One of Our Core Services

Why Some Companies Choose to “Try Before they Buy.” Simple, You will most likely save money with a contractor. While most employers pay contractors more per hour than they would pay full-time employees, it actually ends up costing more to hire someone full-time.



In a contract-to-hire scenario, new hires are placed at a company as a contractor making an hourly rate. After a specific time period, typically six (6) months, the contractor’s employment is evaluated and they are either made a full-time employee or let go to find another opportunity. Although, it should be noted that with a contract-to-hire position, candidates are placed with the intention of going from being contract employees to full-time employees. Neither the recruiting agency nor you as an employer are under any obligation to convert the employee to permanent status.

Contract-to-Hire Staffing in SEVEN Easy Steps:

#1 Discovery:

LS3 STAFFING will have a call with the hiring team (or just the hiring manager) to gain a full understanding of the culture and role(s) to be filled, gathering all details, and developing a candidate profile.

#2 Screening/Interviews:

LS3 STAFFING will quickly and efficiently develop a short-list of qualified and pre-screened candidates, present those candidates to the employer.

#3 Hiring Contractors:

Once the employer’s interview process has been completed and one or more candidates have been selected for hire, LS3 STAFFING will handle the employee on-boarding and setup paperwork, including background and drug screening.

#4 Start Date(s):

The Contractor(s) begin working for the employer as if they were the employer’s own internal employee, on-site, and under the supervision of the employer’s team.

#5 On-Going Time Keeping:

Each week, LS3 STAFFING will handle timecard collection, processing, and paying the employee. The employer’s only obligation is to approve the time.

#6 Invoicing:

Each week LS3 STAFFING will send out an invoice to be paid on a net 30-day (standard) cycle.

#7 Conversion:

As the duration of the contract continues, an hours-billed grid will be created and maintained. Whenever the employee is being transferred over to full-time with the employer, the employer could be billed a pre-negotiated one-time “liquidation fee” if billed hours is within 1040 hours.