Contract and Temporary Staffing

Project, seasonal, and interim workers placed with you, employed by us.

A practical overview of online timesheets can help teams connect this process with day-to-day operational data.

We handle payroll, employer taxes, workers' compensation, and the employment paperwork. The worker is on our books; you direct the work.

When this fits

Project work with an end date. Implementation, migration, a build, a launch.

Seasonal volume. Predictable peaks you do not want to staff for year-round.

Interim cover. Parental leave, a vacancy during a search, an unexpected departure.

Trial before permanent. A contract-to-hire arrangement where both sides evaluate before committing.

Headcount constraints. Where budget exists but a permanent requisition does not.

What we take on

Employment of the worker, as employer of record
Payroll processing and employer payroll taxes
Workers' compensation coverage
Unemployment insurance
Onboarding paperwork and I-9 verification
Timesheet administration and invoicing

What stays with you

Direction of the work, day-to-day supervision, and the workspace or systems the person needs.

This division matters legally as well as practically. Contract staffing involves a co-employment relationship, and how the arrangement is structured and documented affects who carries which obligations. We set it out in the agreement rather than leaving it implied, and we would encourage you to have your own counsel review it.

Classification

Whether a worker is properly an employee or an independent contractor is decided by the nature of the relationship, not by what the contract calls it — and the tests differ between federal agencies and between states. Getting it wrong creates real exposure for the client, not only for the staffing supplier.

We place workers as W-2 employees of ours. If you are being offered 1099 placements for what is functionally an employment relationship, that is worth questioning.

Background: W-2 or 1099: how worker classification actually gets decided

Rates

Contract placements are billed at an hourly rate covering the worker's wage, employer payroll taxes, workers' compensation, unemployment insurance, benefits where applicable, and our margin.

We show the breakdown. A bill rate quoted as a single number, with no visibility into what portion reaches the worker, makes it impossible to tell whether you are paying a fair margin or a large one.

Conversion to permanent

If you want to hire a contractor permanently, the terms are in your agreement — typically a conversion fee that reduces the longer the person has been on assignment, reaching zero after a defined period.

Agreed at the start, not negotiated when you have already decided you want to keep someone.

Contract and temporary staffing