The U.S. independent workforce reached a record 74.9 million people in 2026, according to MBO Partners by Beeline, with full-time independent work emerging as a larger and more durable part of the labor market. The company’s latest research shows the number of full-time independent professionals has grown 114% since 2020, creating new implications for HR teams, talent platforms and workforce planning.
The U.S. independent workforce is expanding beyond its traditional role as a source of supplemental income, with millions of professionals now building long-term careers and businesses outside conventional employment.
The 16th annual State of Independence study from MBO Partners by Beeline estimates that 74.9 million people participated in independent work in the United States in 2026. More significantly for employers, the number of full-time independent professionals has increased 114% since 2020.
Full-time independents now account for 22% of all full-time U.S. workers, nearly twice their share in 2019, according to the study.
The shift creates a new challenge for HR and talent acquisition teams. Independent professionals are increasingly treating their work arrangement as a long-term career model rather than a temporary alternative between traditional jobs. Companies therefore need workforce strategies that can accommodate people who may not be seeking conventional employment at all.
MBO’s research found that 78% of independent professionals intend either to remain independent or build a larger business. Nearly six in 10 plan to continue working independently, while one in five expects to grow a larger business.
That persistence changes how organizations can think about contingent talent. Independent professionals may represent a durable source of specialized skills rather than simply a short-term response to hiring gaps.
The economic profile of independent workers is also changing. MBO estimates that 5.8 million independent professionals now earn more than $100,000 annually, almost twice the number recorded in 2020.
For HR organizations, that points to a growing pool of experienced professionals operating outside traditional employment structures. It also creates a need for systems capable of sourcing, onboarding, paying and managing independent talent without forcing those workers into processes designed for conventional employees.
Geography is becoming less restrictive as well. One-third of independent professionals now serve customers outside the United States, nearly three times the proportion reported in 2012.
Digital collaboration tools and remote work infrastructure have made it easier for independent professionals to compete across borders. For enterprises, that potentially expands access to specialized expertise beyond local labor markets, while also introducing considerations around compliance, classification, payments, taxation and data access.
Artificial intelligence is another factor reshaping independent work.
Nearly eight in 10 independent professionals surveyed said AI complements their work and improves productivity. Among generative AI users, respondents reported saving nearly 10 hours per week on average, alongside benefits such as deeper insights, expanded customer offerings and new business opportunities.
That combination of specialized expertise and AI adoption could make independent professionals particularly relevant to organizations undertaking technology-driven transformation. Instead of simply supplying additional capacity, experienced independents can bring domain knowledge and familiarity with emerging tools into specific projects.
MBO Partners President Teresa Creech said the changing independent workforce requires employers to rethink how they access skills, arguing that organizations cannot assume needed capabilities will always be available through traditional hiring.
The research also suggests that independent work is not necessarily being driven solely by labor market disruption. More than three-quarters of independent professionals report high satisfaction with independent work, while just 1% describe themselves as dissatisfied.
That finding has implications for employee experience and workforce planning. Companies seeking to attract independent professionals may need to compete on factors beyond compensation, including flexibility, project quality, speed of engagement and the ability to work with organizations without giving up autonomy.
The rise of independent work is also creating opportunities for HR technology providers. Talent marketplaces, workforce management platforms, contractor compliance systems, payroll providers and vendor management systems are increasingly part of the infrastructure needed to engage distributed independent talent.
The challenge is integrating these systems with existing HCM and workforce planning environments while maintaining appropriate distinctions between employees and independent contractors.
MBO’s companion Enterprise Perspective report, developed with Staffing Industry Analysts, examines how organizations are adapting workforce strategies to engage independent professionals.
The research was conducted in April 2026 by Emergent Research and Radius Insights and surveyed 4,557 U.S. adults aged 18 and older, including 2,063 independent workers. Results were weighted to reflect U.S. demographics.
The findings point toward a labor market in which independence is becoming a more established career structure. For HR leaders, the implication is less about replacing traditional employment and more about expanding workforce strategies to include professionals who deliberately choose a different model.
As independent workers build larger businesses, earn higher incomes and incorporate AI into their operations, the distinction between “employee” and “external talent” is becoming increasingly important to how organizations plan for skills.
Market Landscape
The growth of the independent workforce is creating a larger market for HR technology designed around contingent talent, contractor management and skills-based workforce planning.
Traditional HCM systems are primarily built around employees, while independent talent requires additional capabilities covering sourcing, classification, onboarding, compliance, payments and engagement.
The 2026 MBO findings also suggest that independent work is becoming a more permanent career model. With 78% of independent professionals planning to remain independent or build a larger business, companies may need to treat independent talent as a strategic workforce channel rather than an occasional staffing resource.
AI adds another dimension. Independent professionals are increasingly using generative AI to increase productivity and expand their service offerings, potentially making specialized external talent more relevant to organizations seeking expertise for technology transformation.
Top Insights
- The U.S. independent workforce reached 74.9 million people in 2026, with full-time independent work growing 114% since 2020.
- Full-time independent professionals now represent 22% of full-time U.S. workers, nearly twice their proportion in 2019.
- An estimated 5.8 million independent professionals earn more than $100,000 annually, highlighting the growth of specialized independent careers.
- Nearly eight in 10 independent professionals say AI complements their work, with generative AI users reporting nearly 10 hours of weekly time savings.
- Independent talent increasingly operates globally, with one-third serving customers outside the United States.
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