Over the past few years, I’ve noticed a consistent pattern: when full-time employees in my role leave, they’re almost always replaced with contractors rather than new permanent hires. That shift feels telling. It suggests that Truist may no longer see this position as a long-term investment, instead opting for the lower cost and reduced obligations that come with contract workers. No benefits, no paid time off, and a built-in exit after a fixed term.
This wasn’t always the case. Historically, Truist staffed this role with full-time employees, which reflected a different level of commitment. What makes the change even more striking is that a closely related job family within the same organization continues to be filled exclusively with permanent hires. The contrast highlights a clear shift in priorities: one job family appears to be viewed as strategically important for the long term, while the other, despite having the same pay grades, is treated as more temporary or expendable.