Contract Staffing

Contract-to-hire, temporary staffing, temp-to-hire... it has many names and can be used in a few different ways but at its core the difference is who the employer or record (EOR) is. Chose the term, but utilizing this on-boarding model allows greater flexibility for your organization, across many fronts, as you are not the EOR.

Employer of Record - The EOR is the organization that is responsible for most of the technical aspects of employing someone. While the employee follows the direction of your teams and leadership on a daily basis, we act as the EOR. This means we handle the benefits, employer side taxes, tax withholdings and disbursement, workers compensation, payroll and more. 

Contract-to-Hire - Bringing on employees using CTH means the intention is to bring someone on full-time but allows the company an evaluation period in which they may dismiss the employee at any time. 

Temp-to-hire - While nothing structurally is different between "contract" and "temp", it is imperative to not label a role "contract" if the probability of the employee becoming a full-time employee of your company is not reasonable high. Doing so is deceptive. There are times when you may need seasonal or project based staff and this is an excellent method to bridge the gap. It is also a great tool for uncertain economic times allowing your company to bring people in to carry the workload, but allows quick flexibility if reductions are needed without the stigma of layoffs.

Conversion - In either method on contract on-boarding, Lupton Partners offers a no conversion fee transition after roughly six-months (1040 hours), or an early conversion at three-months (520 hours) with a fee. Both methods are designed to offer a slight discount from direct hire recruiting fees but are close enough that the pricing of the method is not the driver, it is the purpose that is.