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Engage pre-identified workers with confidence.

Minimize your misclassification and co-employment risks with a contractor payrolling program that has been designed to manage your risk, improve your processes and save you money.   

Contractor Payrolling

It starts with proper classification.

Ensuring that you have a contractor properly classified is the most important part of the contractor payrolling process. Have confidence that your contractor risk has been properly managed through Procom’s contractor classification process, known as VERIFICATION.

Ensure you are using a well-defined process.

Whether you are concerned with creating a standardized process to manage the onboarding of your pre-identified contractors specifically or the overall process in general, find out how Procom can provide you with a proven process that has been refined over tens of thousands of contractor onboardings and supported by subject matter experts in the contingent workforce.  

Increase Hiring Manager and Contract Worker satisfaction.

We’re committed to a high level of customer service in our service delivery model and it starts you’re your own dedicated support team to personally manage your pre-identified workers. In addition to the experience of the Procom team, your program will be supported by a sophisticated and user friendly digital onboarding platform called Procom Express™.  Finally, you need to measure your stakeholder satisfaction levels with performance feedback surveying utilizing Net Promoter Score (NPS) tools.

Save 8% to 15% on your pre-identified contractor spend.

It sounds aggressive; however, it’s not. One of the biggest challenges with pre-identified workers is that their rates are not being negotiated to market rates and the other is that you may be paying more in fees than you should. Achieve rate compliance using Procom’s proven rate negotiation methodology to drive savings without disruption. For programs in the United States, let us help you drive optimal savings with our transparent W2 fee model that provides Procom’s W2 Calculator, detailed W2 reporting, and rebates on Contract Worker government burden costs, ensuring you get the benefit (not the Payroller) when Contract Workers reach burden thresholds (i.e. FICA, FUTA, etc.).

“Outstanding contractor payrolling service provider! Procom brings confidence and a knowledgeable team to support our program. Great work Procom!“

- S.F. - Client from a North American Financial Institution

 

Questions about Contractor Payrolling? Contact an Expert

Mark Galloway

Contractor Payrolling Expert

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Contact Mark

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Direct Sourcing

Direct Sourcing

Not quite ready to start?

Whether you are looking to implement your program's first contractor payrolling program or you are looking to improve upon your existing program, we are here to help.

Connect with one of our contractor payrolling experts with any questions you have. We are always happy to share our insights and the best part is that there is no obligation on your part.

Independent Contractor Payroll: How to pay contingent workers

Independent Contractor Payroll refers to the tasks an organization must execute to ensure Independent Contractors are paid correctly and on time in accordance with their contract or Statement of Work (SOW).

Independent Contractors are not employees; therefore, employers are not responsible for the withholding, collecting or paying of the Independent Contractor’s taxes nor any other payments.

Amid today's ever-evolving work world and economic climate, more and more organizations are turning to remote and ready contingent workers, or Independent Contractors, in order to quickly and efficiently reach their corporate goals.

Yet, while engaging Independent Contractors comes with many benefits, operating an Independent Contractor Payroll program is often complex and confusing to both enterprise-level organizations and small business owners. 

If you're an employer who is operating, or is thinking of operating, a blended workforce powered by both traditional employees and Independent Contractors, it's important to be aware of the legal and tax obligations you have to your workers when it comes to payroll.

Contingent Workforce

How to choose a contractor payroll model

Independent Contractor Payroll refers to the tasks an organization must execute to ensure Independent Contractors are paid correctly and on time in accordance with their contract or Statement of Work (SOW). 

Engaging Independent Contractors is practiced as a strategic outsourcing tactic around the world, so much so that 40 per cent of the U.S. workforce alone is currently made up of contingent workers.

Yet, contractor payroll is a complex, time consuming process, and staying on top of the frequent changes to legislation can be problematic. Any oversights will result in non-compliance, which could lead to serious fines and negative employer branding.

Fortunately, however, there are methods to help mitigate these risks, and organizations don’t have to face the threats that come with a contingent workforce and complicated payroll models alone.  

Contingent Workforce

Overview of Independent Contractor payroll models and services

Payroll refers to the tasks an employer must perform in order to pay traditional employees. Contingent workers, such as an Independent Contractor, is not an employee, and therefore, must be paid  through a separate payroll model. These contractor services can also be outsourced to a third party.

If your organization operates, or is thinking of operating, a blended workforce, it's important to know the legal and tax obligations you have to your workers when it comes to payroll.


Contingent Workforce

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Customer Success Stories

“Excellent service, very timely response time, quality candidates and outstanding support.”

K.M.
Global Professional Services Firm

“Great support in helping us achieve our corporate mandates by providing top quality knowledgeable resources in a timely and efficient manner - very easy to do business with! “

L.R.
National Telecommunications Provider

“..the most reliable partners we work with. They are timely with their submissions and are quick to respond to emails and provide updates and required information. Their candidates typically are at the top of the pack as is evident by their fill/success rate.“ 

Z.N.
Leading Financial Services Institution

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