This audiobook is narrated by a digital voice.

This essay sheds light on what is fractional hiring, demystifies the benefits of companies implementing fractional hiring practices, and expounds upon how the economy is affected by companies implementing fractional hiring practices. Succinctly stated, fractional hiring is the practice of hiring an employee on a part-time basis, thereby resulting in the employee working for a real private sector employer for a fraction of time that a full-time employee would work for a real private sector employer. Implementing fractional hiring practices can culminate in the designated hours for a full-time time real private sector employee job being split among a multitude of real private sector employees. If a real private sector employer who needs a managerial employee position to be fulfilled for 40 to 55 hours per week implements fractional hiring practices, then he may hire three to five part-time managers to fulfill this managerial employee position that would normally be fulfilled by a full-time manager if he were to forgo implementing fractional hiring practices. Implementing fractional hiring practices can provide more employment opportunities to real private sector employees by companies than would otherwise be offered to them if all real private sector employee jobs based on voluntary demand were configured to be full-time employee positions. Even though fractional employment is not commensurate to full-time employment, it is still nonetheless cumbersome to succumb to the brunt of experiencing first-hand for people who real private sector employee jobs based on voluntary demand on a part-time basis. Being fractionally employed to a real private sector employer can be eminently arduous for a real private sector employee to sustain for a prolonged period of time. Lamentably, most real private sector employee jobs based on voluntary demand are often deemed to be dead end, highly time depleting, debilitating, minimum wage, harrowing, agonizing, distressful jobs.