The choice between temporary staffing, evaluation hire, and direct hire starts with the business decision in front of you. Are you covering work for a defined period? Deciding whether a person fits a continuing role? Or recruiting someone to join your payroll from the outset?
You do not need to choose a service label before calling Express. Describe the workload, the expected duration, and the decision you need help making. The distinctions below can make that conversation more useful.
Temporary and contract staffing
This approach can fit a project, seasonal demand, or a gap in your existing workforce. Start by identifying the work that needs coverage and how long you expect to need help. Explain whether the schedule will be steady, change by week, or depend on a project milestone.
The assignment still needs a supervisor, clear duties, and an onboarding plan. A short duration does not remove the need for training or worksite preparation. Discuss the employment arrangement, billing, screening, and responsibilities with Express before anyone starts.
Evaluation hire
Evaluation hire provides a period to assess someone’s work before making a decision about bringing them onto your company’s team. It may be useful when the position is ongoing and seeing the work in your environment is an important part of evaluating fit.
Define that evaluation in advance. Decide what the person needs to learn, who will give feedback, and what progress should look like. “We’ll see how it goes” leaves both the employer and the worker uncertain. Discuss the applicable terms, the review process, and any transition requirements with the Express team.
Direct hire
With direct hire, Express recruits and screens candidates for a position that joins your company’s payroll. This can suit a continuing role or a specialized search where identifying relevant candidates takes time and focused recruiting.
Bring a clear picture of the responsibilities, required experience, pay range, and decision process. Agree on recruiting terms and fees before the search proceeds. The best conversation includes what makes the opportunity attractive and what could make it difficult to fill.
Compare the decision you need to make
| Primary need | Option to discuss | Key planning question |
|---|---|---|
| Cover work for a period | Temporary / contract | What must be covered, and for how long? |
| Evaluate a potential ongoing hire | Evaluation hire | What will we evaluate and when? |
| Recruit directly onto your team | Direct hire | What qualifications and process will support a decision? |
Look at the whole arrangement
Compare costs alongside the recruiting work, screening, expected duration, and responsibilities included. Ask who handles each part of the process. Make sure the assumptions about schedule, training, supervision, and changes to the assignment are shared.
For example, a manufacturer covering an eight-week increase and an agency replacing a long-term account manager may need different plans, even if both want help quickly. The type of need matters more than the speed of the initial request.
Start with a practical conversation
Tell the Express team about your role, worksite, timing, and the people involved in the hiring decision. Candidate availability, service arrangements, and costs depend on the specific need. A conversation about those details is the next step toward choosing an appropriate approach.
Related Express information: Workforce solutions · Recruitment process.