IT talent, delivered the way you need it.

Engineers, systems administrators, cloud and Azure specialists, security analysts, developers, and service-desk staff placed on your engagement and carried on Ventori’s payroll. You receive one all-in hourly rate; payroll, employment taxes, workers’ compensation, and employment compliance sit with us.

Best for: project surges, parental or medical leave backfills, delivery support during a migration, and skills you need for three to twelve months rather than forever.

• Weekly timesheet billing with an agreed minimum engagement term
• Right-to-hire conversion available on every contract placement
• Replacement policy stated in the agreement, not improvised later
• Stabilization crews available for recovery and incident work

Contract-to-hire: the same placement with a pre-agreed path onto your payroll. The conversion fee steps down over the assignment and reaches zero once the contractor has been with you for six months.

Full-cycle recruitment for permanent technology roles: requirements definition, market sourcing, structured technical screening, interview coordination, and offer support through to start date.

• Requirements definition — a working session on the role, the environment, and what success looks like at six months
• Sourcing — targeted outreach into the Space Coast and Central Florida technology market, plus national reach for scarce skills
• Technical screening — structured, competency-based, and conducted by people who understand the stack
• Interview and offer support — scheduling, feedback discipline, compensation guidance, and counter-offer management
• 90-day replacement guarantee — if the placement departs within 90 days, we run the replacement search at no additional fee

Fees follow the standard percentage-of-first-year-salary model used across the staffing industry and are payable on start date — confirmed in writing before the search opens.

Technology leadership changes an organization’s trajectory more than any platform decision. Our retained method treats the search as a structured assessment exercise rather than a candidate flow.

• Role scoping — mandate, first-year objectives, reporting relationships, and the real constraints of the seat
• Market mapping — a documented view of who exists in and around your market, not just who is currently looking
• Structured assessment — competency interviews, leadership evaluation, and rigorous referencing
• Compensation benchmarking — so the offer is calibrated before you make it
• Six-month replacement guarantee on retained searches

Retained searches are structured in three stages — on engagement, at shortlist, and on placement.

Confidential searches. Discreet replacement and pre-announcement searches are run without the role appearing publicly, with candidate approach handled under agreed confidentiality terms.

Fractional option. For organizations not ready for a full-time executive, we place fractional CIOs, CTOs, and CISOs under a monthly agreement — either Ventori principals through our advisory retainers or vetted external fractional executives.

Organizations that have accumulated several staffing vendors typically also accumulate inconsistent rates, uneven compliance, and no single view of contingent spend. A managed workforce program puts one accountable party across all of it.

Problems this solves: vendor sprawl, rate inconsistency for equivalent roles, gaps in onboarding and compliance documentation, and no visibility into what contingent labor actually costs.

• Supplier consolidation and single-point coordination
• Standardized rate cards with governance on exceptions
• Compliance audit trail across every worker in the program
• A monthly workforce report with the KPIs that matter: fill rate, time to fill, tenure, spend by function, and exception volume

Managed workforce programs are priced as a percentage of managed contingent spend, in line with standard industry practice, and confirmed in the program agreement.

For organizations hiring technology talent continuously, repeated one-off searches are the expensive option. RPO makes Ventori your embedded IT recruiting function — sourcing, screening, scheduling, and offer management run as a process rather than a series of emergencies.

Three models:

• Per-hire — a defined fee per technology hire; best for predictable, moderate volume
• Embedded recruiter — a dedicated recruiter operating inside your process on a monthly basis
• Hybrid — a monthly program fee plus a reduced per-hire fee; the most common structure

Best fit: organizations making five or more technology hires per year.

You keep the hiring decision, the employer brand, the interview panel, and the offer authority. We run the pipeline, screening, scheduling, candidate experience, and reporting — against agreed service levels with monthly reporting on time-to-fill, pipeline health, and offer acceptance.

When you have already identified the person, you are not buying sourcing — you are buying employment infrastructure. Ventori becomes the legal employer and handles payroll, tax withholding, benefits administration, and employment compliance.

Common use cases:

• Contractors you sourced yourself but cannot put on your own payroll
• Retirees returning for project work
• Interns and short-term seasonal technical staff
• Converting existing 1099 relationships to compliant W-2 employment

The compliance value: worker misclassification is an expensive risk to carry quietly. Payrolling moves the employment relationship, and its obligations, onto a party equipped to manage it.

Because no sourcing is involved, payrolling is deliberately priced below contract-staffing markups.

The advisory layer over the staffing practice. Before committing to a hiring pattern, model the team the roadmap actually requires — and decide deliberately what to build internally, what to buy permanently, and what to borrow on contract.

• Skills-gap matrix mapping current capability against the capability your roadmap demands
• A 12–24 month workforce plan with role sequencing and timing
• Build-vs-buy-vs-borrow analysis for each capability gap
• Upskilling roadmap with training and certification pathways for existing staff
• Contingent-versus-permanent mix analysis tied to the shape of your project pipeline

Workforce planning integrates directly with our assessment work: findings from a technology or security assessment usually name the capability gaps, and this engagement turns them into a staffing plan. Quarterly refreshes are available under retainer.