Telecom Staffing Agency — Skilled Staff, Fast

Co-employment means the staffing agency and the client share employer responsibilities for a temp worker. Scout Finders handles hiring, payroll, taxes, workers' comp and I-9/E-Verify; you direct the day-to-day work. Both parties have obligations under federal anti-discrimination law, which is why working with a compliant agency matters.

Absolutely. Many clients use temp-to-hire to assess performance and fit before extending a permanent offer; conversion terms are agreed up front.

It starts with your requirements — role, skills, start date. We assign a vetted worker, pay and insure them as the employer of record, and you manage their day-to-day work. No long-term commitment, and temp-to-hire conversion is always on the table.

For temp and contract staffing you pay a bill rate that bundles the worker's pay plus a markup covering payroll taxes, workers' compensation, unemployment insurance and our service. For direct-hire, you pay a one-time placement fee (typically a percentage of first-year salary) only when you hire — no hire, no fee.

For direct-hire and permanent placements, your business employs the candidate — no co-employment and no license claim; we lead with ASA membership and structured candidate vetting. Across the US, Scout Finders supplies temp and contract staff as the W-2 employer of record — payroll, taxes, workers' compensation and I-9/E-Verify — operating as a co-employer with your business under federal law (co-employment, ACA, EEOC). A few states (IL, NJ, MA) require staffing/temp registration, which we hold where we operate.