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.
Direct hire is a recruiting arrangement where a staffing partner finds a candidate who joins the client as a permanent employee from day one. Often called permanent placement, it leaves the client as employer and payer, while the partner earns a one-off fee.
Talent acquisition is the ongoing work of finding, attracting, assessing and hiring people to meet an organisation's long-term skill needs. Unlike reactive recruiting, it plans pipelines, employer brand and hiring process ahead of individual vacancies.
A contingent workforce is the people who work for an organisation without being its permanent employees. It includes contractors, freelancers, consultants, temporary staff and workers supplied by agencies or service providers.
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.
A freelancer is one self-employed professional you contract with directly; an agency is a firm that supplies vetted people or a managed team. The agency costs more but carries more delivery and employment risk and offers continuity.
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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