Temp to Perm Solution
A bad hire can prove to be costly so why risk it? Our temp-to-perm solution allows you to assess talent and fit before making a permanent commitment.
Temp to Perm
Temp to Perm is an effective hiring strategy that offers the best of both worlds. Typically involving a trial period of 12 weeks, this arrangement allows organisations to assess a candidate’s performance on the job and cultural fit before extending a permanent offer.
This method is especially useful for roles requiring specific competencies or personality traits that may not be easily evaluated in traditional interviews. Candidates also gain firsthand experience of the company culture and job responsibilities, leading to better-informed decisions and potentially higher job satisfaction levels.
The “try before you buy” concept reduces the risks associated with permanent placements, ensuring the right talent is selected.
Key Facts
- Exclusive Agreement
- Transfer Fee
- Trial Period
- Try-before-you-buy
- Permanent Workforce
- Search Active Jobseekers
- Source Right Fit
- Cautious Labour Market
The number of permanent
and temporary workers we
have successfully placed
We have recruited and
deployed talent in 102
countries worldwide
More than 15-years recruitment
experience within the IT and
Telecommunications sector
Temp to Perm FAQ
Also referred to as ‘Contract to Perm’ or ‘Contract to Hire’, ‘Temp to Perm’ is an employment arrangement where a contractor has the opportunity to transition into a permanent role after a trial period (typically 12 weeks).
- Trial Period: During this phase, we handle all the administrative tasks associated with a temporary worker. We invoice your organisation for the temporary worker’s time based on approved timesheets, keeping things straightforward and hassle-free.
- Evaluation: As the trial period concludes, both your company and the temporary worker have the opportunity to assess the fit. If there’s mutual satisfaction, the temporary worker transitions from our agency to your permanent staff.
This “try before you buy” approach empowers companies to thoroughly evaluate a candidate’s performance, cultural fit, and potential before making a long-term commitment.
Should either party feel the fit isn’t right, the contract can be terminated without further obligation, in line with the temporary contract terms. This flexibility protects the employer and temporary workers’ interests.
It’s a strategic way to mitigate the risks associated with permanent hires and ensure you’re bringing the right talent on board.
We charge 15% of the annual total compensation. For specific pricing details tailored to your requirements, please contact us directly.
The fee structure is designed to be fair and transparent, providing you the flexibility to make informed hiring decisions.
The transfer fee is calculated as a percentage of the candidate’s starting annual salary.
This fee becomes null and void if the temporary worker is hired by the company or a third party 8 weeks after completing the assignment or 14 weeks from the start of the assignment, whichever is later.
If the company introduces the temporary worker to a third party, resulting in their engagement within the same period, the company would be liable for the transfer fee.
In the UK, transfer fees are regulated under the Conduct of Employment Agencies and Employment Businesses Regulations 2003.
