Temporary Placement FAQs

What is the benefit of Temporary to Permanent vs. Permanent Placements?

With unemployment still low, it is normally in your best interest to go permanent hire. If you are filling either a really low or high-level position, you may find quality applicants willing to work temporary to permanent. Most good mid-level applicants are currently a challenge to find. You may want to look at both temporary to permanent and straight permanent applicants to compare quality.

If you want to make sure the person is a good fit for your environment, we do offer a 120-day guarantee on permanent placements.

If you are trying to reduce turnover and want to make sure the person fits into your environment or only have a budget for temporary help and not for perm fees, then temporary to permanent may be the right answer. The key during temporary to permanent is to have clear expectations, communications, and time frames. Try to make the length of probation reasonable, like 90 days maximum. Many companies also apply the temporary time worked towards benefits if there is a waiting period.

What are your markups?

We do not normally work on set markups. There are set costs that apply to all temporary placements. We are responsible for paying the employee's hourly rate and also payrolling costs (worker's compensation, bonding, payroll taxes, ADP fees, direct deposit, unemployment, Paid Time Off, etc.). Payrolling costs are calculated at 30% of the hourly rate. To the hourly rate and payrolling costs, we build in an hourly gross margin, which is our profit.

If you want to hire your temporary employee, we will apply our gross margin or profit made to the permanent placement fee.

How long do I need to keep the person before bringing them onto my payroll?

There is no set timeframe for you to keep people before you convert them. We invoice for the permanent placement fee when the person goes onto your payroll. We calculate our profit margin on the placement to date of conversion and the rest is due when you convert the temporary candidate. We can work with you and your budget! Normally it is in everyone's best interest to have a quick conversion. The longer the candidate is working temporary, the more likely it is they will get frustrated with the situation.

How are we invoiced for Temporary Placements?

We invoice and run our payroll weekly with the receipt of approved timecards. Payments are due upon receipt.

We would be happy to talk with you about your best option. Remember, we always have one goal in mind at Advanced Placement Team, and that is to make sure it is a win/win/win situation for everyone involved.

If we didn't cover your question, please feel free to contact us! We are very open with information and would enjoy talking with you!