FAQ's

Whether you’re hiring or looking for your next role, you might have questions about how staffing works. Since 1980, HRU Technical Resources has helped employers and job seekers nationwide with contract, contract-to-hire, direct hire, and RPO services.

Below, we answer the questions we hear most, from how staffing agency fees work to what to expect when you work with a recruiter.

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For Employers

Contract is recommended for project work, when you are uncertain of the long-term outlook of the staffing need, or you just need to fill a skill gap quickly. Contract-to-hire lets you see someone on the job before making a permanent offer. Direct hire is best for long-term roles where you want the person on your payroll from day one. RPO fits into ongoing or high-volume hiring, with HRU running part or all of your recruiting.

Direct hire fees are typically a one-time percentage of first-year salary, commonly 15–25% across the industry. That fee can vary based on the volume of hiring, difficulty of the search, or if the search is retained. Contract roles are billed hourly, with a markup on the worker's pay that covers payroll taxes, insurance, benefits, and recruiting. Your cost depends on the role, skill level, and length of the engagement, and HRU provides a custom quote.

Founded in 1980 and headquartered in Lansing, Michigan, HRU has more than 45 years of staffing experience. We take a consultative approach, learning what you need beyond the job description, and the results show it: 1 in 5 resumes we submit earns an interview, 46% of interviews lead to an offer, and the people we place rate us 4.98 out of 5. HRU is ISO 9001 certified, and 25% of our hires over the past three years have been veterans.

For Job Seekers

No. HRU's services are always free for job seekers.

Regardless of what your motivators are for making a career move, utilizing a 3^rd party supplier like HRU can provide many benefits:

It’s a free resource for any job seeker
Access to HR and Managers within organizations that may be more apt to hire folks on contract as opposed to direct hire as their initial stage of employment.
Health benefits access that not all 3^rd party suppliers provide while on contract.

HRU does not have any control over a client’s decision to hire a contract on as a direct employee. Some roles are planned as contract-to-hire while others are more ambiguous. However, we try to be transparent with our contractors about the expectation and typically see X% of contractors convert, but this varies by client. Direct hire decisions are typically based on a combination of budget, business needs, and performance.