Why Temp-to-Hire
- Validate fit in your live workflows before committing to FTE
- Reduce miss-hire risk with structured scorecards and coaching history
- Speed: ramp in days, convert when headcount opens
- Transparent conversion fees and cooling-off options
Temp-to-Hire
Try calibrated talent in your stack with real work and real metrics. Convert when the fit is proven-no surprises.
Where It Fits
- CX and back office roles with clear metrics and playbooks
- Operational analysts, workflow coordinators, and QA monitors
- Financial ops (AR/AP, disputes), KYC support, content ops
- High-growth teams standardizing SOPs ahead of scale
Process
- Role intake & scorecard setup (competencies, outputs, coverage)
- Shortlist with structured notes, work samples (when applicable)
- 30/60/90 day checkpoints with manager + QA signals
- Conversion readiness packet: scorecards, metrics, attendance
- Simple conversion letter with fee and start date
What We Measure
- QA pass rate and defect mix over time
- Calibration agreement with leads/reviewers
- Backlog impact and throughput trend by queue
- Escalations/resolves, knowledge tile usage
We can share anonymized exemplars so your managers see how scorecards evolve before conversion.
Conversion Terms
- Conversion fee indexed to tenure (decreasing bands)
- Cooling-off period option if youre undecided
- Guarantee window post-conversion (credit on rare misfit)
- Local compliance & payroll handled pre-conversion
Pathways
Many clients start with Temp-to-Hire, then convert proven talent and keep a pod for peaks. Others move to outcome SLAs after a pilot.
Ready to trial candidates?
Share your scorecard and coverage. Well shortlist and schedule start dates.