Skip to content

Four ways to engage the same vetted talent.

Flexible capacity, try before you commit, consultants from our own payroll, or permanent hires. One standard behind every placement.

  1. Contract

    Flexible capacity, on demand

    Vetted engineers for a defined period. Scale up for a release, a migration or a peak quarter, and scale back without friction.

    How it works

    • We agree the role, rate and duration in the brief
    • Shortlist in days, start on your date
    • Timesheets, one invoice, one point of contact
    Best for
    Project spikes, Specialist skills, Fixed-term initiatives
    Commercials
    Bill rate and terms agreed up front.
    Timeline
    Shortlists in days

  2. Contract-to-Hire

    Try before you commit

    Start on contract, then convert to full-time once they have proven their fit with your team, stack and culture.

    How it works

    • Same vetting as every other model
    • A contract period long enough to be sure
    • Convert when you are ready, on terms agreed at the start
    Best for
    De-risked hiring, Growing teams, Culture-fit validation
    Commercials
    Bill rate during the contract and conversion terms agreed up front.
    Timeline
    Convert when you are ready

  3. Staffbee Direct

    Our own consultants, your mission

    Consultants we employ in the US and India, support and stand behind, deployed to your programme. Continuity for you, a real employer for them.

    How it works

    • Engineers employed by Staffbees with benefits (W2 in the United States)
    • Deployed to your programme with a single bill rate
    • Supported between, during and after engagements
    Best for
    Long-running programmes, Compliance-sensitive work, Single-vendor simplicity
    Commercials
    One bill rate covering salary, benefits and compliance.
    Timeline
    Bench-ready talent

  4. Permanent

    Build your core team

    Full-time placements for the roles that define your organisation. We search, screen and present candidates ready to grow with you.

    How it works

    • Retained or contingent search, agreed per role
    • The same six checks, plus a deeper fit review
    • Offer and onboarding support through the start date
    Best for
    Leadership and core roles, Team foundations, Long-term growth
    Commercials
    Search fee agreed per role, retained or contingent.
    Timeline
    Retained or contingent search
At a glance

Which model fits the work?

Most clients start with one and add another as the programme matures. Your Staffbees lead recommends a mix in the brief.

AttributeContractContract-to-HireStaffbee DirectPermanent
Speed to startFastestFastFastMeasured
FlexibilityHighestHighMediumLowest
ContinuityFor the termConverts to permanentHighestPermanent
Who employs the engineerStaffbees or partnerStaffbees, then youStaffbees payroll (W2 in the United States)You
Best forProject spikes, Specialist skills, Fixed-term initiativesDe-risked hiring, Growing teams, Culture-fit validationLong-running programmes, Compliance-sensitive work, Single-vendor simplicityLeadership and core roles, Team foundations, Long-term growth
Questions

Questions about engaging us.

  • Contract, contract-to-hire, Staffbee Direct (consultants employed by Staffbees, W2 in the United States) and permanent placement. Many clients combine them, for example a Staffbee Direct lead with contract specialists around them.

Not sure which model?

Describe the work. Your Staffbees lead will recommend a mix in the brief, with no obligation.

United States
+1 (215) 323-6902