Contractors who have already been screened
Tell us the role, the term and the rate band. We send a short list of people who passed a technical screen run by someone who does the work — then employ, pay and insure whoever you choose.
Four ways to work with us
Pick the one that matches how long you need someone and whether you want to keep them. If you are not sure, say so on the form and we will recommend one on the briefing call.
Contract staffing
Best for: Backfills, peaks in delivery, and skills you need for months rather than years.
You tell us the role, the term and the rate band. We shortlist screened contractors, you interview and choose, and they start on our payroll working under your direction. You receive one invoice per billing cycle for the hours approved.
Typically 3–12 months, extendable
What is included
- Sourcing, screening and reference checks
- Employment contract, payroll and statutory deductions
- Timesheet approval workflow and consolidated invoicing
- Replacement at no extra fee if a placement ends early for performance
Contract-to-hire
Best for: Roles where you want to see the work before you make a permanent offer.
The contractor starts on our payroll for an agreed trial period. At the end of it you can convert them to your own permanent employee, extend the contract, or roll them off. The conversion terms are written into the agreement on day one, so nobody negotiates them under pressure later.
Usually a 3–6 month trial period
What is included
- Everything in contract staffing
- Conversion terms agreed before the start date
- A structured review with both sides ahead of the conversion date
- Candidates told up front that the role is intended to convert
Project teams
Best for: A defined piece of work — a migration, a test cycle, a platform upgrade — that needs several people at once.
We assemble two to eight contractors with complementary skills, agree the scope, milestones and team shape in a statement of work, and stay accountable for keeping the team staffed through to the end date. You direct the work; we handle the people.
Fixed to the statement of work
What is included
- Team shaped around a written statement of work
- One account manager for the whole team
- Cover and replacement if a team member leaves mid-project
- Milestone or monthly invoicing, whichever the SOW sets
Payroll & compliance
Best for: Companies that have already chosen a contractor but do not want to take on the employment admin.
Bring us a contractor you have already selected. We onboard them, issue the contract, run timesheets and payroll, handle statutory deductions and insurance, and invoice you. No recruitment fee — you pay a payroll margin only.
As long as the engagement runs
What is included
- Onboarding, right-to-work and background checks
- Employment contract and statutory compliance
- Payroll, payslips and year-end documentation
- Insurance cover appropriate to the engagement
What you get on every engagement
Whichever model you choose, these come with it.
Shortlists, not CV floods
Usually three candidates, each with written screening notes. Your hiring managers spend their time interviewing, not filtering.
Specialist desks
Eight desks, each with someone who can run the technical screen for it. We do not take roles we cannot screen properly.
One invoice, no admin
Payroll, statutory deductions, insurance and timesheets are ours. You approve hours and receive one consolidated invoice per cycle.
Replacement cover
If a placement ends early for performance, we find a replacement at no extra fee. The terms are written into the agreement.
US and India coverage
Desks in New Jersey and Hyderabad cover US Eastern and Indian hours, for onsite, hybrid and remote roles in both markets.
Flexible to permanent
Contract-to-hire terms are agreed up front, so converting a contractor you want to keep is a formality rather than a negotiation.
From role brief to day one
Six stages, the same for every engagement model.
- 0130 minutes, free
Role briefing
Written role brief for your sign-off
- 02Days 1–2
Search & screen
Screened candidates, references taken
- 03Target: 48 hours
Shortlist
Shortlist with written screening notes
- 04Your pace
Interview & offer
Signed agreement and confirmed start date
- 05Before day one
Onboarding
Contractor ready to start on day one
- 06For the whole term
Account management
Monthly check-in and consolidated invoicing
The desks we recruit for
Each desk has someone who can run the technical screen for it. We do not take roles we cannot screen properly.
Software engineering
Frontend, backend, full-stack and mobile engineers who ship in your codebase.
Roles and screeningData & AI
Data engineers, analysts, ML and applied-AI engineers.
Roles and screeningCloud & DevOps
Cloud, platform, SRE and DevOps engineers across AWS, Azure and GCP.
Roles and screeningQuality engineering
Manual, automation and performance testers who find it before your users do.
Roles and screeningCybersecurity
Security engineers, analysts and GRC specialists.
Roles and screeningEnterprise platforms
Salesforce, SAP, ServiceNow, Dynamics and Workday consultants.
Roles and screeningDelivery & leadership
Project managers, scrum masters, business analysts and product owners.
Roles and screeningDesign & UX
Product designers, UX researchers and UI engineers.
Roles and screeningQuestions hiring managers ask
If yours is not here, email info@northstackhub.com and we will answer it directly.
Our target is a screened shortlist within 48 hours of the role briefing for roles on our core desks. Niche or senior roles can take longer, and if that is the case we say so on the briefing call rather than after the deadline has passed.
For contract and contract-to-hire roles you pay an hourly or daily bill rate for approved time, which covers the contractor's pay, statutory costs, insurance and our margin. Payroll-only engagements carry a margin with no recruitment fee. Rates are agreed per role before we search — nothing is published because they depend on the skill, seniority and market.
We are. The contractor is engaged by NorthStackHub and works under your day-to-day direction. We handle their contract, payroll, deductions and insurance, and invoice you for approved time.
Tell us early. If a placement ends in its first weeks for performance reasons, we source a replacement at no extra fee — the exact window is written into your agreement. You pay only for time already worked.
Yes. On contract-to-hire engagements the conversion terms are agreed before the start date. On a standard contract, conversion is still possible; the terms depend on how long the contractor has been with you.
Yes, to your policy. Employment history, education verification, right-to-work and criminal record checks where lawful are completed before the contractor starts.
Tell us about the role
A rough description is enough. We ask the detailed questions on the briefing call.
- Response
- Replies within 4 business hours
- Prefer to talk?
- Book a 30-minute call
What happens next
- 1We reply to confirm we can screen for the role, or tell you plainly that we cannot.
- 2A 30-minute briefing call with the hiring manager to agree the brief, term and rate band.
- 3A shortlist with written screening notes — our target is 48 hours from the briefing.