A project team changes size many times before the work ends. Design needs one group of people, construction support needs another, and a permit delay can change your plan in a week. Full-time hires for every change are hard to justify, and short contracts leave you with engineers who go to the next job when the work ends.
Contract-to-hire gives you a third choice. You bring an engineer on for a set period, you watch the work, and you decide whether to offer a permanent role.
I write about how project teams build their staff, and I judge each hiring option by three checks. Does it protect your schedule? Does it limit risk to your budget? Do the people fit your team? I used the same three checks to choose the firm I recommend below.
If you want a partner that handles this kind of hiring, Eichleay offers staff augmentation engineering with contract-to-hire as one of its engagement types.
Below, I explain when this model fits, how to set it up, what to measure, and how to choose a partner. You will finish with a clear plan you can use on your next project.
Why Contract-to-Hire Fits Project Work
Project work comes in phases. Your need for piping designers, controls engineers, or field engineers rises and falls with the schedule. A permanent hire made for a peak can leave you with a cost you cannot support after it.
A trial period fixes that problem. An interview shows you what a person says about their skills. Three months on your project shows you what the person does.
A bad hire costs you salary, training time, and the focus of your team. A contract-to-hire arrangement lets you see the fit before you make that commitment.
The engineer benefits as well. They see your team, your standards, and your site before they accept a permanent role. Both sides make a better choice with more information.
When I Recommend This Model
Contract-to-hire works best in these cases:
- Your project will last a year or more, and more work may follow.
- You have a permanent role open and want to confirm the skills before you fill it.
- You need a specialty such as electrical, instrumentation, or process engineering, and the search is slow.
- You expect growth, but the budget for new staff is not approved.
- Your team needs help now, and you want the person to stay if the work goes well.
When Another Option Is Better
I want you to choose the right tool, and contract-to-hire does not suit every need.
- If you need help with one short task, a plain contract is simpler.
- If you already know the person and trust their work, a direct hire saves time.
- If you need a full team on site, ask for a managed team instead of a single placement.
A good partner will tell you which option fits. Be careful with any firm that offers only one answer.
How to Set Up the Contract Period
A clear setup prevents most problems. I suggest these steps:
1. Write the role in plain terms. List the discipline, the tools, the project, and the results you expect.
2. Set the trial length. Three to six months gives you enough time to see real output.
3. Agree on conversion terms before the engineer starts. Cover the salary range, the start date, and any fee.
4. Give the engineer real work on the first day. Light tasks tell you little.
5. Hold check-ins at 30, 60, and 90 days. Share your feedback and ask for theirs.
6. Make your decision before the trial ends, and tell the engineer the result.
What to Measure During the Trial
Choose your measures at the start, and write them down. Here is the list I use:
- Quality of the technical work and the number of corrections it needs
- Clear communication with your team, your vendors, and your contractors
- Safety habits on site and in the office
- Response to feedback and change
- Fit with the culture of your team
Skill is only part of the picture. An engineer who communicates well and follows safety rules often adds more value than one who has strong skills and poor habits.
What to Look For in a Staffing Partner
Not every staffing firm handles engineers well. Look for these points:
- Technical vetting. Recruiters should not be the only people who review candidates. Engineers should review them too.
- Clear employment terms. Know who employs the person during the trial and what benefits they receive.
- Range of engagement types. You should be able to choose short-term, long-term, contract-to-hire, or direct hire.
- Breadth of disciplines. Your needs will change, and your partner should cover many roles.
- Stability. A firm with a long record and loyal staff is more likely to place people who stay.
Why I Recommend Eichleay
Eichleay meets each of these points, and their background explains why.
They are a family-owned industrial engineering firm with a history that dates to 1875. Five generations of the family have led businesses in engineering and construction. Today they deliver engineering, procurement, and construction management for clients in the process, power, and manufacturing sectors. Their work comes from four offices in the western United States, and about 91 percent of it comes from repeat clients.
That matters for you because their staffing comes from people who run projects. Their staff augmentation supplies engineering, design, construction, and project management professionals. A placement can be one role or a fully managed on-site team.
Here is what sets their approach apart:
- Candidates pass through their recruiters and through technical experts in the wider company. That review checks both skill and culture.
- Engagements can be short-term, long-term, contract-to-hire, or direct hire.
- A live candidate database and an active alumni network help shorten the time to fill a role.
- Placed staff are full Eichleay employees with comprehensive benefits, career advancement, and professional development.
- The role list is broad. It includes engineering and design, field engineering, project controls, procurement, scheduling, construction management, and health and safety.
Their numbers on people support this. Employee retention is 94 percent, average tenure is about ten years, and more than 40 percent of new hires come from employee referrals. Engineers who receive good support tend to do good work, and that helps your trial period.
Safety is a core value for them. Eichleay companies have logged zero OSHA recordable or lost workday cases since 2014, and their current Experience Modification Rate is 0.67. When you place a person on your site, that record gives you confidence.
Their client list includes names such as Chevron, Genentech, Shell, SpaceX, and Valero. That range shows they understand complex facilities in many industries.
Questions to Ask Before You Sign
Bring these questions to any provider, including Eichleay:
- Who reviews the technical skills of each candidate?
- What are the terms for converting an engineer to your payroll?
- How long does it take to fill a role like mine?
- What benefits does the engineer receive during the trial?
- What happens if the fit is wrong in the first month?
Clear answers tell you how the firm will act when a problem comes up.
Your Next Step
Start with one open role. Write the description, set your measures, and choose a trial length. Then contact a provider that vets for skill and fit, and that offers contract-to-hire as a standard option.
I recommend that you speak with Eichleay about that role. Their history, their people, and their record give you a solid base for building a team that grows with your projects.
