantly more through direct relationships or smaller boutique hiring firms. 

Q: How do you actually get onto a hiring company’s bench? 

A: Relationships matter more than applications. The strongest way is through referrals from consultants already inside the network. Cold outreach can also work if your experience clearly matches the type of work they place. . But most firms already have trusted consultants they repeatedly work with, so simply signing up rarely guarantees opportunities. 

Q: What makes a consultant stand out to hiring companies? 

A: The combination of timing, specialization, and proof. Hiring firms want consultants who already have strong case studies, clear expertise, and a track record of independent work. Most successful consultants in these networks have already spent 1–3 years building credibility before becoming part of a firm’s “go-to” bench. 

Q: What are the biggest green flags when evaluating a hiring company? 

A: Transparency is the biggest one. Good hiring companies are upfront about rates, margins, payment timing, contracts, and expectations. They also tend to have real human relationships with clients — meaning they actively advocate for consultants instead of just running a transaction or bidding war.

Q: What are the biggest red flags to watch out for? 

A: If the company refuses to disclose billing rates, has rigid or overly restrictive contracts, or charges consultants simply to join the network — be cautious. Another major red flag is a company that prevents consultants from being hired full-time by clients. Strong firms understand that long-term relationships should create value for everyone involved, not trap people in contracts. 

Q: What contract clauses should consultants pay attention to? 

A: Pay close attention to non-competes, non-solicitation clauses, exclusivity terms, and IP ownership language. A reasonable non-compete should be limited in scope and duration. IP clauses should clearly distinguish between the client's work product and your underlying methodologies or proprietary frameworks. And exclusivity clauses should match the type of work you’re actually doing. 

Q: How much do hiring companies typically take? 

A: It varies widely depending on the business model. Marketplaces and staffing firms may take 30–50% or more. Boutique hiring companies and curated consultant networks are often closer to 20–30%. The key question isn’t just the percentage — it’s whether the company is genuinely adding value through distribution, client relationships, and project access. 

Q: How much of my business should realistically come from hiring companies? 

A: That depends on your personality, goals, and stage of business. Some consultants love networking, sales conversations, and building direct relationships. Others would rather focus entirely on client delivery and problem-solving.

Hiring companies can be a great accelerator early on, but long-term success still usually comes from building your own network, reputation, and repeat relationships.

🚨 Chart crimes!

Commenting on something Cathie Wood made feels like grounds for witness protection… but this chart earned it.

It's a page straight out of ARK Invest’s 2026 Big Ideas report. 😬

The colors are a mystery.

The jargon is doing too much.

And the “surplus” just vanishes into vibes.

The full report is great, BTW.  But OMG, how did this get through...?

Also, it says 80% of households can afford a robot, but only ~70% own a washing machine? 

That’s a very bold assumption.