Book a demo

Absolutely. If a recruiter utilizes a back-office service provider for their contract placements, that provider can add the recruiter’s conversion fee language (or Conversion Fee Agreement) into its own Client Services Agreement. Please note that the provider is not under any obligation to invoice for the conversion fee or enforce its payment.

Then, when the company wants to convert the contractor to a full-time employee, the recruiter should contact the back-office provider and submit the date that the recruiter and their client have agreed upon for the conversion. Once the conversion occurs, the back-office provider will handle the transfer of the employee from its own employment to the client’s.

Most importantly for the recruiter, the provider should not take any portion of the temp-to-direct conversion fee that the recruiter negotiates with their client company.

You may also be interested in…

Article

Top 5 Creative Hiring Solutions for Small Businesses

Introduction In the competitive landscape of today's job market, small businesses often...

Case study

New Zealand Based Company Expands to USA with FoxHire

How can an international company expand to America and hire new employees?...

Webinar

Why Contract Staffing Should Be in Your Playbook

Are you a direct hire recruiter looking to grow your business? Contract...

A complete Employer of Record (EOR) platform for onboarding, payroll, and compliance – so you can hire without the hassle.