Calculate the profit on your next contract placement.
|Invoicing and Routine Collections|
|Worker Classification Screening|
|Issuance of Tax Forms|
|Standard Background Checks|
|Online Employee On-Boarding|
|I-9 and E-Verify Compliance|
|Time Sheet Collections|
|Per Diem or Expense Allocation|
|TEC Standard Agreement|
|End Client Agreements|
|Visa or Immigration Processing|
|Conversion Fee Language|
*Estimate based on “Office Professional” Positions
**Profit margin dependent upon employee elections in Express
How Your Clients Benefit
Companies that utilize contractors through the back-office services of Top Echelon Contracting can reduce their overall staffing costs and increase their staffing flexibility. At the same time, they can avoid the administrative and financial responsibilities associated with engaging contractors or employing personnel.
“Top Echelon has helped us with very difficult clients, as well as complicated contractor issues. Our most difficult clients have LOVED working with them, and we have repeat business from our clients due to their service-oriented staff.”
How Your Candidates Benefit
Work/life balance, a weekly paycheck, the opportunity to travel, or increased knowledge – there are many reasons to work on contract assignments. Top Echelon Contracting can help technical, professional, and healthcare contractors achieve their career goals.
“Top Echelon does all the start-up paperwork, the billing and collecting, and the background checks on the candidates. They even offer health insurance to your contractor. Once the candidate is up and running, it’s a smooth process.”
What Is Contract Staffing in Recruitment?
Contract staffing in recruitment is when a client is in need of technical workers for a limited time frame. These workers are referred to as contingent workers, and the burden of being a W-2 Employer of Record is taken off of the client, and placed on you, the recruiter, or a third party back-office staffing solutions provider.
The contract staffing process allows your clients to keep their employee churn rate down, since contingent workers aren’t technically employees. However, many recruiters are hesitant to grow into becoming contract staffing recruiters in addition to making permanent placements because of the back-office administration required, and the new fee model. However, recruitment back-office solutions are a cost-effective way to reduce the administrative burden, and a thoughtful contract staffing agreement between you and the client can be just as profitable as a perm placement.