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I’m on contract with a small team, and what I’ve been told is that if your contract keeps getting extended close to 2 years, they can make the argument to HR that there is a consistent enough workload that requires the role you have to be full time.
Could just be my department saying that, but it’s what I was told in response to my full time ambitions. Or, If they are already speaking to HR about a permanent role before you jump on as a contractor and it gets approved early into your start, the wait might be shorter.
Easiest way to make yourself indispensable is to offer something that no one else in your department can do, or to ‘own’ a specific part of the departments process so you are seen as a crucial piece of your team that they can’t afford to lose. That’s the advice I was given at least. All depends on the department you’re in.
I was lucky to be converted to FTE after six months, but it’s been a mixed bag on our team. We’ve definitely converted other contractors and also lost plenty of people when they hit their 2 year LOA. I will say though it’s been rare in my experience that contracts are not renewed up until the 2 year limit.
Was your team smaller or bigger? Would you say your role was newer and needed? I would be quitting a full time position for this so I want to make sure I’d be making the right decision.
Was on a small but growing team. I wouldn’t take this contract with the expectation you’ll become FTE. But high likelihood you’ll get renewed quarterly for the two year max