The rise of the “internal gig” could leave freelancers, recruiters and temps out of work  

Large corporations are turning to their own staff to fill short-term projects, creating a new ‘internal marketplace’ that threatens freelancers, temps and recruiters

Major corporations like media conglomerate Comcast are trying out a new way to get small projects done.  Instead of hiring external contractors for fixed-term contracts, they now encourage full-time staff to take on ‘internal gigs’.

Comcast, which owns broadcaster Sky, claims these time-bound projects allow employees to sharpen skills without leaving their primary roles. This new way of hiring helps the company retain staff while reducing recruitment costs. However, this trend signals a significant change for the independent workforce and the contracting recruitment industry.

Comcast hires a variety of freelancers and independent contractors, primarily in the fields of media production, technology, and field operation. While there is nothing concrete to say, these freelance roles will disappear overnight, any talk of “internal gigs” should keep contractors, especially those already engaged by companies looking to hire this way, on their toes.

How is Comcast building internal gigs?

Internal gigs have emerged as a new approach adopted by HR management to manage talent within organisations, according to a Phenom report. 

Comcast uses a structured process to match internal talent with business needs. They define gigs as time-bound, measurable tasks within priority functions. The company uses a digital platform to inventory employee skills and interests. AI then helps streamline the discovery and shortlisting of internal candidates. Employees must gain approval from their current managers before starting a gig. This ensures that their primary responsibilities remain the top priority.

This development is running alongside what can be deemed as more bad news for external job hunters. Forecasters at job website Indeed expect minimal hiring growth in 2026, as several other large companies have already suggested that they have no plans to expand their workforce come the new year, according to a report.

No talk of money yet

What the Indeed report on Comcast’s internal gig platform does not address is remuneration. Is this just extra work for the employee with no increase to their pay cheque?

This type of internal temp job hiring is still being tested by those implementing it. HR teams must analyse the gig portal to assess uptake and interest from employees. Even if an employee shows interest, they must get sign-in from existing managers and be prepared to juggle the demands of two jobs.

Safeguarding the core role

The process includes strict guardrails to protect both the worker and the business. Managers set capacity limits to prevent employee burnout or project delays. Regular check-ins between gig leaders and primary managers maintain clear communication. Most participants allocate around 10% to 20% of their time to these projects. This structure creates a so-called seamless re-entry into their original roles once the gig ends. Such high-level coordination makes external hiring seem less attractive to leaders.

• Yet, would the company have had much better outcomes from the gig had someone dedicated 100% of their time to the project?
• Is this trend a direct result of the big hiring freeze propagated by higher employer national insurance and business rate taxes?

Another hit for the recruitment industry  

For years, businesses relied on freelancers for niche skills or temporary surges. Companies now see their own employees as a hidden talent pool. By using internal staff, firms avoid the fees of external consultants. They also bypass the lengthy onboarding processes required for non-employees. Consequently, traditional freelancers may find fewer project openings at large enterprises if the ‘gig’ is staying inside the building.

A new challenge for the self-employed

Freelancers must now compete with an army of internal volunteers. That is if they show up. These staff members already understand the company culture and internal systems. This insider knowledge gives them a distinct advantage over external hires. To survive, freelancers must offer hyper-specialised skills that internal teams cannot replicate. They should also focus on small-to-medium enterprises that lack large internal talent pools.

Freelancers have had a tough 12 months and must now contend with the ‘internal gig’ as the new rival.

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