Contract-to-Hire

An interview tells you how someone talks about the work. A few months on the job tells you how they do it. Contract-to-hire lets you and the candidate both find out before anyone commits to a permanent offer.

When contract-to-hire makes sense

• The role is new and you are still learning what it needs.
• Budget for a permanent hire opens later in the year.
• Fit with the team matters as much as the résumé.
• You have been burned by a hire that looked right on paper.

How it works

1. Agree the terms up front. The hourly bill rate, the expected hire-on salary and how the hire-on fee works are set before anyone starts.

2. They start as our contractor. The person is our W-2 employee during the contract. We run payroll, taxes, workers’ compensation and onboarding. You approve a weekly time card by email.

3. You decide. When you are ready, make the offer and they join your payroll. If it isn’t working, we end the assignment and keep looking.

The hire-on fee goes down over time

Hiring someone on carries a conversion fee based on their first-year salary. The fee steps down as they work more hours on contract, and after a set number of hours there is no fee at all. The schedule is in your agreement before the first day, so you always know what an offer would cost.

Why candidates say yes

Strong people will take a contract-to-hire role when the path to a permanent offer is real. We are honest with them about the timeline and the salary you expect to offer, which is why they stay engaged through the contract.

Not the right fit?

If you already know you want a permanent hire, a direct hire search is faster. If the work has an end date, look at contract staffing.