Global delivery
US contract and direct-hire talent for roles where proximity, compliance and continuity matter.
Engagement models
How we deliver in this region
Direct Hire: 10% of first-year salary
For the roles that anchor your business. The seats you'll need in three years, not three months. Leadership hires, culture-critical roles, and functions that never stop.
When to use
Long-horizon roles, leadership seats, positions where continuity matters more than flexibility.
What you get
Full-cycle search, replacement guarantee, and a fee that's roughly a third of what the market charges.
Contract Staffing: flexible, budgeted as OpEx, not headcount
Contract is no longer the exception in IT staffing. Recent industry data suggests it now accounts for a majority of IT staffing engagements, and that share has been climbing.
When to use
Surge capacity, a defined project with an end date, a specialized skill you need for nine months and not five years, or budget that lives in a project line instead of a headcount line.
What you get
Worker on our payroll, compliance handled, and a bill rate instead of a hiring req you have to fight for.
Contract-to-Hire: the model more of the market is moving to
Contract-to-hire has become a leading model for senior IT roles in recent years. That's not caution. That's the market recognizing that a resume and four interviews are a weak substitute for 90 days of actual work.
When to use
Any role where a bad hire would set you back six months. Any role where the budget is real but the headcount approval is still moving through finance. Any time you've been burned before.
What you get
90-180 days to see real output before it becomes permanent. Conversion at a prorated fee, or waived entirely depending on tenure.
Instead of betting a full-time offer on a gut feeling, put them on contract-to-hire. You get three to six months of real work before it's a permanent commitment. And if it's not working, you're not running a termination. You're just not converting.
Honest assessment
US Staffing: strengths and trade-offs
US Staffing
Strengths
- Full time zone alignment and same-day responsiveness
- Simplest compliance posture for regulated industries and government work
- Best fit for client-facing and leadership roles where presence matters
- Direct hire, contract, and contract-to-hire all available
Trade-offs
- Highest cost by a wide margin: fully loaded employee cost commonly runs 1.25-1.4x base salary before recruiting and vacancy drag
- Slowest direct-hire cycles, commonly four to six months
- Senior bill rates have trended upward in recent years, with double-digit percentage increases in some markets
- You're competing for the same scarce talent as every other US employer