What this covers
You end up with a contractor who can start when you need them to, at a rate you can sign off, with right-to-work and onboarding handled so week one is about delivery, not clean-up.
I run contract staffing end to end: I take the role brief, benchmark the rate, source and screen, and get you to a shortlist you can interview. After that, I steer compliance, onboarding, and the timesheet and invoice handover so the start date sticks.
I keep everything moving toward two decisions: who you want, and when they can start. I’ll pressure-test the brief, sense-check the day rate against what the market is paying this week, and screen for the things that cause week-one failure: gaps in hands-on ability, availability drift, and contract red flags.
About me
I’m Camille Favier, a contract staffing recruiter. I do this work for operations teams who get put on the clock by a project kickoff or a resignation. My day is split between intake calls, screening conversations, and keeping start dates from slipping because an approval, a document, or a term was missed.
I’m usually brought in when speed matters but a wrong hire is expensive. I don’t send a stack of CVs and ask you to guess. I give you a small shortlist with notes you can use in an interview, I flag compliance risks in plain English, and I keep rate and availability tight so you can make a decision without a second round of surprises.
Selected work
A few recent contract staffing engagements where the goal was the same as yours: a name, a start date, and a contractor who holds up on the job.
Portfolio
Site PM contractor cover. Urgent cover after a resignation. I aligned scope and day rate on day one, screened for on-site coordination experience, and had interviews booked inside 48 hours so the project plan kept moving.
Accounts temp backfill. Short-term finance backfill during a system change. I screened for the exact tools in use, checked right-to-work up front, and set up a clean timesheet flow so payroll and invoicing didn’t become a second job for the manager.
Warehouse supervisor contract. Operational role where week-one performance is obvious. I focused screening on shift coverage, people management, and pace, then coordinated interviews around ops hours to avoid delaying the start date.
“I got a shortlist fast, and the contractor did the job from day one.”
Operations manager, a project team under a hard deadline
How I work
You’ll see me push for clarity early, because speed comes from decisions that don’t need to be reopened. I’ll tell you what I need from you, when I need it, and what I can confirm on my side without waiting on your internal chain.
1. Role brief and rate Day 1 I take a tight brief from you: must-haves, nice-to-haves, on-site expectations, start date, and contract length. I’ll come back with a day-rate range based on current market pull and the trade-offs that move the rate up or down. You approve the target rate and the interview bar. 2. Source and screen Days 1-3 I run a sourcing sweep and book screening calls. I check hands-on fit against your must-haves, confirm availability in dates, and test motivation for this exact contract. I also flag any early compliance concerns that affect whether someone can be onboarded in time. 3. Shortlist and interviews Days 2-5 You get a small shortlist with notes you can use straight in an interview. I coordinate interview slots around your calendar, keep candidates warm, and keep rate and start date aligned as things move. After interviews, I’ll debrief with you and move quickly on offers and fallbacks. 4. Compliance to handover Days 4-7 Once you choose, I run the compliance and onboarding checklist: right-to-work, insurance where needed, and the information your process requires for a clean start. I set up the timesheet and invoice workflow between you and the contractor so there’s a single agreed route from hours worked to payment.
What it costs
Pick the tier that matches how much ambiguity you have on the role and how quickly you need someone on-site. Each option covers the same 7-day flow.
Priced items
Getting started
If you want me to start moving candidates, the fastest path is a signed proposal and a 20-minute intake call.
1. Sign this proposal. 2. Pay the 30% booking invoice to secure the start. 3. Send the role brief and two interview windows so I can book screens and interviews.
Signature
Fee summary
Booking and payment
I book the engagement when you sign and the 30% invoice is paid. The remaining 70% is invoiced when the engagement is complete. Each invoice is payable within 14 days of its date.
What counts as complete. An engagement is complete when I have delivered the shortlist pack and either you have made a selection to onboard, or you confirm in writing that you are pausing or closing the search.
Changes to the role. If the role brief changes after Day 1, I will re-benchmark the day rate and tell you what changes in the sourcing plan. If the scope no longer matches the tier, I will price the change before I proceed.
What I need from you. To keep the 7-day timeline, I need a named decision-maker, interview availability within 48 hours of receiving a shortlist, and your required paperwork list up front, including right-to-work and insurance requirements.
Compliance and liability
I coordinate compliance checks and collect the information needed for onboarding, but you make the final call on whether a contractor meets your requirements. If you need a specific check, you need to confirm it in writing.
Contractor withdrawal. If a contractor you selected drops out before the agreed start date, I will restart sourcing for that same role brief at no extra service fee for 10 business days, as long as the rate and terms stay the same.
Confidentiality. I keep role details, project information, rates, and internal notes confidential, and I ask you to keep candidate information confidential. I can share only what you approve for the role and interview process.
Ownership of work. You own the shortlist pack and notes I provide for your internal hiring decision once your invoices are paid. Candidate personal data stays limited to what you need to evaluate and onboard the contractor.
