A contractor who underdelivers costs more than their rate. It costs the project timeline, the internal team's bandwidth, and the organizational confidence in every contractor that follows. recruit22 screens contract talent to the same standard as permanent placements — because temporary doesn't mean low stakes.
The assumption behind most contract staffing is that because the engagement is temporary, the vetting can be lighter. That logic breaks down the moment a contractor lands in your environment and can't operate at the level the project requires. recruit22 doesn't trade screening rigor for speed. We move quickly because our process is efficient, not because we skip the steps that matter.
A defined engagement with a clear timeline and scope. Best for project-based work, specialized technical needs, coverage gaps, and situations where you need capability now without a long-term commitment.
A structured trial period before a permanent offer — giving both sides the time to validate fit before committing. Best for roles where fit is difficult to assess through interviews alone.
For engagements with a defined deliverable rather than a defined timeframe. We scope the work, place the right people against it, and stay accountable to the outcome, not just the hours.
Software engineers, full-stack developers, backend and frontend engineers, technical leads, platform engineers, and infrastructure specialists
Contract security engineers, SOC analysts, incident response specialists, penetration testers, GRC contractors, and interim security leadership.
Contract data engineers, analytics engineers, BI developers, and data platform specialists for pipeline work, reporting builds, and data infrastructure initiatives.
Cloud architects, DevOps engineers, SRE contractors, infrastructure specialists, and cloud migration resources for projects requiring specialized technical depth.
Contract technical PMs and delivery leads for organizations managing complex initiatives that need experienced oversight without a permanent hire.
Contract clinical systems specialists, EHR implementation resources, interoperability contractors, and healthcare IT project staff for implementations and upgrades.
Contract candidates face one additional screening dimension that permanent candidates don't: we evaluate how well they operate in environments they're new to. A contractor who needs six weeks to become productive is not a contractor who delivers value on a short engagement. We probe specifically for that capability — asking about onboarding timelines, independent operation, and the kinds of environments they've entered cold and ramped up in quickly.
Everything else — technical validation, digital footprint checks, fraud screening, reference validation — runs the same as permanent placements.
Role-specific technical depth assessment. We don't just do credential matching.
We probe onboarding speed, independent operation, and cold-start performance.
Identity and fraud validation. The same screen every permanent candidate passes.
Direct verification. We talk to the people who managed the work, not just the names listed.
Tell us the scope, the timeline, and the technical requirements.
