Contract IT recruitment, fully managed.

Contractor rates track the same seniority and skill bands as permanent salaries, then diverge for three reasons. Contractors carry their own downtime, benefits, and time between engagements, so the hourly figure sits above a simple salary-divided-by-hours calculation. Employer costs sit on top wherever someone acts as employer of record. And the rate a client pays includes the agency margin. Specialization moves the number more than anything else: scarce security, cloud, and data skills price well clear of generalist development work, and Toronto sits above the national middle. Our 2026 Canadian Tech Salary Guide gives the permanent bands the rates are built from, and when we quote you it is one hourly number with the margin already inside it.

When the work has an end date, when you need a skill you will not need forever, or when someone has to start before a permanent search could realistically finish. Contract also fits budget shapes that headcount does not, since project money and salary lines are approved differently. The honest counter-case: if the role is core, ongoing, and you can wait eight to twelve weeks, permanent recruitment costs less across a year. Most teams end up running both, a permanent core with contract capacity around it.

Contingent workforce management is the umbrella term for how a company runs everyone who works for it without being an employee: contractors, freelancers, and agency staff. At enterprise scale it usually means a vendor management system and a managed service provider coordinating dozens of suppliers, which suits organizations hiring hundreds of contractors a year. Below that scale it usually means a small number of recruiters who know your business, and that is where we fit. We run the contract side of a contingent workforce directly: sourcing, screening, employer-of-record payroll, and compliance, with no software layer between you and the person doing the work.

Start with a short brief: the work, the stack, the duration, and the start date. We quote one all-in hourly rate, screened candidates typically follow within 48 hours, and once you pick, the contractor starts on our payroll as employer of record. Our IT recruitment process covers each step.

A contract-to-hire role starts as a normal contract, on our payroll at the agreed hourly rate, with conversion terms set up front. If the fit works, you hire them permanently on those terms; if not, the contract simply ends. It trades interview guesswork for a real working evaluation, usually over three to six months.

Contract staffing runs on one all-in hourly rate that covers the contractor's pay, payroll burden, and our margin, with no separate itemized charges. Permanent roles run on a success fee, due only when the hire starts and covered by a 90-day guarantee. The full numbers are in our recruitment agency fees breakdown.

Our contract model is margin-based rather than a salary percentage. You pay one transparent hourly rate with our margin built in, invoiced monthly for the hours worked. No upfront fees and no itemized billing. Here's how our contract fees break down.

Effectively yes, but managed. What the industry calls IT staff augmentation, we run as a fully managed service: we vet contractors to the same bar as our permanent hires, act as the employer of record, and stay involved through the contract instead of just sending resumes.

It means STACK IT is the legal employer. Contracts, payroll, tax remittances, and compliance are ours, while you direct the day-to-day work. When the contractor is ours, the employment risk isn't yours.

Yes. You can convert any contractor to a full-time hire whenever you're ready, sometimes called contract-to-hire; if you're weighing contract against full-time, we've compared the scenarios. The buyout fee drops by 2% for every full month the contractor has worked, so the longer they stay, the lower it gets.

We backfill them quickly and at no extra cost. We monitor every placement, and if someone underperforms or exits early, we replace them so your project keeps moving. Replacement terms are covered in our recruitment agency fees breakdown.

Most roles are filled and onboarded within 5 to 10 business days from intake, including vetting and the employer-of-record paperwork. It's how we hire IT contractors fast without cutting corners.