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Well, you kind of answered your own question. You do the exact same job but without being provided any training, no benefits, or growth opportunities, not to mention a lot less liability by working with you. So think about it from the employer's perspective, what is their incentive to bring you on as an employee when it's likely just going to cost them more? You can still try to make it happen, but I think you can see why they don't exactly make it easy.
Chief
Like any CW to FTE conversion, you need to have an internal stakeholder advocate for you during the process and since they already know your work style and how hour fit into the culture so that is half the battle, but competition is still tough so you need to be better fit, smarter, more flexible, and show promise. You will probably see a salary reduction, but you get benefits, stock options, etc. so it balances out.
FTE‘s who want to transition into a new role get the same treatment. The theory is the company wants the best person for the job. So it doesn’t matter if you’re an FTE, CW or outside applicant, everyone is treated the same way with the same consideration. No special treatment or consideration is given to anyone.
I’ve been through this process a few times and had the same question as an FTE at Meta.
It sucks, but I guess it’s good for the company. The view is it means they get the best person for the job. Doesn’t have anything to do with the expense of recruitment as suggested in other comments.
Idk about Meta though, but the current company I’m working with, do absorb CW as FTE. A lot of opportunities for an absorption if you are the type that proactive and they deem you ‘too precious to let go’. However, recent close example to me, a friend of mine, who went through the CW to FTE process, did told me that the salary as a FTE now is lesser than the amount that he received working as CW. He accepted that considering the benefits provided is alright.
Everything is a trade off. I’ve switched between consulting (like a contractor) and being an FTE in my career (both at Fortune 100 companies). It’s pretty common for FTE base salary to be lower than consulting, but it’s usually the difference in benefits. If you don’t need healthcare, paid holidays, 401k matches or other “perks” AND are concerned about career growth within an organization, then consulting/contracting might be the right way to go.