Contract-to-Hire
Interviews are a poor predictor of how someone works. Contract-to-hire puts the candidate in the real role for an agreed period, so the permanent decision is made on evidence rather than on how well they interviewed.
What you actually get.
Agreed trial length and conversion terms set before day one
Candidate briefed that the role is contract-to-hire, never sprung on them
Contractor payroll and compliance handled during the trial
Structured check-ins at the midpoint and before conversion
Pre-agreed conversion fee with no surprise uplift
Clean exit and replacement if either side decides against it
What we build it with.
- Engineering roles
- Platform & DevOps
- Data roles
- Security roles
- Technical leads
- Support functions
Predictable process, visible progress.
- 01
Scope
Agree what success looks like and what is explicitly out of scope.
- 02
Prove
Build the riskiest part first, so surprises arrive early and cheap.
- 03
Build
Ship in focused cycles with something reviewable at the end of each.
- 04
Hand over
Documentation, runbooks and a team that can operate it without us.