Every hiring need has a right engagement model. The wrong one creates compliance risk, cost overruns, or candidate drop-off. Here's how each model works — and how Orah supports it end to end.
The consultant is employed by their own corporation (or a partner vendor); your company contracts with that corporation. No payroll or benefits obligation on the client side.
Senior, specialized, project-based roles — especially IT. Preferred by experienced consultants who run their own S-corp or LLC.
The contractor is on Orah's payroll. We withhold taxes, run payroll, and carry employer obligations; the client pays a bill rate.
Long-term contracts, healthcare and finance roles, and positions where clients require direct employment or state regulations mandate W2.
The professional contracts as an individual. Suitable only where classification rules genuinely allow it — we review classification before placing anyone on 1099.
Short engagements where the professional meets legitimate independent-contractor criteria under applicable federal and state tests.
Start on contract (typically 3–6 months), convert to permanent on pre-agreed terms. We structure conversion rates upfront so there are no surprises.
Clients who want to evaluate cultural fit before committing to a permanent headcount. Candidates seeking a structured path to permanence.
Full-cycle recruitment on contingency — sourcing, screening, interview coordination, and offer management. You pay a placement fee only when a candidate starts.
Permanent headcount additions, leadership roles, and positions where the client wants a long-term employee from day one.
Most requirements have a clear best-fit model once we understand the role, timeline, and client relationship structure. Talk to us — we'll recommend the right approach and get your requirement moving.