With a direct-hire placement, the candidate is considered a full-time or direct employee of the client company on their first day. We source and pre-screen potential candidates for your open position, and if you choose to move forward with hiring our candidate, you will put them through your typical onboarding process.
With a temp-to-hire placement, the candidate is an employee of Burnett until the client brings them onto their payroll directly. Temp-to-hire services usually presume the candidate will ultimately transition to your company’s payroll after an agreed-upon timeframe.
The fee for a temp-to-hire (TTH) is built into the temporary’s hourly rate versus a direct-hire fee, which is invoiced on the day the candidate starts. Employers can hire our staffing employees directly at any time during the assignment for a liquidation fee.
We’ve learned that the candidate pool is usually different for temp-to-hire vs. direct hire placements. With direct hire positions, there will be a much larger candidate pool interested in the job because passive candidates who may already be employed might consider direct-hire opportunities. “Already employed” candidates generally will not consider leaving a directly-employed role for a temp-to-hire opportunity; therefore, the number of candidates interested in a temp-to-hire role is usually much smaller, especially in a candidate-driven market where experienced and sought-after candidates have more opportunity among open positions. Still, each company’s hiring needs vary on a case-to-case basis.