You will work with real people on our side: Erin Kowalczyk leads day to day recruiting, Marcus Delgado runs retained search, and Tanya Whitaker handles payroll and compliance when we place W-2 contractors. We will keep the work moving with clear shortlists, written start dates, and documented pay and schedule details, so you are not back in the same coverage problem two weeks after someone starts.
What we do
Recruiting and staffing covers the work we agree for the roles you ask us to fill, from intake through a confirmed start date, plus contractor onboarding and payroll when we are the employer of record. It normally includes an intake call and job scoping, pay rate and job description tune up, sourcing and outreach, phone screens, and sending you a shortlist with our notes.
Any role specific deliverables, timelines, service options (contingency, retained, contract, temporary, contract to hire), and add ons like reference checks or background coordination are listed below as part of this agreement.
Payment
For retained search, we invoice 30% to start, and the other 70% when the search is complete. A search is complete when you accept a candidate and we have a confirmed start date in writing, or when you close the role. If you put the role on hold, we pause work and confirm next steps with you.
For ongoing staffing, we invoice at the start of each month. Every invoice is payable within 7 days of its date. If an invoice goes past due, we may pause sourcing, candidate submissions, interviews, and contractor starts until the account is brought current. We will tell you before we pause anything time sensitive.
Placement fee timing
For a permanent hire we introduce, the placement fee is earned when your selected candidate accepts your offer, even if the start date is later than planned or the offer details change during final negotiations. This includes offers made to our candidate after an earlier pause, a reopened requisition, or a change in title, shift, or reporting line, as long as it is the same hire.
The fee amount and how it is calculated are set in your proposal or engagement letter. If you want to extend an offer directly, through a related company, or through a different location or department, tell us first so we can confirm in writing how the fee will apply before you proceed.
Replacement options
If a permanent hire we placed leaves or is let go soon after starting, tell us right away so we can protect your coverage. We will agree the next step with you in writing: either we run a replacement search, or we apply a fee credit toward a new search.
The replacement window and any conditions are set in the engagement letter for that search. In practice, we will ask for a quick summary of what happened, confirm whether the role requirements, pay, shift, or supervisor changed from intake, and then restart outreach using what we learned. If the role has materially changed, we may need to reset the search plan and fees before continuing.
Confidentiality
We both treat what we learn through this work as private. On our side that includes your hiring plans, pay details, internal issues affecting retention, and anything you share about schedules, overtime, production targets, or customer deadlines. We only share what a candidate needs to evaluate the role, and we do it in a way that does not expose your business to the market.
On your side, candidate resumes, contact details, screening notes, and interview feedback stay confidential and are used only for your hiring decision. When our engagement ends, we will return or securely dispose of your non public materials we still have, and you will stop using our candidate materials except as needed for people you hired.
How we are set up
We are an independent recruiting and staffing partner, not your employee. We choose how we run sourcing and screening, and we use our own tools, templates, and networks to do the work. We are responsible for our own business expenses, taxes, and insurance.
When we place W-2 contractors on our payroll, we are the employer of record for those workers for payroll purposes. Tanya Whitaker manages onboarding paperwork and I-9 collection and we run payroll. You still control the day to day work on your site, including supervision, safety practices, and timekeeping approvals, and you agree to confirm time worked on the schedule we set together so pay runs on time.
Ongoing monthly work
When you engage us on a retainer for ongoing recruiting and staffing, the work runs month to month and renews automatically each month. We invoice at the start of each month, and invoices are payable within 7 days of the invoice date.
Either of us can stop the retainer by giving the other written notice. We will agree the notice period with you in writing when the retainer starts, because it depends on what roles are in flight and whether contractors are on our payroll. When notice is given, we will finish any agreed interviews already scheduled, send you the status of active candidates, and confirm what work will and will not continue through the end date.
What we are responsible for
We take screening seriously, but we cannot promise that any hire will work out. Your team makes the final hiring decision, sets pay and working conditions, and manages performance once someone starts. That means we are not responsible for a candidate’s on the job performance, attendance, or conduct after hire.
We are responsible for doing the recruiting and staffing work we agreed to, and for handling payroll correctly for W-2 contractors we employ based on the time you approve. If something goes wrong, tell us quickly so we can limit the impact. We do not cover indirect losses like lost production time, missed profits, or knock on costs that sit outside our invoices.
Ending the engagement
Either of us can end recruiting and staffing by giving written notice. We will agree the notice period with you in writing at the start of the engagement, because it depends on whether this is a retained search, ongoing staffing, or active contractor payroll.
If the engagement ends, you will pay for work done and committed costs up to the end date. For retained search, that includes invoices already issued and any work completed toward the “search complete” point we agreed. For contractors on our payroll, we will confirm the last day we can support shifts and payroll processing, and you will approve final time promptly so we can pay people on time. We will hand over the current status of your open roles and any candidate shortlists already submitted.
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