Each year we chat to freelancers and consultants in museums, heritage and culture for Freelancers’ Week, finding out how freelancing works for them and how it might work for you.
Why did you decide to become a freelancer?
It was largely opportunistic. After working within one organisation for ten years, I had started to think about what the next stage of my career might look like. Around that time, a colleague approached me about jointly managing a two-year funded project, which involved working with a county-based organisation to support a cohort of museums to bring collections and learning together.
I liked the thought of a new challenge and it felt like the right moment to take a risk and explore a different way of working. What began as a single opportunity developed into a broader freelance career.
What would you say are the benefits of working in a museum consultancy over working in a museum?
Consultancy offers the opportunity to work with a wide range of organisations, collections and audiences, which brings with it a level of variety that is difficult to find within a single institution. On larger projects it allows you to get immersed in a subject or activity for an intense period of time and then move on to something different, which I find really satisfying.
I have kept my consultancy quite broad and really like the mix of being able to contribute to projects in different ways, from strategic planning and interpretation to workforce support and still working hands-on with collections. The balance of this alongside the greater flexibility in how you manage your time and workload has proved to be the right combination for me.
What skills do you think are most important for freelance or consultancy work?
Strong time management and organisational skills are essential, particularly when balancing multiple clients and deadlines simultaneously. Equally important is the ability to think creatively and laterally in response to client needs, often working within tight budgets or with organisations juggling a range of priorities. I find good, clear communication and being approachable an essential quality so you can build professional relationships within a project and build your reputation in the long term.
How do you find out about opportunities for freelancing?
Most opportunities come through professional networks and recommendations, which makes relationship-building particularly important within the heritage sector. I also regularly look at resources such as the University of Leicester Museum Studies Jobs Desk, LinkedIn and Museum Development Network communications, all of which can be useful sources of freelance and consultancy opportunities.
What do you wish someone had told you about being a freelancer?
All the things it took time for me to learn! Most importantly, to value your own expertise properly and not undervalue your time. Many people entering freelance work initially focus on securing opportunities, but it is equally important to establish sustainable rates and professional boundaries from the outset. With these in place it is a highly rewarding way to work.
I would always advise anyone considering freelancing to invest in knowledge and skills – whether that is through attending sector conferences, workshops and networking events, which also help with your visibility, or just through keeping up to date with sector developments through journals, podcasts and newsletters. I now treat my professional development as another ‘client’ to make sure I include it in my schedule.
What should museums be doing to support the wellbeing of freelancers in the sector?
Museums can support freelancers by ensuring that when they work together, the right foundations are in place from them as an organisation so that they are ready to commission and support the work. As a freelancer there is always a lot of information to assimilate and unseen preparation to do before you start working with an organisation, so if they are aware of this, it sets the working relationship off on the right foot.
I always appreciate it when an organisation has fair recruitment and contracting processes, clear communication and decision-making processes, and the work has been clearly defined and realistically costed. This way everyone knows where they stand, which reduces stress and supports a more positive experience for all involved.
You can find Fran on LinkedIn