Specialists you bring on for a defined need, on the structure that fits the work: W-2 contract, contract-to-hire, or 1099 where the profile warrants it. Built for time-bounded programs, capacity flex, and surge demand.
Contingent is the most over-used and most-mis-applied engagement model in the industry. Used right, it's a capacity multiplier. Used wrong, it's expensive headcount with weak retention levers.
Five operational disciplines that distinguish a Tier 1 contingent program from the supplier panel average. Each one is testable in due diligence, and worth testing.
A 30–60 minute intake call with the hiring manager before any sourcing: must-haves, nice-to-haves, cultural fit, compensation range, and decision criteria all aligned. The single biggest determinant of time-to-fill is agreeing on what the role actually is.
AI does what it's good at: surfacing candidates from large pools, ranking on hard-skill match, finding passive talent. Every candidate reaching your inbox is screened by a senior recruiter in the domain, not a generalist. AI compresses the cycle; the judgment stays human.
I-9 verification, background checks, drug screens (where applicable), client-specific paperwork, all completed before day one, not during onboarding week. We treat compliance as a Tier 1 readiness signal, not a back-office cost center.
Our consultant care team runs structured 30/60/90 check-ins with each placement. We catch retention risks early and resolve them before they become attrition. The client never sees the friction.
When an engagement ends, our SIT program keeps the consultant connected, ready for redeployment to your next program or to another client where the fit is right. The result: candidate communities that compound in quality, year over year.
The right structure depends on the worker classification, the regulatory context, and the specific compliance posture your program requires.
The default for most enterprise contingent engagements. Consultant is our W-2 employee, on our benefits, with our payroll, on assignment to your program. Cleanest compliance posture for IRS, regulator, and audit purposes.
W-2 contract structured with conversion options at defined milestones. Lets you evaluate the consultant in your environment before committing to permanent, and lets the consultant evaluate you. High conversion rates when the fit is right.
For genuinely independent specialists where the IRS classification supports 1099: typically senior consultants, fractional executives, or specialists who run their own practice. We provide the contracting infrastructure; the worker provides their own everything else.
If a contingent consultant becomes someone you want on payroll, conversion is built into the engagement, not treated as a penalty. The longer they've been on your team, the more reasonable the path to permanent.
Standard firms charge punitive conversion fees for years, treating consultants like assets to lock down. We treat long-tenured consultants as having earned their own transferability. Exact terms are calibrated to the engagement and agreed at MSA signature.
A US wealth management leader committed to a major new business initiative needed a full technology and operations team built from scratch: program management, architecture, business analysis, data, and client operations. We built it. The team stayed: 90% quality-of-hire, zero SLA misses.
Read the case study →Compare Contingent, SOW, Managed Services, Direct Hire, and RPO side by side: what each is, when to use it, and how to choose. One page to forward to your team.
Tell us the role, the timeline, and the compliance context. We'll have a qualified shortlist in your inbox within 72 hours.