01
Terms agreed before anyone starts
Evaluation duration, contract rate and the conversion terms are written into the agreement up front. Nothing is renegotiated at the moment you decide to hire.
Work with someone first. Commit to the offer afterwards
A permanent hire is a long, expensive decision taken on the strength of a few conversations. Contract-to-hire replaces that guess with evidence: the professional joins on our payroll for an agreed evaluation period, and you convert them to your own employment once they have proved themselves in your environment.
01 The problem with interviews
Selection signals are weaker than anyone admits
An interview panel observes a candidate for a few hours, under artificial conditions, answering questions chosen by the panel. It cannot show you how someone behaves in your codebase, how they respond to your release pressure, or whether they ask good questions when the requirement is ambiguous. A mis-hire discovered in month four is costly to unwind and uncomfortable for everyone involved.
02 How the arrangement runs
Evaluation period, then a decision
02
The professional knows the intent
They are told from the outset that the role is intended to convert. Nobody is deployed under a false impression, which is also why candidates engage with these roles seriously.
03
Real work, observed over months
You see delivery habits, collaboration, code quality and judgement under genuine conditions rather than in a whiteboard exercise.
04
Convert, extend or conclude
At the end of the period you take them onto your payroll, continue on contract, or close the assignment cleanly. All three outcomes are legitimate and planned for.
03 Why it suits both sides
The evaluation runs in both directions
A candidate accepting a permanent offer is making an equally large bet on a team they have barely seen. Contract-to-hire lets them assess your engineering culture, your systems and their manager before they commit their own career to it. People who convert this way arrive already productive and already certain — which is usually visible in how long they stay.
- Headcount freeze. The work is funded through operating budget while permanent positions are paused.
- A newly defined role. The shape of the job is still settling and you would rather learn before fixing a job description.
- A previous mis-hire. The last appointment did not work out and the team needs certainty this time.
- Senior appointments. Roles where the cost of getting it wrong is high enough to justify observing first.
04 During the period
They are our employee until the day they are yours
Throughout the evaluation the professional is employed by Zevion with a written contract, salary paid on a fixed date and full statutory coverage. That continuity matters: nobody performs well while worrying about whether they will be paid. On conversion the employment transfers to you under the terms already agreed.
Evaluate before you commit
Tell us the role and how long you would want to observe before converting. We will set out the terms in writing before anyone is introduced.
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