HR tools built by a senior HR executive · United States
TrueStep HR practice library
Compare cost, classification, conversion, agency terms, and workforce mix before a contingent-labor decision becomes an expensive default.
Compare the cost of an in-house recruiter against agency fees across your real hiring plan. Set the recruiter’s loaded cost and capacity, list the roles you hire by group and agency rate, and the workbook returns the all-agency cost, the in-house scenario, and the annual saving from building in-house at your volume.
Answer the question finance keeps asking: should these agency workers be on our payroll, and what would we save. Four options side by side, on your numbers, with every default sourced.
Contingent workers sit outside the HRIS, so nobody owns the number. This tracker is the roster, the spend view, and the early-warning flags in one file.
Walk into the agency conversation with the numbers already in hand. The kit gives you the agreement, the policy, and the scorecard. Sourced benchmarks let you challenge a quote.
The whole contingent labor decision, sequenced: model the cost, decide the hiring path, check the classification risk, fix the agency terms. Plus the one-pager that carries the answer upstairs.
Four workbooks, one question: what does this labor really cost. Burden first, then the contingent bill, then the overtime question, then the headcount plan.
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