Contract-to-hire staffing. Prove the fit first.
Bring a worker on as an ATI W-2 employee, watch them in your actual operation, and convert them to your payroll once they have earned it. The conversion fee steps down as hours accumulate.
A resume is a guess.
A shift is proof.
Interviews and references tell you who a person says they are. Weeks on your floor tell you who actually shows up, on time, doing the work. ATI carries the worker as our W-2 employee through the trial, and you convert the ones who prove it, with the fee stepping down the longer they work.
On paper
A name, a résumé, a maybe.
On shift
Real days on your floor, on our W-2.
Proven
Attendance, quality, and fit you can see.
Converted
Onto your payroll, fee stepped down.
The trial is ours.
The decision is yours.
Through the contract period the worker is our employee, fully covered and administered. You evaluate performance before deciding whether to make the hire permanent.
For roles you mean to keep, but want to prove first.
Contract-to-hire is the path when the role is permanent in your mind but the person is still unproven, and a bad direct hire would cost more than the wait.
Building a core crew
Grow a permanent team from workers who have already shown, on the job, that they fit.
High-turnover roles
Screen for the ones who actually stay before you put them on your payroll.
Team-fit roles
See how a worker fits your team and your pace before you make the role permanent.
Supervisor pipelines
Watch for the temporary workers who quietly lead, then convert them up.
Replacing attrition
Backfill a departure with an on-the-job evaluation before making the role permanent.
Uncertain headcount
Convert to permanent only if the volume proves the seat is really there to stay.
On-the-job proof for the roles we staff.
Contract-to-hire works the same across every industry: the worker is ours until the day you decide to keep them. The roles and the screening change with the setting.
Before the contract period, or instead of it.
Flex, don't commit
When you need coverage that flexes with volume and are not hiring, temporary staffing scales up and down with no conversion in mind.
Explore temporary staffing →Direct HireHire directly
When you already know you want a permanent hire, direct-hire recruiting fills the seat without a contract period.
Explore direct hire →Answers built for buyers.
Contract-to-hire, also called temp-to-hire, is an arrangement where a worker starts as the staffing agency's W-2 employee for a trial period, then converts to the client's payroll if both sides want to continue. ATI employs, screens, and covers the worker through the contract; you evaluate them on the job and convert the ones who fit.
The fee to bring an ATI worker onto your payroll steps down as the worker accumulates hours on assignment. The longer they work as our employee, the lower the fee, and after a defined threshold it can reach zero. Terms are documented before the assignment begins.
You release them, with no conversion fee and no severance exposure, because they were our W-2 employee, not yours. You can request a replacement and try again.
It is set to your needs and the role. Many clients use a period long enough to see a worker through a full cycle of the work, and can convert earlier once they are certain.
ATI prepares a custom bill rate for the contract period based on the role, pay rate, shift, workers'-comp classification, screening requirements, location, and engagement terms. Conversion carries a fee that steps down with hours worked. Both are documented before the assignment begins.
Tell us the role.
Let the work decide.
One conversation to scope the roles, the rate, and the start date. A senior partner answers, not a call center.