Direct hire or contract: which should you use?
Use direct hire when the role is permanent and core to your business. Use contract when the work has an end date, and contract to hire when you think the job is permanent but want to work together first.
Book a callDirect hire
For core roles you plan to keep. The person is your employee from day one.
Contract
For a project, a deadline or a backlog. Rise is the employer. The role ends when the work does.
Contract to hire
The person starts as a contractor for a trial period, and both sides decide whether to make it permanent. Agree on the terms before day one.
Side by side
| Question | Direct hire | Contract | Contract to hire |
|---|---|---|---|
| Who the employer is | You, from day one | Rise | Rise during the trial, then you if you hire them |
| How long it lasts | Permanent | Until the work ends | A trial period, then permanent if both sides agree |
| When it fits | Core roles you plan to keep | A project, a deadline or a backlog | You think the job is permanent but want to work together first |
Not sure?
Got a steady list of roles? Look at the On Demand Hiring Team. Need a chief financial officer, chief technology officer or chief operating officer? Ask us about a fractional executive on the call.
Questions
Is there a guarantee on a direct hire?
Yes. If a direct hire leaves or is let go in the first 90 days, we refill the role at no fee.
Can a contractor become an employee?
Yes. That is what contract to hire is for.
Who employs a contract worker?
Rise does. Details on the call.
Which model costs less?
It depends on how long you need the person. We tell you straight what the role will cost.