Employers sometimes desire to hire "skilled talent" on a short-term contractual basis for help completing a project or to act as a fill-in for an employee on leave. Typically, assignments might be for three, six, nine, twelve months or longer. Employers will contact an recruiter to help locate the "skilled talent" they desire. Recruiters know the "employment landscape," and know which candidates are qualified and available to accept the contract assignment.

There is a right way to hire contract employees, and there is a wrong way. To eliminate confusion, the IRS has defined a 20-point checklist that makes is clear that in most instances, short-term contractor employees truly need to be treated as "W2 employees" by someone; and not just treated as 1099 independent contractors. Fines and penalties are steep for incorrectly classifying employees as independent contractors.

Top Echelon Contracting is a service bureau to help recruiters, employers, and job seekers alike. Top Echelon Contracting becomes the contractor’s employer.  We handle all of the administrative details associated with having employees, such as funding, payroll, time sheets, expenses, taxes, insurance, benefits, employment contracts, unemployment issues, etc.