Temporary employees can be the perfect solution when you need extra hands without long-term commitment. But what if that temp worker turns out to be a rockstar? Can you hire them? How soon? What’s the process like?
Let’s break down everything you need to know about the temp-to-hire journey — from evaluation periods to conversion timelines, so you know exactly what to expect.
First Things First: What Is Temp-to-Hire?
Temp-to-hire is a flexible staffing arrangement where a worker starts out as a temporary employee through the agency but can later transition to your full-time payroll after a set period of time (usually around 520 hours).
This model gives both you and the worker a chance to "test the waters" before making it official. Think of it like a working interview that lasts a few weeks or months — giving you time to evaluate performance, culture fit, and attendance before committing.
Standard Evaluation Periods
Most temp-to-hire roles include a set number of working hours before the employee is eligible for conversion. This could be anywhere from 480 to 720 hours (roughly 12 to 18 weeks of full-time work).
During this time, the employee is on the staffing agency’s payroll, and we cover:
- Weekly pay
- Taxes and workers' comp
- Onboarding and compliance
- Coaching and support
So, When Can I Hire Them?
Once the evaluation period is up, you can typically bring them onto your team at no additional cost. If you want to bring someone on sooner, that’s totally doable - we just apply a prorated conversion fee to cover the remaining hours.
Here are your options:
- Wait out the full evaluation period and hire them at no charge
- Buy out the remaining hours to bring them on early
- Direct hire from the start (with an upfront fee, no temp period)
This structure gives you total flexibility while ensuring the candidate is fully vetted.
Are There Any Restrictions?
Not really — but there are contract terms in place to make sure everyone plays fair. If a client tries to go around the staffing agency to hire without honoring the agreed-upon terms, it could result in penalty fees. But we’re always upfront about how things work and happy to talk through the options.
Also keep in mind:
- Some industries may have union rules or job classification laws to navigate
- Direct hire restrictions may vary depending on the client agreement
Common Misconception: "They Work for Me Already"
We hear this all the time. And while temp employees do report to your site and follow your direction, they’re technically employees of the staffing agency until converted.
That means we’re handling payroll, benefits, onboarding, and liability — you get the help without the paperwork.
TL;DR: Temp-to-Hire Is a Win-Win
- You get time to evaluate performance before hiring
- No immediate HR or payroll burden
- Option to convert or walk away with no pressure
- Clear path to bring top talent onto your team
Want to talk about setting up a temp-to-hire program that fits your needs? Contact us now and we’ll help you map out a strategy that works.
