The world of work is undergoing a seismic shift, and Miles Everson has been at the forefront of this transformation. As CEO of MBO Partners, he has championed the rise of independent professionals and helped businesses navigate the changing workforce landscape. In this Q&A, Miles shares his insights on the independent workforce revolution, emerging trends shaping the future of work, and how companies can adapt to thrive. From redefining workforce strategies to empowering individuals to take control of their careers, his perspective offers a roadmap for those looking to embrace the new world of work.
Miles, let’s start with your story. Can you share a bit about your background and what fuels your passion for the independent workforce revolution?
My journey into the independent workforce revolution started during my years leading a global consulting division, where I pioneered what I call the 60-30-10 work model: 60% full-time employees, 30% independent contractors, and 10% offshore resources. This model proved transformative, increasing enterprise flexibility and accelerating market responsiveness.
What truly fuels my passion is seeing how technology and changing work patterns have created unprecedented opportunities for both businesses and independent professionals. Just as the personal computer revolution democratized computing power, the independent workforce revolution is democratizing career choices and business agility.
I pioneered what I call the 60-30-10 work model: 60% full-time employees, 30% independent contractors, and 10% offshore resources
Your company, MBO Partners, releases an annual study on the independent workforce. As we look toward 2025/2026, what emerging trends stand out to you, and what do they signal for the future of work?
The most striking trend is the continued acceleration of change in how work gets done. We’re seeing a massive shift from traditional employment to independent work, with 72 million Americans now working independently in some capacity. This isn’t just a temporary shift—it’s a fundamental transformation in how people view their careers and how businesses access talent.
The convergence of digital technologies, remote work acceptance, and changing worker preferences is creating a perfect storm for independent work growth. Companies that adapt by incorporating at least 30% independent talent into their workforce strategy will have significant advantages in agility and innovation.
We are also seeing that many independent professionals today are experienced experts who are choosing to re-enter the workforce after retirement, bringing decades of knowledge and leadership to businesses in need of specialized skills. This growing segment of the workforce offers a unique advantage—seasoned professionals who can step into projects with minimal ramp-up time, provide strategic guidance, and mentor emerging talent. As more retirees seek flexible and meaningful work, companies have an opportunity to tap into a highly skilled talent pool that values autonomy while delivering high-impact results. Embracing these professionals as part of a blended workforce strategy can help organizations bridge skill gaps, enhance innovation, and drive long-term success.
Your new book, Free Birds Revolution: The Future of Work & the Independent Mind, explores the evolving world of independent work. Who is this book written for, and what are the most important insights you hope readers will take away?
Free Birds Revolution speaks to two distinct but interconnected audiences. First, to the independent-minded professionals who sense there’s a better way to work but need a roadmap for the journey. Second, to business leaders who must understand that the future of work is independent, and their success depends on effectively engaging this growing talent pool.
The key insight is that progress is deflationary—technology has removed traditional barriers to independent work while simultaneously making it easier for businesses to engage independent talent. This isn’t just about remote work or the gig economy; it’s about fundamentally rethinking how work gets done.
Creating a culture that values independent talent as a strategic advantage is key. This means building strong relationships with independent professionals, providing seamless onboarding experiences, and fostering collaboration between full-time employees and external experts
As the independent workforce continues to grow, businesses face new challenges and opportunities. What innovative approaches should leaders take to integrate independent professionals into their workforce strategy, ensuring long-term success for both sides?
Leaders need to rethink workforce composition by embracing a blended model that balances full-time employees with independent professionals and other flexible talent sources. This approach enables companies to access specialized skills on demand, scale efficiently, and remain competitive in an increasingly dynamic market. By strategically integrating independent professionals, businesses can foster innovation, enhance agility, and optimize costs while ensuring they have the right expertise at the right time.
Moreover, creating a culture that values independent talent as a strategic advantage is key. This means building strong relationships with independent professionals, providing seamless onboarding experiences, and fostering collaboration between full-time employees and external experts. Companies that successfully embrace an independent workforce and this approach not only gain access to top-tier talent but also position themselves as forward-thinking, adaptable organizations in the evolving world of work.
What should governments and policymakers be doing this year to support the growing independent workforce, including benefits, taxes, and worker protections?
The key priority should be modernizing our systems to reflect how work actually gets done today. The traditional bundling of benefits with full-time employment no longer serves our workforce effectively. We need new frameworks that support worker mobility and independence while ensuring access to essential benefits.
Policymakers should focus on creating structures that enable rather than inhibit independent work. This includes streamlining tax systems, developing portable benefits solutions, and establishing clear guidelines that recognize the legitimate role of independent professionals in our economy.
With career paths evolving, professional development and mentorship need to adapt. How can companies rethink these areas—especially with the rise of AI—to support both full-time employees and independent professionals in building long-term, fulfilling careers?
Companies should view their relationship with independent professionals as a two-way street for learning and growth
The future of professional development lies in embracing knowledge flows rather than knowledge stocks. Just as Linux demonstrated the power of open-source collaboration, companies need to create environments where knowledge and skills can be shared freely across traditional boundaries.
Companies should view their relationship with independent professionals as a two-way street for learning and growth. This means creating opportunities for cross-pollination of ideas between employees and independents, while leveraging technology to facilitate continuous learning and mentorship in new ways.
Looking ahead, what’s next for MBO Partners? How do you see the company’s role evolving in this rapidly changing world of work?
MBO Partners is positioned to elevate the essential bridge between enterprises and independent professionals, making it easier for both sides to thrive in the new world of work. We’re continuing to innovate in how we connect top talent with opportunities while providing the infrastructure that makes independent work sustainable.
The rate of change is accelerating, and our role is to stay ahead of these changes, anticipating and solving the challenges that both businesses and independent professionals face. We’re committed to being the catalyst that helps organizations achieve that crucial 30% independent workforce target.
The barriers to becoming an independent professional have never been lower, and the opportunities have never been higher.
And if I can add one final word that speaks directly to any aspiring entrepreneur who feels trapped in the traditional workforce of full-time employment:
The cage door is wide open. Right now. Today. The barriers to becoming an independent professional have never been lower, and the opportunities have never been higher. The tools, technology, and networks that enable independent work are not just available – they’re practically being handed to you.
And here’s the real truth that most people miss: The only thing keeping you in your current situation is your own hesitation. Not your skills (you have them). Not your experience (you’ll get it). Not your network (you’ll build it). The only barrier is your willingness to spread your wings and take that first flight.
Think about it—every single independent professional you admire once stood exactly where you are now, looking at that open cage door and wondering, “What if?” They weren’t special. They weren’t chosen. They simply decided to become Free Birds. And that’s the secret—it’s a decision, not a destiny. The future belongs to those who choose to fly. Will you be one of them?
