Contract-to-hire is a hiring model where a person starts as a contractor for a trial period, after which the client can offer them a permanent role. Both sides test the fit in real work before committing to employment.
Unlike direct hire, which employs a person from day one, contract-to-hire starts them on a temporary contract that can later become permanent. It trades early flexibility and a working trial against candidate appeal and commitment.
Contractor-to-employee conversion is moving an independent contractor onto an employment contract, either directly or through an employer of record. It changes their legal status, pay, benefits and protections, and ends the old contractor agreement.
IT staffing is the practice of sourcing and placing technology professionals with a company on a contract, contract-to-hire or permanent basis. A staffing partner finds and screens candidates, and often employs contractors, while the client directs their work.
A trial period is an agreed opening phase of a job or engagement in which both sides test fit and either can end it on shorter notice. In employment it is usually called probation, and its terms depend on the contract and local law.
Staff augmentation embeds contract engineers in your team for a period; permanent staffing finds people you hire as your own employees. What separates them is who employs the engineer and for how long.
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