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

Terminating an Employee in New York: What You Need to Know

Termination is an inevitable aspect that every employer must navigate with diligence...

Case study

New Zealand Based Company Expands to USA with FoxHire

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

Webinar

Conversion Fees for Dummies: A Guide for Recruiters

In this webinar, we break down the often misunderstood topic of conversion...

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