Hire a 1099 Recruiter in Wyoming
What it costs to engage an independent recruiter in Wyoming, and how to keep the engagement compliant.
- Recruiters employed
- 950
- Median annual pay
- $62,690
- 1099 equivalent
- $83,619
- Suggested hourly
- $50.25
- State income tax
- None
BLS OEWS, May 2024
all employment types
1.33× — estimate
at 80% utilisation
one of nine states
Engaging a 1099 recruiter in Wyoming means competing for people inside a pool of 950 human resources specialists, against a median wage of $62,690. This page works through what that means for an independent contractor: the pay spread, the rate you need to quote to come out ahead of payroll, and the tax and classification rules that apply in Wyoming.
Every figure is from the Bureau of Labor Statistics' Occupational Employment and Wage Statistics programme (May 2024) or the Census Bureau's 2024 population estimates. Where BLS suppressed a number for this market, the sentence that would have used it is simply absent — nothing here is filled in with an estimate unless it is labelled as one.
Demand for human resources specialists in Wyoming
BLS counts 950 human resources specialists across Wyoming. That figure counts every employment arrangement, W-2 and 1099 alike — BLS does not split the two. Applying 1099WORK's estimate that roughly 30% of human resources specialists work on a 1099 basis puts the independent share near 285 people. Treat that as an order of magnitude, not a census.
The location quotient is 0.57 — human resources specialists are 43% less concentrated here than in the average US market. That thins the employer pool, but it also thins the competition for the contracts that do exist.
Where the occupation is under-represented, the constraint is finding buyers rather than beating rivals to them. The discount to national pay matters when you quote: a rate anchored to a national benchmark will meet resistance here. Wyoming's lack of a state income tax is worth several points of net income at these levels, and it does not appear anywhere in the BLS figures.
The real cost comparison
The honest comparison is not salary against contract rate — it is fully loaded cost against contract rate. A W-2 recruiter in Wyoming at the $62,690 median costs roughly $77,609 once you add employer payroll tax and a conservative benefits load. A contractor quoting $83,619 for the same output is close to cost-neutral, and you carry none of the unemployment insurance, benefits administration or severance exposure.
Where 1099 genuinely wins is variable demand. You pay for the engagement, not the calendar, and you can scale a territory or a project up and down without a headcount decision. Where it loses is control: the moment you need to set someone's hours, supply their tools and forbid other clients, you are describing an employee, and Wyoming's agencies will say so.
Costs a 1099 engagement avoids that payroll does not:
- Employer FICA at 7.65% of wages
- Federal and state unemployment insurance
- Workers' compensation premiums in most classifications
- Health, dental and retirement contributions
- Paid leave, holidays and severance exposure
Before you sign
Labelling an engagement 1099 does not make it 1099 — the IRS weighs who controls the work, who supplies the tools and who carries the risk. For human resources specialists the usual flashpoints are set schedules, employer-supplied equipment and exclusivity clauses. Wyoming also applies its own test, which can reach a different answer than the IRS does on identical facts.
Where the human resources specialists are in Wyoming
Statewide totals hide how concentrated the work is. These 2 metros account for the bulk of Wyoming's recruiter employment:
| Metro | Employed | Median annual | Population |
|---|---|---|---|
| Cheyenne | 260 | $67,950 | 102,000 |
| Casper | 130 | $57,550 | 80,410 |
Earnings in Wyoming
Half of human resources specialists in Wyoming earn more than $62,690; half earn less. That works out to $30.14 an hour at a standard 2,080-hour year. That is 14.0% below the national median of $72,910.
The spread matters more than the midpoint for anyone working 1099. The gap between the 10th and 90th percentile is $67,300, which is the range your negotiating position, client mix and specialisation actually move you across. Top-decile earners clear $107,350, against $40,050 at the bottom decile. These are W-2 and 1099 earnings combined, before any contractor adjusts for self-employment tax and unfunded benefits — which is what the next section is for.
| Percentile | Annual | Hourly |
|---|---|---|
| 10th percentile | $40,050 | $19.25 |
| Median | $62,690 | $30.14 |
| Mean | $69,680 | $33.50 |
| 90th percentile | $107,350 | $51.61 |
How Wyoming compares
Against the national median of $72,910 it sits 14.0% below. The location quotient column is the one worth reading twice: it measures how concentrated the occupation is relative to the national average, and it moves independently of pay.
| Area | Employed | Median annual | 90th percentile | Location quotient |
|---|---|---|---|---|
| Wyoming | 950 | $62,690 | $107,350 | 0.57 |
| United States | 917,460 | $72,910 | $126,540 | — |
Three rates to work from
The percentile spread above is more useful as a rate card than as a statistic. Each row below takes a point in the local wage distribution and applies the same 1.33× contractor multiplier, then divides across a realistic 80% billable year. Treat the middle row as your default and the bottom row as a floor you do not go under — not as a starting offer.
| Position in the local market | Annual equivalent | Hourly at 80% utilisation |
|---|---|---|
| Entering the market (10th percentile) | $53,421 | $32.10 |
| Established (median) | $83,619 | $50.25 |
| Specialised (90th percentile) | $143,189 | $86.05 |
Finding Wyoming engagements
1099WORK is a marketplace built for 1099 engagements specifically: companies post a defined scope, human resources specialists keep one verified profile, and agreements, onboarding and payment happen in the same place. It launched as 1099REPS for independent medical sales reps and now covers the wider 1099 economy, Wyoming included.
Frequently asked questions
How many human resources specialists work in Wyoming?
BLS counts 950 human resources specialists in Wyoming. 1099WORK estimates roughly 285 of them work on a 1099 basis, though BLS does not publish that split.
How often do 1099 contractors pay taxes in Wyoming?
Quarterly. The IRS expects estimated payments in mid-April, mid-June, mid-September and mid-January, and charges an underpayment penalty for missing them even if you pay in full at filing. Wyoming has no state income tax, so the federal schedule is the whole calendar for most contractors there.
Do I need an LLC to work 1099 in Wyoming?
No. A sole proprietor can accept 1099 work under their own name and Social Security number, and many contractors start that way. An LLC adds liability separation and lets you elect S-corp taxation once profit is high enough for the payroll-tax saving to beat the extra filing cost. Wyoming sets its own formation fee and annual report requirements.
What hourly rate should a 1099 recruiter charge in Wyoming?
About $50.25 an hour at 80% utilisation, derived from the $62,690 local median. That builds in the employer half of payroll tax, twenty unpaid days a year and a 15% allowance for self-funded health cover and retirement. It excludes business insurance, mileage and unbilled sales time.
What are the risks of hiring a 1099 recruiter in Wyoming?
Misclassification is the main one, and it is assessed against the hiring company. If you set the schedule, supply the equipment and forbid other clients, agencies will treat the engagement as employment regardless of what the contract says, and Wyoming applies its own test separately from the IRS. A written scope of work, a defined deliverable and a contractor who serves other clients are the practical defences.
Is 1099 work better than a W-2 job in Wyoming?
It depends entirely on rate and stability. 1099 wins on control, deductibility and upside; W-2 wins on predictability, benefits and unemployment cover. As a rule of thumb, a 1099 engagement needs to pay about 1.33× the equivalent salary before it is genuinely better money.