Hueman Staffing Solution

Hueman is focused on being a true partner to our clients. We view staffing solutions as a necessary need, but in a manner that is costly for our clients. Our staffing solution combines transparency in fees (you will know precisely the markup on the candidate’s pay rate) with our long-term approach of providing services at a low cost.

Typical deployment is 2–4 weeks from kickoff, depending on role complexity, credentialing, background checks, and market conditions. For payrolling-only (you source the candidate), timelines can be shorter.

Yes. If you’ve identified talent, we can handle onboarding, payroll, benefits, and compliance. This is often the fastest path to deployment.

• W-2 employment, onboarding, I-9/E-Verify, tax setup
• Payroll processing and withholdings; wage statements
• Benefits administration (medical, dental, vision, FSA, life, STD, 401(k)); ACA compliance
• Workers’ comp coverage and incident claims handling
• Unemployment claims handling and statutory reporting
• Leave management (jurisdictional sick leave; FMLA/ADA where applicable)

By separating legal employer responsibilities from the day-to-day operations. Hueman facilitates payroll, benefits, and compliance with a vetted partner and governs service delivery. You direct work outputs. We utilize clear documentation, compliant onboarding, and reporting to maintain distinct responsibilities between all parties.

Transparent markup, as low as 30% (varies by role, market, and benefits package). Pricing reflects wage rates, benefits elections, workers’ comp class, jurisdictional taxes, and service level. Payrolling-only engagements typically have lower rates.

Workers record hours in an approved system. Client approvers verify hours weekly. Approved time drives payroll and invoicing.

We follow jurisdiction-specific wage & hour laws. Overtime, spread-of-hours, meal/rest breaks, predictive scheduling, and local sick-leave mandates are configured in policy and payroll calculations. We’ll align SOPs with your site leads so schedules remain compliant.

• Holidays, PTO, and sick leave can be offered per program design; many clients choose unpaid PTO except where mandated by law.
• We’ll configure your plan at kickoff.

ACA-compliant medical plans with standard waiting periods (often first of the month following 30 days), plus dental, vision, FSA, life/STD, and 401(k) where included. We can share a standard benefits menu during scoping.

Based on your policy and jurisdictional limits (ban-the-box, adverse action rules, etc.). Healthcare or safety-sensitive roles may include drug testing, vaccinations, and specialized checks.

We can coordinate OIG/GSA sanctions checks, license verification, immunization records, TB testing, and fit-testing based on role and facility. Requirements are confirmed in scoping and handled during onboarding.

Case-by-case. We’ll evaluate contract terms, jurisdiction, and role scope to determine feasibility.

Yes. Terms are defined upfront during contracting. We can also structure bridge-to-hire at launch if conversion is the likely path.

Your Hueman lead manages governance reviews. For extensions or replacements, we handle changes efficiently; for performance issues, we provide coaching and documentation. If separation is necessary, we will facilitate the termination in compliance with local laws.

We facilitate final pay, benefits notices, equipment return coordination, and statutory paperwork with you. We’ll follow your security and asset protocols.

Please report incidents to Hueman as soon as possible. We will facilitate filing claims, coordinating care, and managing return-to-work with the worker and client site lead.

We will facilitate unemployment claims by providing assignment details, separation reasons, and the required documentation.

Yes. We confirm state registrations, tax setup, workers' compensation, and local labor rules during scoping. International options may be available via select partners.

Provide safe workplace conditions, day-to-day supervision/direction, time approvals, and role-specific training (including safety). Hueman handles employment administration and compliance.

Often, yes. We’ll evaluate integration options (file-based or API) during implementation. At minimum, we align a clean weekly time and approval process to keep payroll accurate.

Standard: roster, assignment status, time/expense, and billing. Optional: talent pipeline, time-to-start, turnover, DE&I summaries (where lawful), and SLA scorecards. We can tailor a light governance dashboard to your needs.

Weekly invoices (Net 30) based on approved timecards and agreed bill rates/markup. Consolidated invoicing can be set up for multi-site programs.

Yes, when jurisdictionally compliant. We’ll confirm per-diem rules, travel stipends, lodging, and any local taxation or registration needs during scoping.

We do not facilitate misclassification. If a role meets the requirements of W-2 employment, we’ll hire as a W-2 employee. If you have a legitimate independent contractor scenario, we also offer 1099 capabilities.

You’ll have a dedicated Hueman service leader, defined SLAs, and a cadence of check-ins (weekly during launch, then bi-weekly/monthly). Governance covers fill progress, compliance, safety, performance, and cost/quality metrics.

We can scale, pause, re-scope, or convert as needed. Changes are processed through your Hueman lead, with updates to assignment terms and rates where applicable.

We can support NDA/IP assignment language within onboarding documents and SOWs so work-product and sensitive data are protected.