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Freelancers use Perplexity with these 8 prompts to find jobs online easily. Here is how: 1. Targeted Remote Job Board Hunter “Curate a list of 15 new listings from remote-first boards (e.g., We Work Remotely, Remote OK, FlexJobs, Working Nomads, NoDesk, Arc, JustRemote) for [skill/service] this week. Include salary details, company background, remote policy, and direct application links. Rank by relevance and why they’re a good fit.” 2. Expert Niche Platform Opportunity Scan “Identify 10 niche platforms (like Toptal, PeoplePerHour, Guru, 99Designs, Truelancer, ServiceScape) with active listings in [expertise]. Share 5 latest gigs per site with compensation info, required portfolio strength, and fast-apply instructions.” 3. LinkedIn Talent Pipeline Prompt “Analyze LinkedIn Jobs for [service/position], filter for remote/freelance, and summarize the 10 most promising openings. Write a 4-step LinkedIn outreach DM flow for each, and suggest how to leverage recent posts and recommendations for warm introductions.” 4. Company Direct Application Tracker “Select 10 companies (e.g., SaaS, marketing agencies, global brands) currently open to freelancers. Find direct application forms or hiring contacts, then craft a personalized application template and 60-second intro message for each.” 5. Social Media Gigs Sourcing Blueprint “Map out daily search workflows to discover job leads in X (Twitter) keyword feeds, Facebook Groups, and Subreddits (e.g., #remotejobs, r/RemoteJobs). Identify 10 recent client ‘hiring’ posts, write a targeted reply, and a short DM sequence to secure a call.” 6. Specialized Marketplace Proposal Sprint “Pick 3 specialized freelance marketplaces (Contra, Arc, Braintrust). List the top 5 recent projects posted for [your skill] on each. Draft quick proposal samples (headline, brief win, one question) tailored to each platform’s tone and requirements.” 7. Talent Network Introduction Script “Research peer-invite or expert-only freelance networks (e.g., Braintrust, Communo, Topcoder, Digitalogy, Contra Pro). List community application processes, referral requirements, and draft a personal intro/request for referral to maximize acceptance chance.” 8. Industry-Specific Newsletter Prospecting “Find 5 industry newsletters (e.g., Dynamite Jobs, Indie Hackers, remote jobs in SaaS) with regular freelance postings. Summarize 20 recent gig leads, link sources, and write a cold outreach template to reference newsletter discovery for credibility.” 📎 Save and Repost please if it was helpful!

Today’s rapidly evolving business landscape has witnessed the emergence of the gig economy. This transformative force redefined traditional employment models. The gig economy is characterised by short-term, flexible jobs often facilitated through digital platforms. It allows professionals to engage in freelance or contract work over full-time positions. Read more: https://lnkd.in/ggGqPNvi

Too many freelancers think that growth is hiring someone to replace you in the delivery of your service. But that almost never works. I’ve literally seen hundreds of freelancers fail by doing it this way. You get busy. You hire someone. But they're "not as good as me." So you let them go and just decide to keep doing it yourself. So you stay stuck. But you know that others are succeeding with hiring and scaling, and you're frustrated that you're not. The reason you're not succeeding with hiring is because you're doing it backwards. It starts with a time and task audit. List out all of the things you're doing currently, especially all business administration tasks (updating CRM, scheduling emails, editing videos, paying contractors, etc). Find the things that you hate doing, and hire for that first. This frees up your time to do more of what you love (the delivery) and make more while working less (because you've offloaded so much of the stuff that you hate that takes up a lot of time). If this resonates, give it a Reaction and share with your friends.

Flowva is a productivity-platform designed to help freelancers, remote workers, and small teams organise and manage their digital tools and subscriptions. Here’s a breakdown of what it’s all about: --- ✅ What it does It centralises your “tool stack” — all your apps, software subscriptions, services — into one dashboard so you can see everything in one place. It tracks usage, costs and renewal dates of subscriptions. For example, it can tell you which tools you’re not using, when a payment is coming up, etc. It offers recommendations/discovery: helping you find better tools (or more suitable ones) for your workflow. It incorporates a gamified reward or incentive system: as you optimise your tool usage and keep your stack efficient, you can earn rewards or see metrics. --- 🎯 Who it’s for Freelancers, independent professionals who manage a variety of tools themselves. Small and medium-sized teams or agencies that have multiple subscriptions and digital tools, and need to keep them in check. Anyone feeling the “tool-fatigue” or chaos of many apps, subscriptions, renewals, and wants a more streamlined digital workspace. --- 📊 Why it matters Many people and businesses now use a large number of digital tools — which leads to shadow subscriptions, unused software, fragmented workflows. Flowva addresses tool-sprawl. By tracking usage and renewal, you can save money (by cancelling unused subscriptions) and improve productivity (by focusing on tools that give you value). The “discover and organise in one place” approach helps reduce mental overhead of managing many different tools, tabs, logins, etc. --- 🔍 Key features Tool library: a central place to list and organise all your tools. Usage tracking & subscription monitoring: see how much you’re paying, how much you’re using, upcoming renewals. Recommendations / discovery engine: suggests new tools that might fit your needs better. Rewards & gamification: the more you optimise, the more “points” or “rewards” you can get (or at least the more visibility. ) --- 🧮 Pricing / Plans From what’s listed: There is a free “Starter” plan for individuals. A “Pro” plan around US$5/month for individuals needing more features. A “Team” plan for multiple users (teams/agencies) — higher cost.

ARE YOU AWARE THAT WITHOUT THESE KEY THINGS, YOU CAN’T THRIVE AS A FREELANCER/REMOTE WORKER— AS A NEWBIE? Many people today have transitioned into freelancing or remote working, and that has made getting remote jobs more competitive, especially if you haven’t mastered the process. People, including yourself, delved into remote working because of its flexibility, how it improves work-life balance and overall productivity… However, despite the oversaturation, you too can thrive in it, but how? ✔︎ Know your onions: You have to be exceptional at whatever skill you have to offer, to drive massive sales. A job well delivered = happy customer/client. A happy client can even trust your output enough to refer you to other jobs/clients. Don't ever make the mistake of letting your quest for a financial breakthrough cloud your reasoning, thereby, offering half-baked or below-standard services. ✔︎ Be audacious: Step out of your comfort zone, network, and create strategies that can make you unique in the services you offer. Cold pitch to that company you wish to work for, send a DM to that person or group of people in your field of work that you look up to. What's the worst that could happen? Rejection, or not. You never can tell, if you don't try. ✔︎ Be consistent: In fact, this is the overall ‘spice’ you need to thrive as a freelancer or remote worker. Most of the people making it big today all started from scratch. They were resilient. They were focused. Yes, there were days they felt like giving up, but they kept pushing, and now the evidence of those struggling days is the results you see today. If you don't get too tired and give up now, you too can be like the people you admire and look up to. Henceforth, know your onions, be audacious, and be consistent, if you want to begin to ‘make it big’ as a freelancer/remote worker. I'm SANNI TEMITOPE VALENTINA, a DIRECT RESPONSE COPYWRITER who helps skin care and beauty brands, health and wellness experts, food brands, fashion brands, and personal coaches/brands write amazingly persuasive copies that appeal to the right target audience, which moves them to take the desired action, through my vast knowledge in human psychology, storytelling and health care. What about you?

💻 Freelancing vs Remote Job — What’s the Real Difference? In today’s digital world, both freelancing and remote jobs sound similar — you work from home, use your laptop, and connect with clients online. But deep down, they’re very different journeys. 🌍 ⚡ 1. Freedom vs Stability Freelancing = You are your own boss. You choose clients, set your rates, and decide when to work. Remote Job = You work for one company. You get a fixed salary, working hours, and long-term security. 👉 Freelancing gives flexibility, remote job gives consistency. 💡 2. Income Freelancers can earn more when they build strong client bases — but income isn’t always fixed. Remote jobs offer stable monthly pay, but limited earning growth. 👉 Freelancing = Potentially higher, but variable income. 👉 Remote job = Predictable, but capped income. 🧠 3. Skill Growth Freelancers learn fast by handling multiple clients, industries, and tools. Remote employees grow deeper in one company’s system. 👉 Freelancing broadens your skills, remote job deepens your expertise. 💬 4. Work-Life Balance Freelancers manage their own time — that’s both freedom and pressure. Remote job holders follow company routines — more structure, less chaos. #Freelancing #RemoteWork #CareerGrowth #WorkFromHome #DigitalWork #Bookkeeping

Advice to Recruiters and Hiring Managers I've done a lot of recruiting over my last five startups. For any role: sales, marketing, bizdev, software engineering, data engineering, data science, marketing design, product design, QA, etc. Everything. Employees, freelancers, agencies, contractors, freelance platforms, you name it. One of the "best practices" I know everyone is doing, which I think is absolutely wrong, is asking a candidate, at the beginning of the process or later, "What's your salary expectations?" This is wrong because it's about a compensation package, not just the salary. If you eventually offer someone a compensation package then better ask "What's your expected compensation package?" Instead of getting a single number that might make you disqualify a great talent that will skyrocket your business, you can find a middle way that includes some things going down and some things going up. For example, you ask a candidate what's their expected compensation package. They answer- My base expected compensation package includes: - 200K base salary - 0.5% equity/options - Annual bonus - 30 vacation days - 5K annual education/career growth budget - Full remote work - etc. As a recruiter or hiring manager, you have so much more to work with! You can then say you offer: - 150K base salary - 1% equity/options - 2x annual bonus - 50 vacation days - 3 days in office, 2 days work from anywhere And so on. You might be saying "Yeah, I do it in the job offer negotiations". But that's the mistake. You already lost the great talent at the start when you asked them what their base salary is. If your argument is "We have a strict company policy of standard conditions for X, Y, and Z", then present the package like that and say that. Transparency will save everyone time, and you'll actually get the best talent. Besides, you might find out that some of your "best practices" don't work and should be changed, updated to what actually works. I know for some change is the devil, but you might find it's actually good for you if you try it out. The GOAL of recruiting - what you are optimizing for - is to get the BEST TALENT, not the cheapest. If you thought from a benefit/cost perspective instead of just cost, you would see things differently. Even if you only put the salary component in, which, as I said, is wrong because you need to consider the entire compensation package, you would already be better off. Example. Candidate 1: cost $200k/y, benefit (value for the company) $1m/y, benefit/cost ratio 5 Candidate 2: cost $150k, benefit $300k/y, benefit/cost ratio 2 Candidate 1 is 5/2 = 2.5x better than Candidate 1. 2.5x BETTER! Do you still want to hire candidate 2 or are you going to change the compensation package to get that talent and build a great company? *I intentionally look at benefit/cost ratio and not cost/benefit because it's the right way to think about it, Higher = Better.

Dear companies & recruiters, I would like to discuss this obsession you have with on-site work for cloud infrastructure roles, especially when you’re hiring freelancers or contractors for short-term projects. Let’s be honest: I totally understand the value of on-site presence at the start of a project to get acquainted with the team, gather requirements, and align on strategy. Additionally, occasional traveling at the end of each milestone to review what went right, what went wrong, and optimize processes for the next phase. That makes perfect sense. Let’s be realistic: You have to realize that freelancers are not a nomadic tribe that can pack up and move from country to country every few months just because a project requires it. Most of us have families, children, responsibilities. We build lives, not just careers. Let’s not forget: Freelancers can be let go any time. We get no benefits and if we don’t work for a day, we simply don’t get paid. So asking for long-term, full-time, on-site commitment for a freelance role doesn’t just go against the whole concept of freelancing, it is totally unfair. Cloud roles, by nature, are remote-friendly. The whole idea of "the cloud" is accessibility and flexibility. So why are so many companies still insisting on physical presence for projects that can be done 100% effectively from anywhere? If you want to attract real talent, the kind of professionals who deliver results, it might be time to rethink what "flexibility" really means in today’s world. #CloudComputing #FreelanceLife #RemoteWork #WorkFlexibility #CloudArchitect #Contractors #ITJobs

10 practical tips for running a fully remote 6-figure online agency The tips 1. Stick to hourly-based “salaries” for as long as possible 2. Hire sooner 3. Don’t sweat the small expenses 4. Leverage cash on hand 5. Over communicate 6. Most partnerships are a waste of time 7. Raise your prices 8. Reduce banking fees by using Wise 9. Use Upwork to find new team members quickly 10. Marketplaces are winner takes most https://lnkd.in/gVMz9qDr

Freelancing vs Remote Job — What’s the Real Difference? In today’s digital world, both freelancing and remote jobs sound similar — you work from home, use your laptop, and connect with clients online. But deep down, they’re very different journeys. 🌍 ⚡ 1. Freedom vs Stability Freelancing = You are your own boss. You choose clients, set your rates, and decide when to work. Remote Job = You work for one company. You get a fixed salary, working hours, and long-term security. 👉 Freelancing gives flexibility, remote job gives consistency. 💡 2. Income Freelancers can earn more when they build strong client bases — but income isn’t always fixed. Remote jobs offer stable monthly pay, but limited earning growth. 👉 Freelancing = Potentially higher, but variable income. 👉 Remote job = Predictable, but capped income. 🧠 3. Skill Growth Freelancers learn fast by handling multiple clients, industries, and tools. Remote employees grow deeper in one company’s system. 👉 Freelancing broadens your skills, remote job deepens your expertise. 💬 4. Work-Life Balance Freelancers manage their own time — that’s both freedom and pressure. Remote job holders follow company routines — more structure, less chaos.