Contract-to-Hire
Contract-to-hire recruiting. Work together before deciding.
Contract-to-hire creates an initial assignment in which an organization and professional can evaluate the role, responsibilities and potential for long-term employment.
Discuss contract-to-hireAn initial assignment.A shared evaluation.A considered next step.
Built around the hiring need
Time to understand the fit.
Contract-to-hire provides an opportunity for the organization and professional to evaluate the working relationship before making a permanent employment decision.
The arrangement may be appropriate when the position is expected to continue long term but additional evaluation time would reduce uncertainty. The initial assignment and potential permanent role should both be clearly defined for prospective candidates.
When it makes sense
When an evaluation period can add value.
Contract-to-hire may suit a position expected to continue long term when both parties would benefit from additional experience working together.
- The position is expected to become permanent.
- Performance in the actual role is an important consideration.
- Responsibilities or a new function are still evolving.
- Team or leadership alignment needs careful evaluation.
- The organization needs support before permanent approval is complete.
- The professional also wants time to evaluate the organization.
What we provide
Clear expectations through the evaluation period.
The scope is established around your requirement and engagement. Expectations and responsibilities are discussed before work begins.
- 01Position, candidate profile and engagement definition
- 02Sourcing professionals interested in contract-to-hire work
- 03Qualification, availability and compensation discussions
- 04Candidate presentation and interview coordination
- 05Engagement support and communication during the assignment
- 06Permanent-employment and conversion discussions where appropriate
The process
From an initial assignment to a shared decision.
- 01
Define the position
Clarify responsibilities, required experience, contract period, compensation and permanent-employment expectations.
- 02
Recruit & qualify
Identify professionals interested in the immediate assignment and its potential permanent opportunity.
- 03
Begin the engagement
Coordinate selection, engagement documents, start date, communication and initial expectations.
- 04
Evaluate the relationship
Both parties assess the work, responsibilities, team fit, performance expectations and long-term alignment.
- 05
Consider conversion
If both parties wish to continue, discuss permanent-employment terms and the applicable conversion requirements.
Before the engagement
Evaluate the tradeoffs before choosing a model.
Contract-to-hire provides additional evaluation time, but it does not guarantee permanent employment or eliminate hiring risk. Some qualified professionals prefer direct hire, particularly when they would be leaving a permanent position. Candidate interest and the available market should inform the choice.
Areas of expertise
Specialized across business functions.
The position, required experience and engagement model determine the candidate market.
Is permanent conversion guaranteed?
No. Permanent employment depends on the interests and decisions of both parties, the business requirement and the applicable engagement terms.
How long is the contract period?
The evaluation period is discussed in the context of the position, business need and candidate market. Its duration and any extension arrangements are established in the engagement terms.
How are conversion terms established?
Conversion expectations and requirements should be discussed before the assignment begins and defined in the written engagement agreement. There is no universal conversion arrangement for every search.
When might direct hire be a better option?
Direct hire may be more appropriate when the permanent position is clearly defined, approval is in place and the desired candidate population is unlikely to consider an initial contract arrangement.
What happens if either party decides against permanent employment?
The next step depends on the assignment and its agreed terms. The organization and professional should communicate their decision so the remaining assignment and any transition can be addressed directly.
Let’s define the next step
Is contract-to-hire right for this role?
Share the position, required experience, expected evaluation period and permanent-employment considerations so we can discuss the fit.
Discuss contract-to-hireOr call 602-551-6065