temp-to-perm

It’s like temp-to-perm except 1000 times worse because it’s Sr resources with families broken on the countrywide collusion to underpay IT workers.

Granted, this has been for gigs (or temp-to-perm) situations, not official, up-front fulltime roles.

This is great, but I don't think he's trying to start a consulting company; he's trying to navigate a temp-to-perm offer.

I'm just wondering whether the problem is that companies are relying on the temp-to-perm pattern in lieu of better available alternatives, or if the temp-to-perm pattern is simply the best option because there is genuinely a short supply of experienced, easily recognizable talent.

I'm not disputing the risk of doing a temp-to-perm project for a prospective new employer.

What's amazing to me is all the recruiters who call you to ask if you want to do temp-to-perm work when you have a full-time job.

At the same time, temp-to-perm makes it harder to find people; it (almost) has to, since asking a candidate to accept a monthlong (or even weeklong) contract is onerous.

#2 will sometimes act as #1 doing conversions of temp-to-perm for a lump sum.

Aside: let's be careful not to pretend that temp-to-perm hiring is any kind of norm.

I didn't provide evidence, but did point out what I see as a smoking gun, which is the trend of temp-to-perm hiring.

It's not the easiest thing in the world to explain, no, which is why I bet most people who do the temp-to-perm thing don't bother, and just pay the contractor according to their yearly salary.

If you come across a gig that wants to do this temp-to-perm dance, and you're amenable to it, my advice is to ask instead to just do a series of contracting gigs at a reasonable rate instead of taking full-time employment.

If that's true, the companies running "trial weeks" and other temp-to-perm arrangements should be able to quote the retention rate they have from these programs.

I'm biased (I think all temp-to-perm arrangements are so far off the market that they're essentially exploitative), but my observation says "weeks" is a more typical term.

There are big problems with processes that work this way --- as a group, they're "temp-to-perm" arrangements, although your "one day" version of it occupies the less odious end of the spectrum.

Temp-to-perm is not conventional hiring; if you do it, you are not hiring the way AmaGooBookSoft hires.