For employers · 2 min read
Before you open a search, decide how you want to hire. The right model depends on how long you need the person, how certain the role is, and how quickly you need them to start.
Direct hire
The person joins your payroll as a permanent employee from day one. This fits roles that are core to the business and expected to last, such as an associate attorney, a controller or a senior project manager.
Direct hire usually takes longer than contract staffing because both sides are making a long-term decision. It is worth the time when the role carries client relationships or institutional knowledge.
Contract
The person works on a defined project or for a set period. They are typically employed by the staffing firm, which handles payroll. This fits peak workloads, leave cover, system implementations and project phases with a clear end date.
- Faster to start than a permanent hire
- Easy to scale up or down with the workload
- Useful for specialized skills you only need for a few months
Contract-to-hire
The person starts on contract with the intention of moving to a permanent role after a trial period. Both sides get to see how the fit works in practice before committing.
This model works well when a role is new, when you are unsure of the exact requirements, or when you want to see someone handle real work before making an offer.
How to decide
Ask three questions. Will this role exist in two years? How costly would a wrong hire be? How soon does the work need to start? Long-term and high-stakes points to direct hire. Short-term or urgent points to contract. Uncertain points to contract-to-hire.
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