TALENT & HR · 02
Contract Staffing
Engineers, analysts and project managers placed with you for a defined period, employed and sponsored by us. Suited to funded projects, headcount freezes, parental cover and any situation where the work has an end date.
When a contract beats a permanent hire
A permanent hire is the right answer when the work outlives the project. Contract placement fits a different shape: a migration with a completion date, a specialist skill needed for one phase, a capacity gap while a permanent search runs, or a budget approved as project spend rather than headcount.
Where the brief is genuinely permanent, we will say so and run it as a permanent search instead. A contractor placed against a permanent need tends to leave at the worst moment.
- Defined start and end dates, with an agreed extension mechanism
- Monthly rate covering salary, visa, insurance and statutory costs
- Conversion to permanent employment available on agreed terms
Sponsorship, WPS and the paperwork behind a rate
Contractors placed by us are employed on our licence. Visa sponsorship, labour contract, mandatory medical insurance, salary payment through the Wage Protection System and end-of-service gratuity are all our obligation, and the monthly rate you approve includes them.
That structure keeps your organisation out of a category of risk it should not be carrying: misclassification, unpaid gratuity and visa non-compliance are enforced seriously in the UAE.
Working inside your process, under your direction
Day-to-day direction is yours. The contractor sits in your stand-ups, your repositories and your ticket queue, works to your definition of done and reports to your lead. Our involvement is employment, pastoral care and performance escalation, not a parallel management layer that slows things down.
Where a placement is not working, raise it early. A replacement is arranged at our cost rather than run through a dispute.
Extend, convert or end it cleanly
Contracts end more often than anyone plans for, so the exit is defined at the start: notice period, handover expectations, equipment return, and visa cancellation or transfer if the person moves on. Conversion to your own payroll is available after an agreed period, on terms written into the original contract rather than negotiated under pressure.
What you get
- Shortlist of screened candidates against a defined engagement length
- Single monthly rate covering salary, visa, insurance and statutory costs
- Employment contract, sponsorship and WPS payroll on our licence
- Mandatory medical cover arranged and maintained
- Signed confidentiality and IP assignment covering your work product
- Timesheet and approval process agreed with your manager
- Replacement at our cost if a placement is not the right fit
- Documented exit covering handover, equipment and visa status
Typical outcomes
7 days
Average onboarding for a resident candidate
3-12 months
Typical engagement length
2 weeks
Replacement guarantee if the fit is wrong
Questions
Zero Shift Innovation employs and sponsors the contractor in the UAE, holds the labour contract and pays salaries through the Wage Protection System. You direct the work; the employment obligations sit with us.
Around a week for a candidate already resident in the UAE whose visa can be transferred, and six weeks or more where a new employment visa is required. The bench matters here, and we are honest about which case a candidate falls into.
Yes, and it is common. Conversion terms are agreed upfront, usually a fee that reduces the longer the contract has run, and the visa transfer is straightforward once both sides agree.
You do. Confidentiality and IP assignment are signed by both the contractor and by us before the engagement starts, and we will work to your own templates where you have them.
Related
Next step
Start with a 20-minute call.
Tell us the roles you need filled, the system you need built, or both. You will speak to someone who has done the work, and leave the call with a route forward.