Contract Staffing and Contract-to-Hire for Tech Enterprises
Flexible, compliance-clean talent on vendor payroll - deployed with FYRE™ quality scoring and conversion readiness built in from Day 1.
Flexibility Without Sacrificing Fit
48-Hour First Shortlist
Every profile reviewed by a domain expert before it leaves our desk. Fast because we prepare - not by lowering the quality bar.
Full Statutory Compliance
PF, ESI, gratuity, TDS, PT - India statutory obligations handled end-to-end. US W-2 and co-employment compliance managed across every state.
90-Day Retention SLA
Post-deployment monitoring, early attrition signals, and onboarding loops. We don't exit at deployment - we stay accountable for outcomes.
How We Deploy Contract Talent
Fit Discovery Session
Structured intake with the hiring manager - role success patterns, domain context, team dynamics, and red flags. A Role Discovery Brief is shared and validated before sourcing begins.
FYRE™ Yield Matching
AI-backed multi-layer scoring across technical skills, domain knowledge, behavioural profile, and cultural alignment. Maximum five profiles per shortlist, each with written rationale.
Scenario-Based Assessment
Candidates evaluated with role-specific caselets and scenario assessments. Context readiness, not just credential depth.
Compliance-Clean Deployment
Vendor payroll setup, statutory registrations, offer documentation, and onboarding integration - all handled end-to-end.
Execution Loop
Post-deployment check-ins at 30, 60, and 90 days. Attrition signals tracked. Feedback fed back into the hiring engine for every subsequent requirement.
The Right Way to De-Risk Senior Tech Hires
C2H is the closest thing recruitment has to a "try before you buy." Most implementations fail because conversion readiness is not built into the intake process. At Qfyre, every C2H deployment is designed for conversion from Day 1 - not retrofitted after a contract period.
Standard C2H
- Contractor deployed, conversion considered later
- Conversion fee is a surprise to procurement
- No conversion-readiness tracking during contract
- High friction at conversion stage
Qfyre FYRE™ C2H
- Conversion-ready profiling from Day 1 intake
- Pre-agreed conversion terms in the initial contract
- 30/60/90 day readiness check-ins documented
- Smooth, data-backed conversion with retention SLA
Frequently Asked Questions
Common questions from TA leaders, procurement heads, and tech hiring decision-makers.
What statutory compliance does Qfyre manage for contract staff in India?
For contract staff deployed in India, Qfyre manages employer-of-record obligations including PF, ESI, professional tax, TDS, and gratuity compliance where applicable. The client organisation carries no direct employer liability for the contractor's statutory deductions. Compliance documentation and payroll reports are available on an agreed schedule. For US engagements, we support W-2 compliant contract arrangements. For a full breakdown, see our guide to payroll compliance for contract hires in India.
Can contract hires convert to permanent roles?
Yes. Conversion terms, including applicable fees, are agreed upfront as part of the initial contract rather than negotiated at the point of conversion. This removes procurement friction when both parties want to proceed. Where conversion is the client's objective, we structure the intake and candidate profiling with that in mind from the start, rather than treating it as an afterthought at the end of the contract period.
How quickly can Qfyre deploy a contract resource?
For roles within our active talent pipeline, first shortlists are typically ready within two to three business days of a completed intake brief. Deployment timelines after that depend on notice periods, background verification, and client-side onboarding processes. For specialist or niche roles with a thin talent pool, we will give you an honest market assessment before committing to a timeline.
What happens if a contract resource does not work out?
We stay close to every active deployment through regular check-ins rather than going quiet after placement. If a performance concern surfaces early, we engage before it becomes a formal issue. The terms for early exits and replacement, including the timeframe and process, are agreed in the engagement contract so both parties have clarity before the contractor starts.