Employer FAQs

Using a staffing company in Dallas will be a huge benefit and resource for your company’s hiring needs, especially in a candidate-driven market. Our partnership process begins with an employee-owner about your company culture, hiring needs/preferences, what you are looking for, your timeline, etc. We will also discuss terms and fees that apply to your company’s specific situation and will then issue a contract for your review based on the agreed-upon terms. Our fees are contingency-based, meaning you only pay a fee once we find the right candidate for your role or temporary assignment. The initial agreement process is standard within our industry and is as quick as you need it to be.

Once the agreement process has taken place, our recruiters in Dallas (or other Texas cities, if needed) can start taking job orders from you/your hiring manager and get to work sourcing and presenting candidates for your open positions. 

Great question. Our recruiting firm in Dallas is the largest employee-owned staffing firm (link to ESOP page) in the state of Texas and the 2nd largest in the U.S. – that means you will be working with an employee-owner of the company throughout the entire placement process. Our firm’s mindset is heavily invested in your company’s success because that ultimately drives the partnership’s success and passion for what we do, which is helping careers and companies grow. 

Also, our company is a nationally-certified woman-owned business. This is a huge benefit to companies who like to take advantage of the perks of diversity vendor spend in Dallas / Fort Worth. 

Another differentiator from our Dallas recruiting agency competitors is our long-tenured recruitment and leadership team, as well as how long we’ve been in business. Burnett was established in Houston in 1974 with one office and has grown to 9 offices in Dallas, San Antonio, Houston, Austin, El Paso, and The Woodlands. The benefit of having multiple offices across the state is our ability to successfully manage your company’s hiring and temporary staffing needs in numerous geographical locations without having to work with various vendors.    

Also, our company sources and places candidates with different skill specializations (link to skill specializations page) because of our diversified recruitment team’s knowledge and expertise. Our more comprehensive range of placement services also allows your human resources or hiring a team to work with one experienced resource for your hiring needs, which is unique in our industry. We were recently ranked as the largest direct hire firm and the 2nd largest temporary staffing firm by the HBJ. 

Because of our proven recruitment process and being in the staffing business for over 45 years, we can present candidates for your open position in as little as 24 hours, depending on your hiring needs and requirements. We’ve found that the presentation process tends to go quicker with transparent and efficient communication between your company’s hiring manager and our recruitment team. 

Our industry-standard fees are competitive, and our services are delivered with exceptional and professional customer service. Our direct hire fees are generally a percentage of the employee’s first-year salary. Temporary and temp-to-hire fees are built-in to your candidate’s hourly bill rate, which is also standard among temp agencies in Dallas, TX. We also offer payrolling services (link to payrolling page) to clients who want to hire a specific candidate that they have sourced but need to outsource the administrative and hiring process to us. During your initial conversation with our headhunters in Dallas, TX, you discuss any fees based on your organization’s hiring needs. 

We also offer a guarantee for our placements. Should the employee not meet the agreed-upon the guarantee period of employment, we will provide a one-time replacement for that position.

We calculate a temporary employee’s “bill rate” (the rate at which you are billed for their time per hour) based on several factors. The bill rate includes the hourly pay rate at which you determine and the administrative expenses, taxes and insurance, employee benefits if applicable, and recruiting and operational costs we incur when providing temporary employees for your company. By transferring the payrolling and staffing responsibility to Burnett/Choice Specialists, companies usually see a significant decrease in employment costs. 

Absolutely. Think of us as a resource to help attract and retain top talent. Our job is to stay up-to-date on market trends in your industry, and we want your company to be successful in reaching your goals.

At Choice Specialists, we interview applicants, perform a background check, and reference checks on candidates before client presentation for open positions or temporary assignments.

Background checks are conducted on all candidates we represent for our hiring purposes. We also encourage our clients to do additional background screening on direct hire candidates during the company’s on-boarding process to include any specific or unique requirements their company’s HR policies may have in place. 

Drug testing is conducted at the request of the employer, and depending on the level of testing, costs may be passed through to the employer. This is standard with most Dallas employment agencies.

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.