Common IT Staffing Questions

Got questions about IT staffing? You're in the right place. Whether you're trying to fill critical tech roles or looking for your next career move, we've pulled together the answers to what clients and candidates ask us most.

We've covered everything from how long placements typically take to the types of roles we fill and how we make sure candidates are the right fit—both technically and culturally. If you're wondering how we work or what sets us apart, this is a good place to start.

Can't find what you need? Try the search bar below or just reach out. We're happy to walk you through anything directly.

FAQs

Browse through the most common questions about IT staffing, our process, and how we help businesses and job seekers.

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What’s your time-to-fill?

A: On average, we fill positions in about 35 days. The industry standard is closer to 50-62 days, so we're quite a bit faster. When you have an urgent need, we can move even quicker by focusing our sourcing efforts and fast-tracking the best candidates through screening.

How does temp-to-hire work?

A: It's pretty straight forward. After a screening with EPS and an interview with you, we bring someone on temporarily to see how they perform in the actual role. If it works out, we help transition them to your permanent team with an agreed-upon conversion fee. No guesswork, no surprises.

What roles do you fill?

A: We focus on technology positions: software engineers, cloud and DevOps specialists, cybersecurity analysts, data scientists, IT project managers—you name it. We work across all experience levels, from junior developers to senior leadership.

Do you sponsor work visas or hire international talent?

A: We work with clients who sponsor visas and regularly source international candidates. We'll also help you navigate timelines, relocation details, and any compliance issues that come with hiring globally.

How do you measure candidate retention and success?

A: We check in at the 90-day and 12-month marks to see how placements are working out. We also collect feedback from hiring managers and track how quickly new hires get up to speed. That data helps us get better at finding the right people from the start.