Contract Staffing

We in partnership with a well know contract staffing firm  can offer contract staffing were  all of the employee paperwork, legal contracts, timesheet collection, payroll processing and funding, tax withholding, benefits, Workers’ Compensation, invoicing, collection of accounts receivables, background checks, etc.

The following questions can help you decide between a direct hire or a contract individual.

  1. Do you have a special project or critical deadline? These situations often require extra staff or specialized skills that won’t be needed afterward. With contractors, you can bring on the talent you need and simply end the contracts when the work is done.
  2. Do you have a backlog you can’t address due to budget issues?  You can utilize contractors to pick up the slack, even during a hiring freeze, because the funds for contractors don’t come out of the capital budget. Plus, contractors do not create a long-term financial commitment.
  3. Are you concerned about potential tax risks associated with 1099 independent contractors (ICs)? The government continues to step up enforcement and the penalties associated with worker misclassification. Therefore, if there is any chance that a company’s ICs are misclassified, it is critical that they evaluate the IRS guidelines and reclassify those ICs as W-2 employees.We can help by  convert these ICs to W-2 employees who are employed by a contracting back-office. This allows you to escape the high costs and administrative burden of employment without the risks of audits, back taxes, and penalties that come with worker misclassification.
  4.  Are you concerned about making a direct hire commitment? You can reduce this fear by a “try-before-you-buy” through a  contract-todirect arrangement. You can initially bring the candidate in on a contract basis so you can evaluate the worker’s skills and knowledge on the job. You can then decide whether to extend a direct offer or to end the contract and try someone else.



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