Scale your IT team up or down without adding permanent headcount. We deliver vetted contract and contingent staff for project surges, backfills, and specialized builds, and we stay the employer of record so payroll and compliance never land on your desk.
First Qualified Candidates Delivered
We Employ the Contractor and Run Payroll
Ways to Engage: Contract, Contract to Hire, Project
Contract staffing is a hiring model where a staffing agency places a skilled professional on your team for a defined period, usually three to twelve months, while the agency remains the employer of record. You direct the work. The agency handles payroll, employer taxes, workers compensation, benefits, and compliance. You pay a single hourly bill rate, and when the project ends, the engagement ends with it.
You will also hear the model called contingent staffing or temporary staffing. The terms overlap but are not identical. Contingent staffing is the umbrella for any non-permanent workforce: temps, freelancers, consultants, and contractors all count. Contract staffing usually means skilled professionals on defined engagements, which is exactly what we do for IT roles. If the whole category is new to you, start with our plain-English guide to what IT staffing is or the breakdown of how the staffing models compare.
One detail buyers often miss: worker classification is the agency's responsibility, not yours. Most of our contractors are W-2 employees on our payroll. Some senior specialists work corp to corp through their own entity. Either way, the classification risk sits with us, which matters because misclassifying an employee as a 1099 contractor can trigger back taxes, penalties, and benefits liability for the company that got it wrong.
Get the talent you need, when you need it, without the long-term commitment.
Fill urgent roles in days, not months. Our pre-vetted talent pool means faster time-to-productivity.
Scale up for project surges, scale down when complete. Pay only for the resources you need.
No benefits administration, no long-term commitments. Convert fixed labor costs to variable expenses.
Access niche expertise for specific projects without permanent headcount.
Evaluate performance on real work before committing. Many contractors convert to permanent hires.
Payroll, compliance, onboarding. We manage the paperwork so you focus on delivery.
Contract staffing is not one thing. The right structure depends on whether the need is temporary, possibly permanent, or scoped to a deliverable.
A contractor joins your team for a defined term on an hourly bill rate. Best for project surges, migrations, parental-leave backfills, and skills you need for months, not years.
This is the same working model as IT staff augmentation: our employee, your direction.
Start the engagement as a contract, evaluate fit on real work, then convert to a permanent employee under terms agreed up front. It takes the guesswork out of a critical hire.
Already certain the role is permanent? Direct hire is usually the faster path.
For work scoped to an outcome rather than a seat, we structure the engagement around a statement of work with defined deliverables and an end date.
Before you sign anything, read what belongs in a staff augmentation contract.
We learn your technical needs, team dynamics, and project timeline
We tap our network and database of pre-vetted IT professionals
You receive qualified candidates within 48 hours, ready to interview
We handle paperwork and check in regularly to ensure success
Buyers use these three terms in the same conversation, so here is the short version. Contract staffing and staff augmentation describe nearly the same arrangement from two angles: staff augmentation emphasizes extending your existing team, while contract staffing names the employment model underneath it. If you want the mechanics, incentives, and failure modes spelled out, read the staff augmentation model explained.
Direct hire is the opposite commitment. The candidate joins your payroll as a permanent employee from day one, and you pay the agency a one-time placement fee instead of an hourly markup. It wins on retention and culture. It loses on speed and flexibility.
Which saves more money depends on how long the seat stays filled. Our guide to IT contract staffing vs direct hire models the break-even math across five common IT roles, with W-2 burden rates included.
You pay one number: the hourly bill rate. That rate is the contractor's pay rate plus a markup that covers employer taxes, workers compensation, benefits, and the agency's operating costs. There is no separate placement fee on a standard contract engagement, and the meter stops when the engagement does.
The honest caveat: markups vary widely between agencies, and a low markup can hide a low pay rate that quality candidates refuse. Our guide to IT staffing agency fees explains how the pricing model works and what to ask before you sign. And if you are comparing vendors, the 15-point vetting checklist is the fastest way to separate specialists from generalists.
From developers to project managers, we source across the IT spectrum.
We place contract IT talent across North America, with dedicated market coverage in Atlanta, Austin, Chicago, Dallas, Houston, Las Vegas, New York, and Phoenix. Texas is our deepest coverage: see contract IT staffing in Dallas, Houston, and Austin for local rates, timelines, and candidate availability.
Contract staffing places a skilled professional on your team for a defined period, usually three to twelve months, while the staffing agency stays the employer of record. The agency runs payroll, employer taxes, and benefits. You direct the day to day work and pay a single hourly bill rate.
Contingent staffing is the broader category: any worker who is not a permanent employee, including temps, freelancers, and contractors. Contract staffing is the part of that category built on defined-term engagements for skilled roles. In IT hiring the two terms are often used interchangeably.
We do. Most contractors are W-2 employees on our payroll; some senior specialists work corp to corp through their own entity. Employer taxes, workers compensation, and worker classification compliance sit with us, not with your HR team.
We deliver the first qualified candidates within 48 hours of an intake call for most core IT roles. Because contractors are not negotiating notice periods or relocation in most cases, a start date can follow within days of the interview. Our contract staffing company page walks through how the 48-hour delivery process works.
Yes. Contract to hire is built for exactly that: you evaluate the contractor on real work, then convert under terms agreed before the engagement starts. If you already know the role is permanent, direct hire is usually the faster path.
You pay one hourly bill rate. The bill rate is the contractor's pay rate plus a markup that covers employer taxes, benefits, workers compensation, and the agency's operating costs. There is no separate placement fee on a standard contract engagement. See how staffing agency fees work for the full breakdown.
Tell us about your project and we'll have candidates in your inbox within 48 hours.