A temporary requirement still needs a complete hiring brief. Staffly helps you discuss recruitment for a project, seasonal workload or planned absence, with the duration and employment arrangement clear from the start. Your business employs and pays the selected people directly.
Define the period and the deliverable
Explain why the extra capacity is needed and when the work ends. A records clean-up project, launch-period customer support role and absence-cover appointment each need a different shortlist. Set the expected output and the support the employee will receive.
Give an expected start and end date, hours per week and work location. If extension is possible, describe it as a possibility rather than a promise. Confirm the appropriate employment terms with your own adviser before issuing an offer.
Prepare a brief that candidates can evaluate
- Project objective and responsibilities within the agreed period
- Start and end dates, working days and shift pattern
- Salary budget, payment schedule and any travel or equipment arrangements
- Required skills and the amount of training available
- Named supervisor, progress checkpoints and handover expectations
Choose experience that fits the ramp-up time
Short assignments often leave little time for training, but requiring expertise in every tool can restrict the shortlist unnecessarily. Identify the tasks that must be performed independently on day one and those that a supervisor can demonstrate.
Use a realistic task or scenario to assess readiness. For a customer-support project, review a sample response and escalation decision. For data work, check accuracy using fictional records. Keep the assessment directly related to the assignment.
Agree coverage and responsibilities
A requested shift is not automatically a complete staffing plan. Account for breaks, days off, handovers and supervision. Tell us whether one position must cover a particular time slot or whether several employees will rotate through it.
This is direct recruitment, not employer-of-record or managed payroll provision. Your business arranges employment, pays the agreed salary and supervises the work. Any specialist scope or multiple-person requirement needs written terms before recruitment begins.
Plan the handover before the final week
Document where work is stored, who reviews it and how access is granted. Arrange a progress check early enough to correct misunderstandings while there is still time to complete the assignment.
Before the agreed end date, confirm the handover, outstanding tasks and return of equipment. If you want to extend or offer a permanent position, discuss the proposal with the employee and update the arrangement in writing. Recruitment timing, fees and any replacement cover should be agreed for the specific assignment.
Questions employers ask
Can we request cover for an employee absence?
Yes. Share the dates, responsibilities, available handover time and salary budget. Staffly will discuss sourcing feasibility before confirming a plan.
Are fixed-term employees on Staffly payroll?
No. This offering is recruitment for direct employment by your business. Managed payroll and employer-of-record services are not included.
Can a project appointment become permanent?
You can discuss a permanent offer with the employee. Confirm revised employment and placement terms rather than assuming the original assignment automatically changes.