Temp-to-Perm

Temp-to-Perm in one line

On request, when you want to see someone work on site first. Terms for conversion are agreed before the start date.

Permanent contingency search is our default. This arrangement is available on request, with terms set per engagement.

We recruit and present candidates. We do not employ, pay or insure contract workers. Any contract or temp-to-perm arrangement is between you and the worker or the worker's own employer, on terms agreed in writing before the start date.

How the search runs

A trial before a permanent decision

Temp-to-perm is available on request for clients who want to see someone work on site before committing to a permanent hire. It is not our default, which remains permanent direct hire. It suits situations where the person's technical skill is clear but the fit with a crew, a customer base or a site is still uncertain. Terms for conversion are agreed in writing before the start date.

We prefer to use this model only where both sides understand it and want it, because trials that feel one sided rarely end well.

A trial can also help candidates, who learn the crew, the tools and the daily rhythm before leaving a current employer. That is why some people choose it.

Who is the employer

During a trial the hiring company remains the employer. It directs the work, provides supervision, handles pay and insurance and applies its own safety program. We do not employ, pay or insure the person. Clients should confirm with their own advisors how a trial arrangement is classified for the job location, including any rules on pay, benefits and worker status.

No promise of permanent employment is made by us, and the client decides at the end of the trial.

When the model works

It works for roles where the work can be observed within a short period, such as technicians, installers, estimators and dispatchers. It works poorly for senior leaders, who cannot be judged on a short trial, and for people who would have to relocate or leave a secure position for an uncertain outcome. We say honestly when we think a trial will deter the candidates the client wants.

Entry roles, helpers and some service positions also suit this model, provided the employer has a real plan for development rather than a loose promise.

What candidates think

Strong working tradespeople often decline trials because they are employed and secure. Those who accept usually want a change and are comfortable proving themselves. We tell candidates exactly what the arrangement is, what conversion means and what the employer expects. We do not promise permanence, and we do not allow either side to be surprised by the terms.

We tell candidates that a trial involves risk, and we tell clients that good people have options.

Terms agreed before the start

Conversion terms, the evaluation period, the pay structure during the trial and any fee are written down before the person starts. We do not publish figures or timelines on this page because they depend on the role and the engagement. The client and the candidate both see the terms. A clear agreement protects everyone and prevents resentful conversations later.

Where a candidate shows strong results, we encourage the employer to say so early and to make an offer without waiting for the full period.

Both sides should know in advance what happens if the fit is poor, including how notice is handled and who communicates the decision.

Screening is still the foundation

A trial does not replace screening. We probe into actual job tasks, project scales, verified credentials and specific career motivations, then document findings for you. You must handle your own safety clearances or record verifications if your site requires them. A poor hire on a trial wastes your site time and the person's professional growth.

We stay in contact with both the candidate and the employer during the trial, and we listen for concerns before they become problems.

Making the trial fair

Employers should set clear expectations, assign a mentor and give honest feedback during the trial. Candidates should be told what success looks like. A trial used only to extract cheap work damages both reputations. We decline engagements that appear to be designed that way, and we encourage clients to offer permanent roles directly to the people who impress them.

Honest feedback during the trial helps the employer improve its process, whatever the outcome.

How to ask

If you want to see someone work first, tell us the role, the location and what you would observe. We will say whether a trial is appropriate or whether permanent direct hire is wiser. Our how we work and recruiting fees pages describe the other options, and we answer questions plainly before any commitment.

We do not promise outcomes, durations or speed on this page.

This structure is never assumed, and each request is considered on its own.

What happens next

1. You send the trade, scope and location. Two short steps.
2. Ivan or a senior team member will reach out soon.
3. We search, qualify people live, and send a written brief on each person we present.

Details on our process and recruiting fees.

What happens in The Six-Step Search?

Every Skilled Trades Headhunters client search follows the same six named steps. Here is what happens at each one and what you get from it.

1. 1

   Intake and calibration

   We agree on the work, location, pay, schedule and credentials before contacting anyone.

   What you get: You get a clear role profile with the deal breakers named up front.

2. 2

   Targeted market research

   We map the trade backgrounds and local or traveling talent that fit. We use relevant employer types, referrals and public license lookups where available.

   What you get: You get a search aimed at the actual work, not a job title alone.

3. 3

   Personal outreach

   We contact working tradespeople individually about the opening and what would make a move worthwhile.

   What you get: You reach people who are not replying to your job advertisement.

4. 4

   Live qualification

   Each person is talked through the scope, equipment and schedule in a live conversation. Applicable licenses are checked with the issuing authority.

   What you get: You only hear about people who understand the job and want it.

5. 5

   Written shortlist insight

   We present a short list with a written brief on each person: what they do now, what they want and what to probe.

   What you get: You interview a few people instead of reading a stack.

6. 6

   Interview and offer support

   We help you prepare interviews, discuss the offer and address counteroffers. We stay in touch through the agreed start.

   What you get: You have support for the hiring decision. The signed agreement sets the replacement terms.

Send Us Your Open Role

What we do not do

• No hourly billing and no workers on our payroll.
• No retainer unless agreed in writing.
• No reposting your opening on job boards.
• Not a same-day labor hall.
• No drug, MVR or background checks; your company runs any the role requires.

Details on how our fee works.