Contract vs. Full-Time Instructional Designers: Choosing the Right Fit for Your L&D Team

When you are planning a new learning initiative, a key consideration often comes down to resourcing: do you hire a full-time instructional designer or bring in a contract expert? At first glance, the choice can seem simple, but for experienced L&D leaders managing shifting priorities, timelines, and budgets, it is rarely black and white.

Instructional design roles have expanded significantly as organizations tackle more complex learning needs, integrate modern technologies, and prioritize business alignment. Choosing the right type of talent is less about job titles and more about fit, flexibility, and timing. Here is what to think through as you decide what’s best for your team and your goals.

The Strategic Value of Instructional Designers, No Matter the Format

Instructional designers are more than content creators. They are learning strategists, experienced architects, and performance consultants. Whether shaping leadership development programs or designing technical training initiatives, they play a critical role in turning business goals into impactful learning experiences.

A recent LinkedIn Workplace Learning Report found that 89% of L&D professionals agree that proactively building employee skills will help navigate the future of work. That kind of demand puts pressure on teams to deliver learning that is targeted, scalable, and aligned with business outcomes, and it starts with having the right instructional design talent in place.

So, it’s not whether you need an instructional designer; it’s how to bring one on board in a way that aligns with your needs.

Understanding the Differences: Contract vs. Full-Time

While both full-time and contract instructional designers bring expertise to the table, the dynamics of their roles often differ:

Full-Time Instructional Designers:

• Embedded into company culture and internal processes
• Often contribute across multiple projects over time
• Can focus on long-term strategy and iterative improvement
• Typically part of ongoing workforce planning and budgets

Contract Instructional Designers:

• Brought in for a specific project or timeline
• Highly specialized in certain tools, industries, or methodologies
• Offer flexibility and scalability, especially during peak demand
• Focused on execution and delivery within defined scopes

Each has its place. The key is understanding which is the better fit based on the scope, urgency, and complexity of the initiative.

When a Full-Time Hire Makes Sense

There are moments when investing in a full-time instructional designer is the right move. If your organization is expanding its internal L&D function, building a team for ongoing programs, or needs someone deeply immersed in company systems and culture, full-time roles offer consistency and internal alignment.

You might lean toward a full-time hire if:

• You are launching a multi-year learning initiative that needs sustained support
• You are building out a centralized L&D department
• You require ongoing collaboration across internal departments

These hires often make the most sense for long-term capacity building, but they do come with fixed costs and longer ramp-up times.

Where Contract Instructional Designers Shine

On the other hand, contract instructional designers bring agility and precision. With experience across industries and technologies, they can quickly embed into a project and deliver exactly what is needed without the overhead of full-time employment.

A LinkedIn Learning report revealed that 64% of L&D professionals say reskilling the workforce to fill skills gaps is a top priority. Contract talent allows organizations to meet those demands quickly, especially when internal resources are limited, or bandwidth is stretched thin.

Contract talent is especially valuable when:

• You need to meet a tight launch deadline
• Your internal team lacks expertise in a specific tool or format
• You are scaling up for a large initiative, like a technical rollout or leadership development program

Because contract instructional designers often work across a variety of client environments, they bring outside perspective and fresh thinking to your learning strategy without long-term commitment.

Real Results with Contract Instructional Designers

When Edward Jones needed additional expertise to support a variety of high-priority training initiatives, they turned to contract instructional designers. Over two years, a flexible team of 30+ experienced designers helped develop programs ranging from continuing education to financial advisor training—meeting deadlines, adapting to shifting priorities, and delivering high-quality results. Read the full case study to learn more.

Key Questions to Help Guide the Decision

Before deciding which direction to take, consider these questions:

• What is the timeline of the initiative? If speed is critical, a contract resource can be onboarded quickly.
• Do we need a niche skill set? Contract talent gives you access to experts in tools like Articulate Storyline, Rise, Vyond, or other industry tools.
• Is this a one-time need or part of a larger transformation? Long-term programs may benefit from a mix of full-time and contract roles.
• What is our internal bandwidth? If your existing team is at capacity, contract support can provide immediate relief without overextending staff.

This is not always an either/or decision. Many organizations find success by blending the two, retaining core instructional design staff while supplementing with specialized contractors for high-priority projects.

The Hybrid Model: A Growing Trend

More L&D leaders are turning to hybrid models to create flexible, scalable teams. With a solid internal team and an external network of on-demand talent, you can adapt to shifting priorities without sacrificing quality or speed.

It is a smart approach when:

• Project demands fluctuate
• You want to pilot a program before expanding it
• You need backup for internal teams during periods of change

And in many cases, contract talent can transition into longer-term roles or return for repeat projects. It is about building a talent ecosystem that supports your business goals, whatever shape they take.

Takeaways That Stick

Choosing between contract and full-time instructional designers is not about finding the “best” option, it’s about identifying what’s right for your specific context. The right approach is the one that supports your project goals, aligns with your team’s capacity, and brings the right skills to the table when and where they are needed.

Here is what to keep in mind:

• Full-time hires are great for stability and long-term planning.
• Contract instructional designers bring agility, specialization, and speed.
• A hybrid model gives you flexibility to adapt in real time.

If you are curious about how to build a more agile talent strategy, this blog on outsourcing L&D talent explores how external talent can drive business impact. You can also explore how TTA supports instructional design services tailored to your unique needs.

Looking for Support with Your Instructional Design Strategy?

Whether you are navigating a one-off training initiative or scaling up a large transformation, having the right instructional design talent in place is key. Organizations across industries rely on experienced designers to bring structure, clarity, and impact to their learning strategies.

If you are exploring ways to build flexibility into your L&D function, take a look at how our instructional design experts support organizations with the skills and insight needed to deliver effective, high-quality learning.