How to turn a temporary job into a permanent role: a step-by-step plan

Landing a permanent role from a temporary contract is one of the quickest ways to speed up your career—if you play it smart. I’ve seen this work many times as a recruiter and career coach: candidates who treat a temp job as a trial period, not just a paycheck, often convert to permanent hires. Below I share a practical, step-by-step plan you can use immediately, with examples, scripts and small actions that make a big difference in the UK market.

Start with the right mindset

The first change I ask clients to make is mental: view a temporary role as a 3–6 month interview. That shifts your priorities from “get paid” to “prove value.” It means being visible, reliable and curious from day one. Employers hire on two things: competence and cultural fit. If you can demonstrate both quickly, you’re already ahead of internal and external candidates.

Before you start: set clear goals

On your first day, take five minutes to write down three measurable goals you want to achieve in the role. Keep them SMART: specific, measurable, achievable, relevant and time-bound. Examples I suggest are:

• Reduce the backlog of invoices by 30% within six weeks
• Deliver two well-received social posts per week and increase engagement by 15%
• Shadow the team lead and complete at least one client handover independently within 8 weeks

These goals guide where you focus effort and give you tangible evidence to use when discussing permanency.

Weeks 1–2: build credibility fast

First impressions count. During the initial fortnight, focus on three things: learn quickly, ask thoughtful questions, and be visibly helpful.

• Learn quickly: Ask for standard operating procedures, templates and the team’s preferred tools. If the company uses systems like Xero, Salesforce or Microsoft Teams, start tutorials on LinkedIn Learning (often available via employer subscriptions) so you’re not waiting to be trained.
• Ask thoughtful questions: Instead of “What do you want me to do?” try “What would be most helpful for you this week?” This frames you as a problem-solver.
• Be visibly helpful: Volunteer for small but high-impact tasks—organising meeting notes, cleaning up a shared spreadsheet, or drafting a simple process document that saves others time.

Weeks 3–6: demonstrate measurable impact

By week three you should have a routine. Start tracking your outputs. Even simple metrics impress managers: number of client calls handled, tickets resolved, error rate reduced, tasks completed ahead of deadline. Keep a short success log you can share in a monthly update.

Here’s a short email template I’ve coached candidates to use when they want to make their work visible without bragging:

Hi [Manager's name],
I wanted to share a quick update on progress this month. Since starting, I’ve [briefly list 2–3 achievements with numbers]. If it’s helpful, I can prepare a short note summarising these with recommendations for next steps. Happy to discuss during our 1:1.

That email does three things: keeps you on the manager’s radar, quantifies your impact and signals you’re proactive about next steps.

Make allies and learn the politics

Permanent offers often come from relationships as much as performance. Find allies inside and outside your team. Buy a coffee, ask for a quick chat, and learn how decisions are made—who signs off on hiring, budget cycles, and what the manager needs from a permanent hire. Be discreet: observe rather than gossip.

Upskill deliberately

Identify one or two skills that would make you indispensable and focus on them. If the role is in marketing, maybe it’s basic Google Analytics or Mailchimp proficiency. If it’s admin, perhaps learning a keyboard shortcut set or a particular CRM workflow. Fast, low-cost courses—Google Digital Garage, Coursera, LinkedIn Learning—are excellent for this. Mention the courses in your update emails and add relevant certificates to your internal profile or LinkedIn.

When and how to ask about permanency

I generally advise waiting at least 6–8 weeks before formally asking, unless the contract ends sooner. Timing depends on your performance and the employer’s hiring cycle. Use a private 1:1 meeting for this conversation, and prepare a short brief showing your contributions and suggested next steps.

Script you can use in a one-to-one:

Hi [Manager], I’m really enjoying the role and feel I’ve settled in well. Over the last [X weeks] I’ve [list 2–3 achievements]. I wanted to ask whether there’s an opportunity to move into a permanent position here and what the next steps would be. I’m happy to outline how I’d transition and the value I’d bring long-term.

If the manager says the decision isn’t theirs, ask who you should speak with and whether you can prepare a short impact summary for them.

Negotiate intelligently

If you receive a positive response, be prepared to negotiate beyond salary. Temporary-to-permanent hires may have less leverage on pay, so consider negotiating:

• Flexible working arrangements (hybrid days, earlier finish once a week)
• Training budget or course time
• A clear probation and review timeline with agreed KPIs

Ask for written confirmation of the role’s permanence and terms. If they propose a probation period, ensure you have measurable success criteria and a review date.

Handle rejection with professionalism

If they decide not to convert your role, don’t burn bridges. Ask for feedback and whether you can be considered for future openings. Use the feedback to improve and keep your network warm; many contractors move into perm roles later through referrals.

Sample 90-day plan

Turning a temporary job into a permanent role is about strategy, visibility and relationships. Small, consistent actions—measurable wins, proactive communication, and thoughtful relationship-building—will move you from “good temp” to “obvious hire.” If you’d like, I can help you draft your 1:1 script or review your success log before you approach your manager.