17 years of senior placement·500+ leadership hires·Engaged · Contingent · Staffing · Embedded Recruiting
Engaged Headhunters/Solutions/Contract-to-Hire
Solutions · Pillar

Contract-to-Hire.

Evaluate talent on the job before committing. Reduce mis-hire risk and ensure long-term cultural fit.

Engagement
Working interview
Best for
Mid-level clinical & operational roles
Model
Contract to permanent conversion
Risk
Significantly reduced
Definition

Try before you buy.

The cost of a bad hire isn't just the fee—it's the training time, the cultural damage, and the severance. Contract-to-hire removes that risk entirely by turning the first 90 to 180 days of employment into a working interview.

The candidate works on our payroll, covered by our workers' comp and benefits. You evaluate their hard skills, their attendance, and how they mesh with your team. If it works, you convert them to your payroll permanently. If it doesn't, you end the assignment and we find a replacement.

When to use contract-to-hire

Manage the risk.

Contract-to-hire is a very specific tool for a very specific problem: you need the talent, but you cannot afford a mis-hire.

USE CONTRACT-TO-HIRE WHEN
  • The cost of a bad hire is exceptionally high
  • The role requires un-trainable soft skills
  • You lack the headcount budget for permanent roles right now
  • You need immediate help while evaluating long-term fit
USE CONTINGENT SEARCH WHEN
  • You are confident in your own interview process
  • The role is clearly defined with standard market comp
  • You have the budget for a placement fee upon hire
  • You want the candidate fully committed from day one
USE TEMPORARY STAFFING WHEN
  • The need is strictly seasonal or project-based
  • You have zero intention of making a permanent hire
  • You are covering a maternity leave or sabbatical
  • Volume scalability is the primary objective
FAQ

Contract-to-Hire,
specifically.

The questions operators send in the first call.

What is contract-to-hire?
Contract-to-hire is a working interview. The candidate works on our payroll for an agreed period (usually 3-6 months), allowing you to evaluate their performance before offering them a permanent role.
How does the conversion fee work?
The conversion fee typically declines based on the number of hours the candidate has already worked on contract. If they complete the full contract period, they transition to your payroll at no additional cost.
Who handles payroll and benefits during the contract period?
We do. The candidate is our employee until they convert to your payroll, shielding you from unemployment liability and administrative overhead during the trial period.
What if the candidate isn't a good fit?
You simply end the assignment. We can source a replacement immediately, and you avoid the severance and cultural damage of a bad permanent hire.
Is this model appropriate for leadership roles?
Usually not. Contract-to-hire is best for mid-level technical, clinical, and operational roles where hard skills are paramount and cultural fit is best evaluated on the floor.
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