Rethink how you employ talent to get unthinkable value.
Unite your contingent talent under one great employer.
Square Deal provides contingent leaders with unique opportunities to save money and reduce risk by managing their talent through a single employer of record and keeping their staffing vendors for what they do best—recruiting.
By using one employer, you achieve economies of scale and maximum efficiency to lower your cost per head.
With our one-of-a-kind metered benefits program, you pay talent costs as they are incurred. Unlike other staffing companies, we won’t bill you for health insurance if a talent declines it or for unused sick days.
We’ll even pass along our deferral of FICA taxes on your talent as allowed under the CARES Act.
We help mitigate your co-employment risk without relying on tenure limits by providing industry-leading benefits. You can also customize the benefits we offer talent to close the gap between your contingent workforce and employees.
Since your talent are our W-2 employees, we eliminate your worker misclassification risk under federal and state laws, like IRS regulations and California’s AB5.
We care for our employees as if they were your own.
Don’t settle for legal minimums. We offer three employer-subsidized major medical plans, employer-subsidized dental insurance, paid sick leave in all 50 states and Canada, a 401(k) plan with employer match, four flexible spending accounts, and much more.
Unlike most staffing firms, our eligibility rules don’t require talent to work full-time hours for 12 consecutive months. Talent can get coverage even for part-time or short-term engagements.
Once talent are in our care, our job really starts. We check in regularly with talent during their engagements, offer career coaching, and provide free online courses for talent to develop new skills. As a result, we’ve won ClearlyRated’s Best of Staffing Awards for Talent Satisfaction for ten years running.
Benefits aren’t a cost. They’re an investment.
Invest a few dollars per hour in better benefits and you can:
Add more top performers—A-players are four times more productive than everyone else.
Increase retention rates—Reduce hiring and training expenses as well as the cost of lost productivity when a seat is empty.
When Google searched for partners to achieve benefits equality, we came up first.
Leading the charge in benefits equality, Google set higher standards for contingent worker benefits to be implemented by 2022. Building on decades of experience offering industry-leading benefits, we were first to meet the standards, two years early.
Some companies rave about their benefits. Our talent at Microsoft rave about using them.
When Microsoft wanted its staffing vendors to offer generous time off and leave benefits, we delivered customized benefits while fostering a culture where talent are encouraged to use them. Since implementing, turnover has dropped dramatically.
Wanting to address benefits inequality among contingent workers, Facebook turned to us to help develop and implement a solution. Five years later, talent at Facebook applaud their generous benefits program and the sense of fairness it has created.