Question 1

What’s the difference between contract, contract-to-hire and direct hire?

Accepted Answer

Contract: the person is our employee and works on your team for a set period, billed hourly. Contract-to-hire: they start on contract and you can convert them to your payroll once you’re sure. Direct hire: we run the search and they join your payroll from day one, for a one-time fee.

Question 2

Can you put someone we already found on your payroll?

Accepted Answer

Yes. With payroll services, we employ the person on our W-2 payroll and handle taxes, benefits, PTO tracking, expense reimbursement and multi-state payroll, while you direct the work.

Question 3

Which industries do you specialize in?

Accepted Answer

Retail and eCommerce, banking and financial services, healthcare and life sciences (including biotech, pharma and medical devices), AI companies, SaaS and technology, and semiconductor and hardware. Each has its own screening and onboarding requirements, which we build in from the first call.

Question 4

What kinds of roles do you fill?

Accepted Answer

Cloud and infrastructure, data and analytics, AI and machine learning, software engineering, security, enterprise applications such as Salesforce, SAP and Workday, QA, and delivery roles like project managers and business analysts.

Question 5

How quickly can someone start?

Accepted Answer

Typically about 5 business days for contract and contract-to-hire, 2–3 weeks for a direct hire, about 2 weeks for a project team, and 3–5 business days to get someone on payroll.

Question 6

Do you work inside our MSP or VMS program?

Accepted Answer

Yes. We take requisitions through your vendor management system and work to your MSP’s rules, rate card and scorecard. Platforms we are active on include Magnit, Talient, SAP Fieldglass, Beeline and Workday VNDLY, and we work alongside client applicant-tracking systems such as Greenhouse. We also serve as a Tier 2 supplier under a prime vendor where that is how your program is set up.

Question 7

Can you act as our MSP?

Accepted Answer

Yes. We can run your contingent workforce program end to end: workforce planning, supplier onboarding and scoring, rate governance, compliance and program-wide reporting. If you already have an MSP, we work inside it as a Tier 1 or Tier 2 supplier instead.

Question 8

What screening do you run before a start?

Accepted Answer

By default: identity verification, a criminal search covering all available records with no time limit, seven-year employment verification, education verification, and sanctions and export-control screening. Drug and credit checks are run when your policy requires them. All checks follow FCRA consent rules.

Question 9

Can you report Tier 2 diverse spend?

Accepted Answer

Yes. Diligente is WBENC-certified (WBE, valid through March 31, 2027) and an NMSDC-certified MBE through the Western Region MSDC (valid through May 31, 2027), and we provide quarterly Tier 2 spend reports in your program’s format.

Question 10

Where can you employ people?

Accepted Answer

We employ W-2 consultants in every US state and also serve clients with talent in Canada and India, across North American time zones and India Standard Time. Part of our recruiting team works outside the US.

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