I don't think framing it as intentions really captures what's going on. I think the basic intention of a contractor is the same as anyone else: come in to do some work, and go home when it's done.
When I worked as a contractor, a few times I was full of righteous fury and ran my mouth to colleagues about their work. In hindsight, I'm convinced they absolutely believed they worked hard and delivered a high quality product, that what I was complaining about was a reasonable compromise. And, frankly, when I left for the private sector, it was a bit of a shock to learn that I really hadn't been working as hard or as well as I thought.
Instead, I'd frame it as incentives over time. There have to be outside pressures to keep everyone honest. In the private sector, they have to compete with other companies, and indeed you see similar problems in firms or departments that are insulated from competition.
In contracting, you've got a negative feedback loop: as contractors underdeliver, the clients scale back their expectations. As those expectations scale back, the contractors relax hiring to meet them. This has led to the population of contract workers stagnating to where it's well behind the private sector.
Having done interviews of contract workers trying to transition out, they are frequently technically way more junior than they should be for the years of experience. And I think the companies trying to attract better people have a hard time when the candidates aren't impressed with the teams.
Yep, I'm turning 40 in a few months and have been working in the defense industry my entire career (and I spent 4 years in the Army before that, so I suppose that counts too).
Most of my jobs have lasted 1-2 years. I get fed up and leave for another company working on a different program - thinking that the next one will be different.
Small firms that are still trying to prove themselves and grow are usually the best to work for. Because they no-shit need to deliver and keep customers happy. As they get larger (and merge, etc.), defense firms all seem to resemble each other. Benefits get cut, pay gets stagnant, and standards for hiring start to slip. Eventually they become a butts-in-seats shop like the huge firms with names everyone knows. Time to move on.
I've tried interviewing in the private sector (usually all of my job hunts every couple of years begin with a string of failed interviews in the private sector, and end with me just taking another job in the industry), never managed to get an offer, but if I walk into a defense industry interview, I can land an offer well over 50% of the time. Some contractors have thrown offers at me after a single 30 minute phone interview (tip: never accept those).
Another part of the issue is the defense industry is definitely a bubble and you kind of get trapped after a while. If I'm desperate and need a new job, I have a list of contacts I can reach out to and easily get another contracting gig. In the private sector, I don't know anyone and I'd be trying to get in through the front door.
I was freaking out when I lost my first job after I left DC.
"You mean I actually have to APPLY for a new one? I can't just walk into the recruiters office and pick from a list of 3 letter agencies looking for XYZ role?"
Still get emails every day looking for an architect, or windows engineer, or TS/SCI cleared helpdesk technician. Don't let your clearance expire, folks.
When I worked as a contractor, a few times I was full of righteous fury and ran my mouth to colleagues about their work. In hindsight, I'm convinced they absolutely believed they worked hard and delivered a high quality product, that what I was complaining about was a reasonable compromise. And, frankly, when I left for the private sector, it was a bit of a shock to learn that I really hadn't been working as hard or as well as I thought.
Instead, I'd frame it as incentives over time. There have to be outside pressures to keep everyone honest. In the private sector, they have to compete with other companies, and indeed you see similar problems in firms or departments that are insulated from competition.
In contracting, you've got a negative feedback loop: as contractors underdeliver, the clients scale back their expectations. As those expectations scale back, the contractors relax hiring to meet them. This has led to the population of contract workers stagnating to where it's well behind the private sector.
Having done interviews of contract workers trying to transition out, they are frequently technically way more junior than they should be for the years of experience. And I think the companies trying to attract better people have a hard time when the candidates aren't impressed with the teams.