Contract-to-Hire
Contract-to-Hire is a hiring arrangement where a company brings on an employee initially as a temporary contractor, with the intention of potentially converting them to a permanent employee after a set period (usually 3-6 months). This approach gives both the employer and employee a chance to evaluate if they're a good fit before committing to permanent employment. It's similar to a trial period or probation period, but structured as a contract position. Other names for this include "temp-to-hire," "temp-to-perm," or "try before you buy" arrangements.
Examples in Resumes
Placed 50+ IT professionals in Contract-to-Hire positions with Fortune 500 companies
Managed Temp-to-Hire recruitment programs for technical roles
Successfully converted 90% of Contract-to-Hire placements to permanent positions
Typical job title: "Contract-to-Hire Recruiters"
Also try searching for:
Where to Find Contract-to-Hire Recruiters
Professional Networks
Example Interview Questions
Senior Level Questions
Q: How do you handle the transition process from contract to permanent employment?
Expected Answer: Should explain the process of evaluating contractor performance, negotiating conversion terms with clients, managing timing of conversion offers, and ensuring smooth paperwork transition while maintaining relationships with both client and contractor.
Q: What strategies do you use to maintain high conversion rates in contract-to-hire placements?
Expected Answer: Should discuss proper expectation setting, regular check-ins with both parties, clear communication of conversion criteria, and proactive problem-solving during the contract period.
Mid Level Questions
Q: How do you explain contract-to-hire benefits to potential candidates?
Expected Answer: Should demonstrate ability to highlight advantages like mutual evaluation period, opportunity to experience company culture, and potential for permanent employment while addressing common concerns about job security.
Q: What are key factors to consider when setting contract-to-hire terms?
Expected Answer: Should mention contract duration, conversion timeline, pay rate considerations, benefits structure, and clear performance expectations for conversion.
Junior Level Questions
Q: What is the difference between direct hire and contract-to-hire?
Expected Answer: Should explain that direct hire is immediate permanent employment, while contract-to-hire starts as temporary with potential for permanent conversion after a trial period.
Q: How do you track contract-to-hire conversion deadlines?
Expected Answer: Should describe basic process of maintaining a calendar or tracking system for contract end dates and conversion discussion timelines.
Experience Level Indicators
Junior (0-2 years)
- Basic understanding of contract-to-hire arrangements
- Candidate screening and interviewing
- Contract documentation handling
- Basic client communication
Mid (2-5 years)
- Contract negotiation
- Conversion process management
- Client relationship building
- Performance evaluation tracking
Senior (5+ years)
- Strategic program development
- High-volume account management
- Contract-to-hire program optimization
- Team leadership and training
Red Flags to Watch For
- No experience with employment contracts or terms
- Poor understanding of conversion processes
- Lack of experience in contractor relationship management
- Unable to explain contract-to-hire benefits to stakeholders
