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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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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.

How to keep contingent workers from jumping ship

As the pandemic begins to slowly recede and workers are rethinking their career choices, SIA reports there's been a dramatic increase in employee resignations, dubbing the trend as the 'Great Resignation' period. And it's one that shows an indication of lasting well into the fall. 

Yet, when almost half of the U.S. workforce is comprised of contingent workers, organizations can leverage the niche skills of temporary talent to complete projects, fill skills gaps and ensure work gets done.  However, how employers handle the arrangement will determine whether talent will agree to any extensions or leave for a more attractive offer at any time. 

So, how do you keep contingent talent from jumping ship or declining a contract extension? Here are some tips to consider to keep talent (coming back).

Talent Acquisition

VMS to What's next: Future-proofing your contingent workforce with the right technology

The Vendor Management Systems (VMS) market is shifting. Rapidly changing technology is transforming the future of work, with exponential computational power driving the world and workforce into the Intelligence Revolution. As a result, more and more providers are beginning to transition away from the classic VMS naming conventions for their software and are adopting new language such as “Extended Workforce Platform” or “Non-Employee Management System.”  

But what’s changed and why? Is it a simple case of a name change to represent that the technology will manage more than just vendors? Or is there more to it than that? Does this change in technology represent an opportunity for organizations to leverage new pieces of tech or new components for programs?  

If you’re interested in what’s next for the world of VMS and would like to strengthen your knowledge around the new world of Extended Workforce Management Systems, the information below will help you make informed decisions when it comes to understanding VMS and ‘future-proofing’ your program.

Contingent Workforce

Procom Earns Supplier Excellence Award from KellyOCG® 

Procom Earns Supplier Excellence Award from KellyOCG® 
Award winners represent less than 1% of KellyOCG’s total active supply chain. 

News

How to negotiate your employment contract

The pandemic has presented an unprecedented workforce climate - yet while the world is slowly recovering, the workforce is rapidly seeing an increase in jobs and opportunities.  

The final stage in cementing any business relationship is contract negotiation. Whether you're entering the contingent workforce, becoming a fulltime employee or re-negotiating a pre-existing agreement, the workers who get what they want achieve it with a sound negotiation strategy.

And while the current workforce and economic climate may impact an organization's payroll, your skills and experience are of value, and it's important to approach the bargaining table with confidence that a fair and competitive market rate will be agreed on - if you're prepared.

Before you accept the first offer, lay the groundwork for getting what you deserve. Here's how: 

Job Seeker

How to keep contingent workers from jumping ship

As the pandemic begins to slowly recede and workers are rethinking their career choices, SIA reports there's been a dramatic increase in employee resignations, dubbing the trend as the 'Great Resignation' period. And it's one that shows an indication of lasting well into the fall. 

Yet, when almost half of the U.S. workforce is comprised of contingent workers, organizations can leverage the niche skills of temporary talent to complete projects, fill skills gaps and ensure work gets done.  However, how employers handle the arrangement will determine whether talent will agree to any extensions or leave for a more attractive offer at any time. 

So, how do you keep contingent talent from jumping ship or declining a contract extension? Here are some tips to consider to keep talent (coming back).

Talent Acquisition

VMS to What's next: Future-proofing your contingent workforce with the right technology

The Vendor Management Systems (VMS) market is shifting. Rapidly changing technology is transforming the future of work, with exponential computational power driving the world and workforce into the Intelligence Revolution. As a result, more and more providers are beginning to transition away from the classic VMS naming conventions for their software and are adopting new language such as “Extended Workforce Platform” or “Non-Employee Management System.”  

But what’s changed and why? Is it a simple case of a name change to represent that the technology will manage more than just vendors? Or is there more to it than that? Does this change in technology represent an opportunity for organizations to leverage new pieces of tech or new components for programs?  

If you’re interested in what’s next for the world of VMS and would like to strengthen your knowledge around the new world of Extended Workforce Management Systems, the information below will help you make informed decisions when it comes to understanding VMS and ‘future-proofing’ your program.

Contingent Workforce

Procom Earns Supplier Excellence Award from KellyOCG® 

Procom Earns Supplier Excellence Award from KellyOCG® 
Award winners represent less than 1% of KellyOCG’s total active supply chain. 

News

How to negotiate your employment contract

The pandemic has presented an unprecedented workforce climate - yet while the world is slowly recovering, the workforce is rapidly seeing an increase in jobs and opportunities.  

The final stage in cementing any business relationship is contract negotiation. Whether you're entering the contingent workforce, becoming a fulltime employee or re-negotiating a pre-existing agreement, the workers who get what they want achieve it with a sound negotiation strategy.

And while the current workforce and economic climate may impact an organization's payroll, your skills and experience are of value, and it's important to approach the bargaining table with confidence that a fair and competitive market rate will be agreed on - if you're prepared.

Before you accept the first offer, lay the groundwork for getting what you deserve. Here's how: 

Job Seeker

How to keep contingent workers from jumping ship

As the pandemic begins to slowly recede and workers are rethinking their career choices, SIA reports there's been a dramatic increase in employee resignations, dubbing the trend as the 'Great Resignation' period. And it's one that shows an indication of lasting well into the fall. 

Yet, when almost half of the U.S. workforce is comprised of contingent workers, organizations can leverage the niche skills of temporary talent to complete projects, fill skills gaps and ensure work gets done.  However, how employers handle the arrangement will determine whether talent will agree to any extensions or leave for a more attractive offer at any time. 

So, how do you keep contingent talent from jumping ship or declining a contract extension? Here are some tips to consider to keep talent (coming back).

Talent Acquisition

VMS to What's next: Future-proofing your contingent workforce with the right technology

The Vendor Management Systems (VMS) market is shifting. Rapidly changing technology is transforming the future of work, with exponential computational power driving the world and workforce into the Intelligence Revolution. As a result, more and more providers are beginning to transition away from the classic VMS naming conventions for their software and are adopting new language such as “Extended Workforce Platform” or “Non-Employee Management System.”  

But what’s changed and why? Is it a simple case of a name change to represent that the technology will manage more than just vendors? Or is there more to it than that? Does this change in technology represent an opportunity for organizations to leverage new pieces of tech or new components for programs?  

If you’re interested in what’s next for the world of VMS and would like to strengthen your knowledge around the new world of Extended Workforce Management Systems, the information below will help you make informed decisions when it comes to understanding VMS and ‘future-proofing’ your program.

Contingent Workforce

Procom Earns Supplier Excellence Award from KellyOCG® 

Procom Earns Supplier Excellence Award from KellyOCG® 
Award winners represent less than 1% of KellyOCG’s total active supply chain. 

News

How to negotiate your employment contract

The pandemic has presented an unprecedented workforce climate - yet while the world is slowly recovering, the workforce is rapidly seeing an increase in jobs and opportunities.  

The final stage in cementing any business relationship is contract negotiation. Whether you're entering the contingent workforce, becoming a fulltime employee or re-negotiating a pre-existing agreement, the workers who get what they want achieve it with a sound negotiation strategy.

And while the current workforce and economic climate may impact an organization's payroll, your skills and experience are of value, and it's important to approach the bargaining table with confidence that a fair and competitive market rate will be agreed on - if you're prepared.

Before you accept the first offer, lay the groundwork for getting what you deserve. Here's how: 

Job Seeker

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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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