We’ve spent years forging meaningful connections with candidates and clients alike. We cast a wide net of work experience and client satisfaction across a long and growing list of job sectors.

Although we pride ourselves on our ability to source top talent for even the most difficult to find roles in any industry, we have a particularly refined practice for winning the fight for top tier candidates in the Accounting & Finance, Manufacturing & OperationsCorporate Administration and Construction & Development realms.

Contingent employment means a worker’s position with a company is temporary. The individual is not an employee of the business, and therefore isn’t hired on a permanent basis. Typically, contingent workers are hired to complete a project.

In most cases, contingent workers have specialized skills, like an accountant or electrician. Unlike regular employees, a company doesn’t always need to tell a contingent worker how to complete a project. Instead, contingent workers use their judgment.

If your client wants to hire a contingent worker, they generally do not need to handle employment taxes. Contingent workers who are independent contractors are responsible for paying their own taxes because they are self employed. Contract workers are on the Employer of Record’s payroll, not your client’s. The Employer of Record might be you or another third party provider of contract staffing back-office services.

Contingent workers know they are not part of a company’s permanent staff. Sometimes, contingent work can turn into permanent employment, like if your client wants to hire a contract worker full time. This type of arrangement is known as a contract-to-hire agreement.

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