The most common question from people considering independent HR consulting is about clients: where do they come from, and how do you get them when you're just starting out?
The honest answer: they almost always come from your existing network. The people who already know your work are far more likely to take a chance on an independent consultant than someone who found you cold.
Start with Who Already Knows You
Go through your professional contacts and make a list of people who have seen your work firsthand — former managers, colleagues, clients you worked with in a previous role. These are your warmest prospects.
You don't need to pitch them a formal sales process. You're telling them about a change in your professional situation and asking if they know of any need for what you offer.
Be Specific About What You Offer
Vague outreach gets vague responses. "I'm going independent" is less useful than "I'm placing HR and compliance consultants on a contract basis — companies working through headcount changes or state compliance questions are a good fit."
The more specific you are, the easier it is for someone to connect you to a real opportunity.
Ask for Referrals, Not Just Jobs
Your first few clients might not come directly from the person you contact — they might come from someone that person refers you to. Ask explicitly: "Even if this isn't a fit for your team right now, is there anyone you'd suggest I talk to?"
The Infrastructure Question
One reason independent consultants hold back from reaching out is that they don't yet have the infrastructure in place to support a placement. HR2HR removes this barrier — you can have the client conversation before the entity is formed, because the setup happens as part of the onboarding process.