Clear, owned outputs.
- Agreed conversion terms and timeline
- Shortlisted candidates open to conversion
- Mid-point and pre-conversion reviews
- Conversion offer coordination
- Clear documentation for both sides
Contract-to-hire starts a new team member on a contract with a planned path to permanent employment. Both sides get to see how the working relationship feels on real work before committing. We set expectations about the conversion from the start, so candidates take the role seriously and you can plan.
The problems Contract-to-Hire solves.
A contract period on real work, then conversion to permanent employment on agreed terms.
A new role's requirements aren't fully settled yet.
Past permanent hires didn't work out and the cost was high.
Budget approval for a permanent role will come later.
Interviews alone don't reveal how someone works day to day.
What Contract-to-Hire covers.
Conversion planning
Contract length, conversion criteria and terms agreed up front.
Candidate alignment
Candidates who want permanent roles, briefed on the path.
Screening
The same rigour as a permanent search.
Mid-point reviews
Structured check-ins to discuss progress and fit.
Conversion support
Offer, terms and transition to your payroll.
Exit handling
A respectful process if the role doesn't convert.
Contract-to-hire compared with the alternatives.
Contract-to-hire lets both sides work together before committing. It suits some roles well and others poorly.
| Model | Best when | Consider |
|---|---|---|
| Contract-to-hire | You want to see someone's work in your environment before a permanent offer. | Some strong candidates won't leave a permanent job for a trial period. |
| Direct hire | The role is clearly defined and candidates are in demand. | A longer search, but you reach people who wouldn't consider a contract. |
| Contract | The need is temporary or tied to a project. | Knowledge leaves when the contract ends unless handover is planned. |
Why it's worth it.
Lower hiring risk
See real work before making a permanent offer.
Faster start
Begin with a contract while permanent approvals progress.
Committed candidates
People join knowing the path to permanence.
When Contract-to-Hire is the right move.
- A new role in a growing team.
- A position where past permanent hires didn't last.
- A technical role where on-the-job performance matters most.
Technologies & platforms
- Applicant tracking systems
- Performance review templates
- Timesheet tools
How Contract-to-Hire work runs.
- 01
Intake
Role, skills, team, compensation range, location, timeline and interview process agreed.
- 02
Source
Targeted search across our network, job boards, communities and direct outreach.
- 03
Screen
Structured screening against the brief before any profile is shared.
- 04
Present and interview
A short, explained shortlist and coordinated interviews.
- 05
Offer and onboard
Offer support, start-date coordination and check-ins after the start.
Contract-to-Hire questions.
How long is the contract period?
It varies by role and agreement; it's set at the start along with the conversion criteria, so both sides know what to expect.
Is there a fee when we convert?
Conversion terms, including any fee, are agreed in writing before the contract starts. There are no surprises at conversion.
Will good candidates accept contract-to-hire?
Many will, especially when the conversion path is clear and genuine. Some prefer permanent roles from day one, so we discuss this openly during the search.
Talk to us about contract-to-hire.
Tell us about the role — skills, location, timeline and budget range — and we'll reply with how we would run the search.