Contract-to-Hire.
Evaluate before you commit.
Contract-to-hire lets you assess talent in your actual environment before making a permanent offer. Typical engagements run 3 to 6 months. We handle payroll and compliance during the trial, then facilitate a clean conversion when you are ready.
Book a Call- Evaluate real performance before a permanent offer
- We manage payroll and compliance during the trial
- Clear conversion terms set from day one
- Screened for permanent fit, not just short-term availability
From trial to permanent hire.
- 01
Define the trial scope.
We align on the role, the timeline, and what a successful conversion looks like before anyone starts.
- 02
Source for permanent potential.
We look for candidates who are strong contractors and strong permanent hires. The bar is higher.
- 03
We manage payroll during the trial.
Contractors are our W2 employees during the engagement. We handle all payroll, tax, and compliance.
- 04
Facilitate a clean conversion.
When you are ready to hire, we make the transition smooth with clear, predictable conversion terms.
Why contract-to-hire?
3 to 6 month trial periods
Standard engagements give you enough time to evaluate real performance before making a permanent call.
We manage payroll
During the contract period, contractors are our W2 employees. You get the work without the admin.
Screened for permanent fit
We look for candidates who want a long-term role, not just a short-term paycheck.
Clear conversion terms
Fee structures and conversion timelines are set at the start. No renegotiation when you want to hire.
Senior contributors only
Every placement can contribute independently from their first week on the job.
Post-conversion support
We stay available after conversion to ensure the transition to permanent status goes smoothly.
Roles we place contract-to-hire.
Let's find your
next hire.
Tell us the role. We'll take it from there.
Frequently Asked Questions
- How does contract-to-hire payroll and conversion work in Oregon?
- During the contract phase, the candidate is our W-2 employee. We handle all payroll processing, tax withholdings, workers' compensation, and OregonSaves compliance. You receive a single weekly invoice at an agreed bill rate. At the end of the trial period, typically three to six months, you bring them onto your payroll directly. The conversion process involves a standard transition fee that we agree on before the search begins.
- Is a conversion fee always required when transitioning a contractor to permanent?
- Yes, unless the contract hours worked reduce it to zero. Our contract-to-hire agreements use a declining conversion fee structure. The longer the candidate works on contract, the lower the conversion cost. After a full six-month contract, the conversion fee is typically waived entirely. We publish the full schedule upfront so there are no surprises at the transition point.
- How does contract-to-hire de-risk a senior hire in the Portland tech market?
- You get three to six months of real-world evaluation before committing to a permanent offer. You observe technical output, team dynamics, communication style, and culture fit in actual working conditions, not an interview. For senior roles where the wrong hire costs six figures in lost productivity, this is the most rational approach. We use this model ourselves when the stakes are highest.
- What is the typical contract-to-hire trial period length?
- Three to six months is the standard range. Some roles, particularly senior individual contributors and technical leads, benefit from the full six months. Shorter trials of 90 days work well for roles where the output is measurable quickly, like campaign performance, code output, or creative deliverables. We recommend the right length based on role complexity, not a default template.
- What happens to benefits and PTO during the contract phase?
- As our W-2 employee during the contract period, the candidate receives employer-provided health, dental, and vision benefits through our plan, Oregon-mandated paid sick leave, and access to our 401(k). When they convert to your payroll, they transition to your benefits plan. We coordinate the transition timing to avoid coverage gaps.