[chiefalchemist]

Yes, either way the relationship can be severed, by either party.

But if you're a FTE you will likely be able to get unemployment. As a contractor there is zero chance that can happen.

On the other hand, as a contractor you get to write off expenses, and if the client is following the law as a contractor you get a far more flexible schedule.

Each has + and -.

[FireBeyond]

> On the other hand, as a contractor you get to write off expenses

There's probably not a lot of contractor-specific expenses you'd see in a C2H role. Hell, the two I did (admittedly a while back) gave me a company laptop. WFH tax concessions?

You're also not likely to get a C2H situation that looks like this:

FTE salary: $150,000, but for the duration of the "ramp" contract is paying you $150/hr.

You might have a small bump for tax discrepancies, but the last time I played that game you'd most likely find your contract rate to be $80-90/hr, i.e basically the same. They're not going to pay you effectively double for three months to hire you on at the base rate.

> if the client is following the law as a contractor you get a far more flexible schedule

I'd love to see the C2H that says "Hey, since you are a contractor, you can work your own hours and have your own availability". Or it might be said as lip service, but that's not how you're going to get the "hire" part.

[chiefalchemist]

You still in theory need your own laptop. You might have other office exexpenses. If you WFH then your internet. Cell phone.

As a contractor, you're a business. There's overhead to run that biz. Those are business expenses.