OnContracting is an online directory of US staffing agencies that helps jobseekers find temporary contract jobs by giving them insider information about which staffing agencies place contractors at which Fortune 2000 companies.



Large companies in the US hire temps and contractor discreetly through staffing agencies, as they worry it may hurt their employer brand as many think companies hire temps to avoid paying them benefits. The staffing companies aren't allowed to advertise their client's name when they post these jobs (which is why jobs will say "our client a leading tech company").  

While full-time jobs are widely advertised on company's career sites, job boards, job reviews sites, there are no such resources for contract jobs. Contractors don't get to see which contract jobs are available with companies, have to apply to jobs without knowing who the client is, or if the job posting is real. They rarely hear back after applying, and if they do - don't know what rates might be fair, what to expect on the job and if the staffing agency is any good. This lack of information makes it impossible for them to decide what's best for them. We try to solve that.



OnContracting crowdsources information about which Fortune 2000 company hires contractors for what skills and more importantly through which staffing companies, from contractors that may have worked there.  

With OnContracting, job seekers can now easily see what options they have, self-select the most appropriate staffing agencies and approach them directly- avoiding applying to the job board black hole or answering hundreds of irrelevant calls for jobs they are not interested in.



Free- We're always happy to share our insights on the staffing industry, gig economy, contractor life, contracting, trends in contingent staffing, MSPs, offshoring, outsourcing, etc. 

Hire us- to consult on your contingent staffing strategy whether it is improving your employer brand to contractors, self sourcing contractors, deciding on a full-time vs. contractor mix, temp vs. SOW, increasing your contract workforce diversity, reducing risk from co-employment, fraud, unethical behavior, bad PR, and in improving your vendor selection and management strategy.