Inside our 6-stage screening process
How we narrow hundreds of CVs down to a shortlist you'll actually want to interview.
Choosing between contract and permanent hiring is not only a budget decision. It affects how fast you can start, how much risk you carry and what kind of capability you are building. Here is how we help clients think it through.
Contract staffing gives you speed and flexibility. The professional is on our payroll for a fixed term while working on your projects, and we handle salary, statutory compliance such as PF and ESI, and benefits. You receive one monthly invoice. It suits defined projects, seasonal peaks, cover for leave, and roles you are still validating.
Permanent hiring builds long-term capability and culture. The person joins your payroll from day one, and you pay a one-time success fee only when they join, usually backed by a replacement guarantee. It is the right choice for core roles, leadership positions and anyone who will hold critical knowledge about your business.
Contract-to-hire sits between the two. The person starts as a contractor and converts to your payroll after an agreed period. Both sides can evaluate fit in real work before committing, which is especially useful for new teams or roles that are hard to assess in interviews.
A few questions usually make the choice clear. Will this work still exist in 12 months? How quickly do you need someone productive? Do you have the HR capacity to onboard and manage compliance yourself? And how costly would a wrong hire be in this role?
Many of our clients use a mix: a permanent core team supported by contract specialists for peaks and projects. Talk to us about your roadmap and we will recommend a combination that balances cost, speed and continuity.