Often it’s as simple as requesting it. In my experience, the first few are less about being hard to convert and more about getting a 1:1 rate that is truly market rate and not just the equivalent of salary + benefits = rate. It should really be salary + benefits value + risk value (e.g. 100k/yr FTE salary is more like 100/hr contract rate, not 70/hr (need to include risk!). Also, push hard for a weekly rate and not hourly. Daily rate is second best but still much better than hourly. Again, remember the risk side. You need to compensate yourself for this and market rates usually take this into account, so don’t second guess why market rates are as high as they are (imposter syndrome can get in the way here for some, so keep that in mind too).

If you’re at an enterprise, sometimes you can go to one of the major contract vendors used by the enterprise for placing contractors, start an LLC (or other legal entity), and subcontract through them. If you can, though typically less successful in the enterprise space when you’re one person or building a small firm (the space I operate in) unless you are highly valued by your target company, try to go direct as a vendor yourself. There are many long term benefits to having vendor status in an enterprise.