FAQs

What is Staff Augmentation?

Staff Augmentation applies when an end client requires one or more individual contributors to augment an existing full-time employee (FTE)staff for a fixed period of time (generally less than two (2) years). Direction is provided by the end client and work is performed on an hourly basis (not deliverable-based).

What is a Managed Project?

Managed Project applies when an end client requires either a turnkey or partial phase of a project performed and / or completed. Generally a Master Contract and / or Statement of Work (SoW) is required to provide design, quality and acceptance of a given work product within an agreed time frame. The engagement is deliverable-based.

What is Managed Service?

Managed Service applies when an end client requires ongoing support and / or maintenance of an existing product, asset or process for the client. Generally, a Master Contract and / or Statement of Work (SoW) is required to provide quality and acceptance of work to be performed on a frequent and ongoing duration.

What is Temp to hire?

Temp to hire is a kind of combination between an FTE and a contractor or consultant. Generally, a potential employee is hired for a fixed duration of time, by a staffing or recruiting company to perform work for a client within a specific role or job function. The end goal is to fill a given position or function, whereby the client can determine if the individual meets the clients requirements for a FTE conversion.

What are the different Employment Types?

Independent Contractor Defined

“The general rule is that an individual is an independent contractor if the payer has the right to control or direct only the result of the work and not what will be done and how it will be done. The earnings of a person who is working as an independent contractor are subject to Self-Employment Tax.”

W2 Employee (Common-Law Employee)

“Under common-law rules, anyone who performs services for you is your employee if you can control what will be done and how it will be done. This is so even when you give the employee freedom of action. What matters is that you have the right to control the details of how the services are performed. Example: Donna Lee is a salesperson employed on a full-time basis by Bob Blue, an auto dealer. She works 6 days a week, and is on duty in Bob’s showroom on certain assigned days and times. She appraises trade-ins, but her appraisals are subject to the sales manager’s approval. Lists of prospective customers belong to the dealer. She has to develop leads and report results to the sales manager. Because of her experience, she requires only minimal assistance in closing and financing sales and in other phases of her work. She is paid a commission and is eligible for prizes and bonuses offered by Bob. Bob also pays the cost of health insurance and group-term life insurance for Donna. Donna is an employee of Bob Blue.”