Contract-to-hire
Ninety days of real, shipped work beats five rounds of interviews. Keep the stars, part ways cleanly with the rest. Terms are locked in before day one, so there are never surprises.
Built in, as standard
- Judge the work, not the pitch
- Conversion terms fixed up front
- No surprise conversion fees
- Clean exit if it's not right
When contract-to-hire fits best
- 01New roles you want to validate first
- 02Teams that want to see the work, not the pitch
- 03Fast starts with a path to permanence
- 04Reducing the risk of a mis-hire
From need to hire in four steps
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Decode the mission
A working session on the problem behind the request: the team, the systems, and what success looks like at ninety days. We write it down, and you'll see it again.
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Vet before you meet
Practitioners assess every candidate first for depth, judgment, and communication. Only those who clear our bar reach your desk: three to five names, never thirty.
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Choose with confidence
You run your process; we run everything around it: scheduling, candid feedback in both directions, and the rate conversation, handled.
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Excel beyond day one
Structured check-ins at day 2, 30, and 90, and a guarantee that means what it says. Our engagement ends when the hire succeeds, not when the invoice clears.
Explore more staffing models
Ready to explore contract-to-hire?
A star hire, a dedicated team, or a finished product: tell us what you're dreaming up. A real expert responds with a clear plan within one business day.
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