Guide
Permanent, contract, contract-to-hire or RPO: which hiring model fits?
Choose by how long you need the person, how certain the need is, and how much hiring you do. Here is how to decide.
The short answer
- Permanent for roles that are ongoing and central to the business.
- Contract for work with a clear end date, such as a project or a peak.
- Contract-to-hire when you want to see how someone works before you commit.
- RPO when you hire often enough that recruiting should run as a function, not role by role.
The four models compared
What each is best for, what you get, and what to watch for.
| Model | Best when | What you get | Watch for |
|---|---|---|---|
| Permanent hiring | Best whenThe role is ongoing and the knowledge should stay in the company. | What you getEnd-to-end search with AI-screened candidate profiles. | Watch forA wrong hire is slower and costlier to correct. Our permanent placements carry a 90-day replacement guarantee. |
| Contract staffing | Best whenThe work is time-bound: a project, a peak in demand, or a skill you need for a defined period. | What you getFlexible short-term or long-term contract professionals. | Watch forKnowledge leaves when the contract ends, so plan the handover from day one. |
| Contract-to-hire (C2H) | Best whenYou want a trial period before making a permanent offer. | What you getA trial-before-hire arrangement with a route to a permanent role. | Watch forAgree the conversion criteria and timeline at the start, so the candidate and your team know what happens at the end. |
| Recruitment process outsourcing (RPO) | Best whenYou hire continuously or in volume, and want one accountable team to run recruiting. | What you getAn end-to-end recruitment function that works as an extension of your HR team. | Watch forIt needs clear ownership on your side, shared reporting and an agreed definition of a good hire. |
We also offer contract-to-contract extensions, interview as a service, campus hiring and bulk hiring. See the full list of recruitment services.
Five questions to decide
Answer these and the right model is usually clear.
01
How long do you need the person?
A defined end date points to contract. An open-ended need points to permanent.
02
How certain is the need?
If the work might change or stop, contract keeps you flexible. If it is core, hire permanently.
03
How much do you hire in a year?
A few roles can be handled one by one. A steady flow of hires is where RPO starts to make sense.
04
How fast must the seat be filled?
Say so at the intake. Timelines depend on the role and the stack, and we confirm them at the start.
05
How important is keeping knowledge in-house?
If the work builds knowledge you want to own, favour permanent hires, or use contract-to-hire for the key people.
How we get you from role to hire
Four steps, one accountable team, and a guarantee after the offer.
Intake
We map the role, tech stack, seniority, budget and must-haves with your hiring manager.
AI screen, expert interview
AI screening filters the pool in seconds. Experienced recruiters and technical leads interview whoever passes.
Shortlist
3 to 5 interview-ready profiles, typically within 48 hours for core tech stacks.
Offer and guarantee
We coordinate interviews, offer and joining. Permanent hires carry a 90-day replacement guarantee.
Common questions
- What is the difference between permanent and contract hiring?
- A permanent hire joins your company for an open-ended period. A contract professional is engaged for a defined period or project. Permanent suits ongoing roles, while contract suits time-bound work.
- What is contract-to-hire?
- Contract-to-hire starts as a contract and can convert to a permanent role. It lets both sides see the fit before committing. The conversion criteria should be agreed at the start.
- What is RPO?
- Recruitment process outsourcing (RPO) means an outside team runs all or part of your recruiting function as an extension of your HR team, rather than being briefed role by role.
- When is RPO a better fit than hiring through an agency role by role?
- When you hire continuously or in volume, and want a single accountable team, one process and shared reporting instead of briefing agencies for each role.
- Do permanent hires come with a guarantee?
- Yes. Permanent hires placed by NuAltus AI carry a 90-day replacement guarantee.
- Can we mix hiring models?
- Yes. A common pattern is contract professionals for a defined build, contract-to-hire for the people you want to keep, and permanent hires for roles that anchor the team. Employment and tax treatment of contractors varies by country, so check the details with your legal advisor.
Not sure which model fits?
Tell us the role, the timeline and how often you hire. We will recommend a model and confirm the timeline at the start.