When a recruiter reaches out, the conversation often feels like a sales pitch. Before you sign any paperwork, treat the call as a fact‑finding mission. Knowing exactly who will employ you, how you’ll be paid, and what happens if the assignment ends unexpectedly can prevent surprise costs, missed benefits, and legal headaches later on. The following checklist of questions forces the recruiter to reveal the details they usually keep hidden.
Employer and Paycheck Issuer
Ask the recruiter to name the legal entity that will be your employer and the one that will issue your paycheck. Staffing agencies sometimes act as the employer, while other times they are simply a middleman for a client company. Clarifying this point determines who is responsible for taxes, workers’ compensation, and unemployment benefits. If the agency is the employer, you will likely be a W‑2 employee of the agency; if the client company is the employer, you may be a contingent worker on a different tax form. Verify the name that will appear on your pay stub and confirm the address for tax forms, because mismatched information can cause filing errors.
Compensation and Schedule Details
Request a written breakdown of the hourly or salary rate, the regular work schedule, and any expectations for overtime. Some assignments list a base rate but add a separate premium for extra hours, while others bundle overtime into the advertised figure. Ask whether the rate changes after a certain number of hours or if shift differentials apply for evenings or weekends. Knowing the exact pay structure helps you calculate take‑home pay and compare offers. Also, confirm how often you will be paid—weekly, bi‑weekly, or monthly—so you can align budgeting expectations with the employer’s payroll cycle.
Assignment Length and End Date
Inquire about the projected duration of the assignment and any milestones that could affect its length. Some roles are tied to a specific project with a known end date, while others are open‑ended and may be extended indefinitely. Ask the recruiter to outline the criteria used to decide when the assignment ends, and whether there is a formal review process. Understanding the timeline lets you plan for future job searches, benefits eligibility, and potential gaps in income. If the assignment is tied to a contract, request a copy of that contract to verify the dates.
Temp‑to‑Hire and Conversion Process
If the position is labeled as temp‑to‑hire, ask the recruiter to describe the conversion pathway. Key points include how long you must work before becoming eligible for full‑time status, which party makes the final hiring decision, and whether there is a guaranteed conversion or just a possibility. Clarify any changes to compensation, benefits, or job title that accompany conversion. Knowing these details prevents surprise negotiations later and lets you assess whether the temporary stint aligns with your long‑term career goals.
Early Termination and Your Options
Find out what happens if the assignment ends before the expected date. Ask whether you will receive any severance, accrued paid time off, or assistance finding a new placement. Some agencies offer a short notice period or a bridge assignment, while others end the relationship abruptly. Understanding the early‑termination policy helps you gauge financial risk and decide whether to negotiate a clause that protects you. If the recruiter cannot provide a clear answer, consider it a red flag.
On‑Site Support and Data Privacy
Identify the point of contact for issues that arise while you are on site, such as unsafe conditions, payroll errors, or harassment. Ask for a name, phone number, and email address, and confirm whether the recruiter or the client company handles those concerns. Additionally, request a summary of how your resume and personal information will be stored, shared, and protected. Agencies must comply with privacy regulations, but practices vary widely. Knowing who to call and how your data is used safeguards you against both workplace problems and identity misuse.
Worth remembering: Treat the recruiter as a source of information, not a sales agent. By confirming who employs you, how you’ll be paid, the assignment’s length, conversion possibilities, termination policies, support contacts, and data handling, you create a clear contract that protects your earnings and rights. Keep written records of every answer and review them before signing anything.
Common questions
Who is legally my employer when I work through a staffing agency?
The legal employer is the entity that issues your paycheck and handles tax withholdings; ask the recruiter to name that company and verify it on your contract.
Will I be paid overtime on a temporary assignment?
Overtime eligibility depends on the pay rate structure and the employer’s policy; request a written breakdown of base pay, overtime premiums, and any shift differentials.
What happens if the assignment ends before the expected date?
Ask the recruiter to explain the early‑termination policy, including notice periods, any severance, and assistance with finding a new placement.