Contractor vs Permanent CVs

I was speaking with someone last week who’s looking to move from a permanent role into contracting, and it sparked an interesting conversation about how a contractor’s CV differs from a permanent employee’s CV.

A CV is of course a personal document, and whilst most contain the same common ingredients, using a different approach, focus or style will help position you better for certain roles. These are the key differences we typically see:

🔹 Contractor CVs might lead with skills and results. Clients aren’t hiring you for cultural fit or long-term potential, they’re buying a specific skill set to solve an immediate problem. They want to know how you’ll hit the ground running, immediately integrate and help them win. Your CV should highlight technical expertise, certifications, and project outcomes that demonstrate you can hit the ground running.

🔹 Permanent CVs might go deeper on transferable skills. Employers want to know how you’ll embed yourself in their business, collaborate with teams, and contribute to long-term growth. Leadership, adaptability, and cultural alignment matter here.

Like with bids, when writing a CV you need to think about what your audience values most. For contractors, this is likely speed, capability, and results. For permanent roles, a heavier focus integration, development, and potential could work better.

Have you ever adapted your CV for a different type of role? What worked best for you? Please do join the discussion here.

Written by Ben Hannon