Future of contractor hiring in commerce: trends for 2025

Contracting was once viewed as a less desirable option compared to permanent roles, partly due to traditional Chinese cultural values that emphasise stability and long-term commitment in employment. Over the years—especially after the pandemic, where professionals have come to value flexibility more—this perception has shifted. While contracting is already the norm in the tech sector, professionals in the commerce sector are increasingly embracing contract roles as viable career options rather than temporary stopgaps.

With tighter budgets and unpredictable demand, businesses are prioritising workforce agility by turning to contractors to fill critical gaps without committing to long-term headcount increases. Contract professionals are playing an essential role in bridging capability gaps while enabling companies to adapt quickly to changing market conditions.

We spoke with Brendan Cheung, senior consultant of commerce – contract division at Robert Walters Hong Kong, who shared with us the latest trends he has observed in the commerce contracting market.

Rising demand in finance and marketing

In finance, contract hiring is being driven by the need for specialised expertise in areas such as accounts payable/receivable (AP/AR) and finance transformation. As companies redesign processes and systems to maximise efficiency, they require contractors who can bring hybrid skill sets combining technical knowledge with change management capabilities. These professionals are playing an increasingly important role in helping organisations adapt to new challenges without committing to permanent hires.

Meanwhile, marketing functions are also seeing growing demand for contract professionals. Roles such as marketing manager and content manager—often offered on 12-month contracts—are particularly sought after as businesses look to manage sudden project launches or seasonal campaigns effectively. Contract professionals are expected to bring valuable skills and fresh perspectives that help companies execute these initiatives effectively while staying agile in a competitive landscape.

Employers hiring contractors to accelerate approvals for project needs

The average time to fill a contract position is approximately 1.5 to 2 weeks depending on the role nature, which are considered faster than for permanent roles. This expedited process is facilitated by fewer interview rounds and streamlined headcount approvals, minimising administrative hurdles. Businesses can address capability gaps during peak demand or transformation initiatives.

Mid-level talent shortages drive demand for contractors 

One of the most pressing challenges in Hong Kong’s hiring market is the shortage of mid-level professionals with 5 - 8 years of experience, especially in sectors such as construction & engineering, tech, HR, and company secretarial services. This gap has led to an increase in young or "accidental" managers who are often promoted based on availability rather than experience.

To address this gap, companies are increasingly turning to mid-level contractors as a strategic alternative. For example, HR business partners and marketing managers are being brought in on 12-month engagements to provide experienced leadership during transitional periods. Business support functions are routinely bringing in executive assistants and administrative professionals on 6 to 12-month contracts to ensure operational continuity.  

Competitive benefits to attract top talent to take contract roles

As contracting becomes more prominent in commerce, companies are enhancing their offerings to attract top-tier professionals who may have previously preferred permanent roles, and to foster loyalty among professionals who might otherwise hesitate to pursue non-permanent opportunities. Brendan Cheung, senior consultant of commerce – contract division at Robert Walters Hong Kong notes.

Employers are responding by enhancing their compensation packages to attract top talent. Contract roles now offer benefits that are approaching parity with perm roles, including generous annual leave allowances and comprehensive medical coverage. 

Contractor salaries in the commerce sector are anticipated to increase between 5% to 12% this year, with precise adjustments depending on several factors. The nature of the hiring transition in whether professionals are moving from perm into contract roles typically see a higher pay increase compared to those transitioning between temporary assignments, while contract renewals often reflect current market conditions rather than substantial bumps.

Find out more

With contractor pay vary across sectors, outdated benchmarks cost you talent or inflate budgets.

Our Contractor Pay Guide 2025 includes:

• Role-specific benchmarks for 50+ commerce contractor roles
• Sector insights breakdowns (tech, FS and commerce)
• Hiring timeline forecasts to plan recruitment drives

Request access to find out more about key hiring trends for commerce contract professionals in Hong Kong.