Many companies are misusing "temp to hire" by calling people "contractors" while at the same time controlling their work product, requiring certain hours of work, doing work that is an essential part of the business model. These are in violation of IRS guidelines on contractors vs. employees. IRS is really cracking down on employers, auditing employment files, reviewing what their contractors do, how they are paid, etc. You need to really become familiar with the difference. IF the employer is not paying your taxes, UI employment, and simply paying you a gross amount, then it considers you a "contractor", which may or may not be correct.
It was an temporary assignment.
Answered - Forecast Data Analyst (Current Employee) - Raleigh, NC
Yes, there isn't any job security with any staff augmentation position. It is a compromise and offers very little to the employee by reducing risk to the client.
Answered - Deputy Program Director (Former Employee) - Clearwater, FL
It can be temporary, but sometimes people are contractors longer than others are full time employees. It's an option to fill an employment/staff gap. It's always good to ask up front what the long term expectations are for a contract role. Circumstances are always different.
Not always. Contract jobs can be the stepping stone to permanent/full time/W2 employment. Companies are trying before they buy much more than they used to. Sometimes contract does mean temporary, but it's because organizations need extra manpower to deliver on a project or they need a specialized skill that they don't possess on their existing teams.
It has been a rolling contract without specific project with the client's option to renew at the end of each year (coincidentally aligned with calendar year in my case).