Temporary and contract staffing
A temporary staffing agency for temp and contract roles
A person is out, the busy season has started or a project needs extra hands. We find and screen the workers, and who employs them is agreed in writing before anyone starts.
- Temp, contract and temp-to-hire
- You or a payroll provider employs the worker; we are not the employer of record
- Serving U.S. businesses nationwide
- Rules checked
What is temporary staffing?
Temporary staffing means filling a job for a set period, a project or a trial before hiring, with workers a staffing agency recruits and screens. Digital Storming works as a temporary staffing agency for U.S. businesses. We recruit and screen temp, contract and temp-to-hire candidates, and your quote states in writing who employs them during the assignment. It fits owners covering absences, seasonal peaks or short projects. Pricing follows the role and the type of search, and the written quote comes before any recruiting begins.
- Models
- Temp, contract and temp-to-hire
- What we do
- Recruit and screen the workers
- Employer of record
- Named in your written quote
- Pricing
- By role and type of search, quoted first
What our temporary staffing agency covers
We do the recruiting. Everything else is settled with you on paper before day one.
Sourcing for short-term work
We look for people who want temp or project work, so you aren’t interviewing candidates who only want a permanent job. Contract roles that can be done from home are covered by remote staffing.
Skills and availability checks
Before you meet anyone, we confirm they can do the work and are free for the full dates and hours.
Classification flagged early
If a role you call contract looks more like a job, we say so up front. Your accountant or employment lawyer makes the call.
The employer of record, in writing
Your quote names who runs payroll, withholds taxes and carries workers’ compensation for each worker. Digital Storming is not a law firm, a PEO or an employer of record.
Start-day details
Each worker gets the address, hours, contact person and any site rules you give us, so the first morning isn’t spent on questions.
Temp-to-hire conversions
When a trial goes well, we help you move the worker onto your own payroll as your agreement describes.
Compare the models
Temp, contract or temp-to-hire: which fits your gap
Three ways to bring in short-term help. The right one depends on how long you need the person and whether you might keep them.
| Compare | Temporary | Contract | Temp-to-hire |
|---|---|---|---|
| Best for | Absences, seasonal peaks and short rushes | A defined project, or a skill you need for a set term | A permanent role you want to test before committing |
| Typical length | Until the absence, season or rush ends | The length of the project or contract term | A trial period agreed at the start |
| Who sets the schedule | You, within the agreed hours | The project plan; a true independent contractor controls how the work gets done | You, the same as for your own staff |
| Who employs the worker | The employer of record named in your agreement (never Digital Storming) | The employer of record (never Digital Storming), or the worker as an independent contractor if the facts support it | The employer of record during the trial (never Digital Storming), then you |
| Path to hire | Possible, if your agreement allows it | Not the usual aim | Built in: you decide at the end of the trial |
| What you manage | Daily tasks, site training and safety | Scope, deadlines and sign-off on the work | Daily work and a fair review before you decide |
Pricing
How a temporary staffing quote is worked out
Digital Storming has no price list for temporary staffing: the fee depends on the role, the dates and how many workers you need, and you get it in a written quote before any work starts. The quote is based on:
- The role, the hours and the dates
- How many workers you need
- Who employs the workers during the assignment
- Whether you may want to hire someone at the end
How it works
How a temporary placement runs
Step 1: Scope the assignment
Dates, hours, location, duties and the skills that matter. We also note whether the role could turn permanent.
Step 2: Agree the paperwork
Your written quote names the model, the employer of record and what each side is responsible for.
Step 3: Recruit and screen
We find candidates who fit the work and the calendar, and confirm they can commit to it.
Step 4: Start and check in
The worker starts on the agreed day, and we check in with you and with them along the way.
Step 5: Close, extend or convert
At the end, the assignment wraps up, runs longer, or becomes a hire on your payroll.
Who it is for
When short-term help makes sense
Temporary work fits a gap that has an end in sight. Short-term staffing is one piece of our HR and staffing services.
Leave and absences
Someone is on medical or parental leave, and the desk can’t sit empty until they’re back.
Seasonal peaks
Your busy months need more hands than the rest of the year, whether that’s holiday orders, tax season or summer shipping. If local workers can’t cover the season, international recruitment can plan an H-2B route with your immigration attorney.
A project with a finish line
A system change, a records cleanup or a product launch needs a specialist for its length, not for good.
A hire you want to test first
You’d like to see someone do the actual job before you add them to your own team.
Temporary & Contract Staffing FAQs
Temporary & Contract
How does a temporary staffing agency work?
A temporary staffing agency finds and screens people for work with an end date: covering a leave, a busy season or a project. At Digital Storming we handle the recruiting and screening. The question of who employs the worker during the assignment, and so who runs payroll and taxes, is answered in your quote before anyone starts.
What is the difference between temp, contract and temp-to-hire?
Temporary work covers a short gap, contract work covers a defined project or term, and temp-to-hire starts as a trial that can end in a permanent job if both sides agree. If you already know you want someone for good, see permanent staffing.
Is a contract worker an employee or an independent contractor?
Whether a contract worker is an employee or an independent contractor depends on the facts of the work, not the job title. The U.S. Department of Labor says a worker who is economically dependent on the employer for work is an employee under federal wage law, while one who is in business for themself is an independent contractor. Signing a contractor agreement does not settle it. The fact sheet points to a May 2025 bulletin for the DOL’s current enforcement approach, so check the latest guidance. Your employment lawyer or accountant decides how each role is classified.
How does the IRS decide if someone is an employee?
The IRS looks at the whole relationship in three groups: behavioral control, financial control and the type of relationship. If you control, or have the right to control, what the worker does and how they do it, that points toward an employee. When it’s still unclear, a business or a worker can file Form SS-8 and ask the IRS to decide. Its employee or contractor guide explains each group.
Who is responsible for a temp worker’s safety?
A temp worker’s safety is a duty shared by the worker’s employer of record and the host employer. OSHA’s guidance on temporary workers treats the worker’s employer (the employer of record named in your quote) and you, the host employer, as joint employers who share the duty to keep the workplace safe. The host employer gives the training specific to its own equipment and hazards, and must treat temps like any other worker on safety.
Can I hire a temp permanently?
Yes. Temp-to-hire, sometimes called contract-to-hire, is built for exactly that, and a regular temp can move to your payroll too if your agreement allows it. How the move works is written into your quote before the assignment starts.
How is temporary staffing priced?
Digital Storming prices temporary staffing by the role and the kind of search. Covering one week of leave is different work from finding a contractor for a long project. Your quote arrives in writing before we start recruiting.
What if I need many people at once?
For a hiring spike rather than a single gap, on-demand recruitment adds recruiter time for as long as the push lasts. You can also tell us what’s coming and we’ll suggest the model that fits.
Sources
Rules and terms on this page come from these official pages (checked ). They are general information, not legal advice.
- 01Fact Sheet 13: Employment Relationship Under the Fair Labor Standards Act (FLSA), U.S. Department of Labor, Wage and Hour Division
- 02Independent contractor (self-employed) or employee?, Internal Revenue Service
- 03Protecting Temporary Workers, Occupational Safety and Health Administration
Need someone for a set period?
Send us the dates, the hours and the duties. You’ll get a written quote that names the model and who employs the worker.
Mon–Sat, 9:00 AM – 6:00 PM ET · We reply within one business day
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Recruiters who join your team for a hiring push, a launch or a busy season, then step back when it is done.
Remote employees hired across the U.S.: sourcing, video interviews and screening for people who work well away from an office.
Ethical recruiting of skilled workers from abroad, with the visa side planned alongside your immigration attorney.