Contract-to-Hire Staffing

Contents

As your local technical staffing agency, TRIAD Engineering Corp. offers contract to hire staffing services in addition to proven engineering contract staffing and direct hire placement.

Our reputation as the best engineering staffing agency in Massachusetts, New Hampshire and Rhode Island reflects our 50+ years of experience connecting employers with talented engineers and technical support staff.

How Our Technical Staffing Agency Defines Contract-To-Hire Jobs

Contract to hire jobs are generally full-time positions in which we place candidates as contract employees for a specified period of time (typically 6 months) before they potentially transition to permanent positions as full-time employees when the contract period ends.

During the contract period contract to hire employees are in W-2 positions with access to our health insurance plan and other benefits. When the contract period ends, employers may offer candidates permanent roles as full-time employees and convert them to their payroll with access to their benefits package with no additional fee.

Ever-increasing employment costs, along with the cost of making a bad hiring decision, make contract to direct staffing a practical strategy that ensures a candidate has the necessary technical expertise and culture fit to ultimately excel in permanent employment with a firm.

How Do Our Contract-To-Hire Staffing Services Work?

For each contract-to-hire position, our engineering recruiting agency sources engineering professionals from our extensive private network and proprietary internal database of highly-qualified local candidates.

Employers may consider contract-to-hire staffing services to ultimately fill permanent roles with candidates that fit their company culture and technical needs. Although contract-to-hire position candidates begin employment on a contract basis as W-2 employees of TRIAD, we approach the search and hiring process in a manner congruent with our direct hire processes.

Technical Staffing Expectations

As we source, screen, and refer job seekers for employers’ consideration, we consider the expectations and needs of employers seeking candidates, and technical candidates, including key factors such as:

Company culture / employee culture-fit
Job description including day-to-day responsibilities
Contract-to-hire position details and expectations
Engineering departmental structure
Background, technical expertise, and career goals of candidates

Current Market Assessment – We advise employers and job-seekers based on our deep knowledge of the local job market regarding current market conditions, candidate availability, contract bill rate and salary ranges.

Employee Compensation – As an experienced recruiting agency, we consider employers’ budgeted salary ranges for positions once they become permanent, and only refer candidates within that range. During the contract period, one all-inclusive contract bill rate is the only cost (direct or indirect) employers have with respect to the candidate. When we present candidates, we include the candidate’s hourly bill rate for the contract period as well as their desired salary range upon conversion to the client’s employ. Employers may convert a contract to hire contract worker to a full-time position at any time.

Candidate Presentation – Typically within 1-2 days, we present employers with just a few candidates to review, instead of overwhelming them with a flood of resumes. Should our initial efforts not produce a candidate of interest, we re-address the search and present additional candidates based on employer feedback.

Interview Process – TRIAD efficiently coordinates the interview process according to employer preferences. Some conduct phone screenings before in-person meetings. Others conduct initial on-site interviews to determine candidates for second interviews. Once an employer selects a candidate for a contract-to-hire employment contract, we extend the offer and facilitate any negotiations.

Contract-to-Hire Benefits for Employers and Candidates

Employers and candidates trust TRIAD’s engineering recruiters to fulfill their employment goals.

Benefits of Contract to Hire Services

Accelerated Interview Process

Employers benefit from a hiring process that doesn’t require their internal resources to strategically source and vet technical candidates. A streamlined interview process also accelerates how quickly candidates can begin work.

Candidates benefit from access to opportunities not available elsewhere, and the condensed interview process that precedes their contract period.

Ability to Experience a Trial Run Contract Period

Employers can avoid costly hiring risks with a trial run that enables them to evaluate contract employees on TRIAD’s payroll in an on-the-job setting before deciding whether to proceed with a permanent hire.

Candidates who seek culture-fit and work flexibility appreciate how contract-to-hire positions enable them to assess opportunities before making long-term commitments.

Budget Flexibility

Employers with restrained budgets can use contract-to-hire staffing to budget for new full-time employees. During the contract period, firms only pay an all-inclusive hourly rate for the employee.

Candidates initially earn pay and benefits through the staffing agency as W-2 employees.

Staffing Flexibility

Employers gain opportunities to hire the exact capacity of employees needed. They also gain time to assess a candidate’s character and skills before offering a permanent position.

Candidates gain flexibility to grow in a position and consider if it fits their goals.

Skills Enhancement or Specialized Expertise Growth

Employers can enhance their team with specialized skills for an all-inclusive contract rate for the number of hours the employee works during the contract period.

Candidates gain the opportunity to apply their specialized skills, develop niche skills, and expand their expertise in a practical setting.

Contract To Hire FAQs of Employers and Engineering Job-seekers

What’s the difference between contract-to-hire and direct hire employment?

Contract to hire differs from direct-hire employment primarily in which entity employs the individual. Contract-to-hire employees remain W2 employees of the staffing agency during their contract period, unless or until the end-user employer offers the employee full-time permanent employment, at which time employer responsibilities shift to the end-user hiring firm. Direct hire employees, however, directly onboard as immediate employees of the hiring firm.

How are employers billed for a contract-to-hire employee?

During the contract period, employers receive a weekly, all-inclusive invoice for the number of hours a candidate worked during the prior week. TRIAD Engineering tracks and pays the employer’s portion of payroll taxes, as well as worker’s compensation insurance; federal & state unemployment taxes; paid sick time, and other benefits.

Are employers obligated to eventually hire a contract-to-hire employee?

Employers are never under any obligation to convert a contractor to their payroll, and may terminate the role at any time during the contract period if they determine the candidate does not have the qualifications for the role. When recruiting for contract-to-hire positions, we are clear with candidates that there is no guarantee of eventual employment with a client employer. Candidates fully understand that the assignment may end during the contract period.

Are independent contractors considered contract to hire employees?

No, contract to hire employees are not independent contractors because they are not self-employed. Freelance contractors are also self-employed, and are therefore not considered contract-to-hire employees.

What happens if I want to quit a contract-to-hire job?

Even though each contract-to-hire position duration is typically six months, you may quit your contract-to-hire job at any time if it is not working out for you. We simply ask that you extend the professional courtesy of a notice in advance.