For employers · Workforce on demand
Permanent, contract, SOW, EOR, payrolling, and VMS — one elastic supply channel, one authenticated network, one SLA. Hire faster, retain longer, and keep your supplier-diversity scorecard moving.
Why hiring teams pick ApTask
01
From requisition open to offer accepted. We measure submission times in hours, not weeks — so your roadmap doesn't wait on hiring.
02
Every candidate clears identity verification, technical proof-of-work against your exact stack, and back-channel references — before reaching your interview loop.
03
Permanent, contract, contract-to-hire, SOW, EOR, and payrolling — engaged through a single MSA, governed by a single SLA, billed on a single invoice.
04
NMSDC certified. Microsoft SSPA, E-Verify, and FCRA aligned — your supplier-diversity scorecard moves with every placement.
Pick the right engagement
Tell us the shape of the problem — speed, scope, ownership of outcome, payroll jurisdiction — and we’ll match the engagement model. Mix and match across the portfolio without re-onboarding a new vendor.
01 · Talent Elasticity
One elastic supply channel for permanent, contract, and contract-to-hire — sourced from one authenticated network.
Read the model02 · Outcome-Based Delivery
Statement of Work engagements with fixed scope, fixed price, milestone-based acceptance. Our risk, your outcome.
Read the model03 · Employer of Record
Compliant payroll and Employer of Record services across 50+ countries. One contract, every jurisdiction.
Read the model04 · Payrolling & Vendor Consolidation
Bring-your-own-talent payrolling under a transparent flat margin. Compliant employment, simplified billing.
Read the model05 · Vendor Programs
Tier-1 supplier inside Fieldglass, Beeline, Coupa, Workday VNDLY, and most major MSP-led contingent programs.
Read the modelHow a typical engagement runs
The same five-step rhythm whether you’re hiring one principal engineer or scaling a 40-person managed delivery team. You see the same artefacts at each step — written diagnostic, calibration slate, authenticated shortlist, offer paper, MBR.
A 30-minute working session with your hiring manager and HRBP. We leave with a written staffing thesis — not a generic intake form.
We surface 2–3 reference candidates inside 48 hours to calibrate compensation, level, and stack-fit against your actual market.
Three to five candidates per requisition, each pre-cleared on identity, technical proof, and back-channel references.
We run scheduling, salary negotiation, and offer management. You see the offer paper before it goes out.
W-2 onboarding through our payroll. 12-month replacement guarantee on direct hires. Monthly business review on every contingent program.
Six verticals · 700+ engagements
Our vertical recruiters hold engineering, clinical, finance, or regulatory backgrounds themselves. Generic firms search databases; ours navigate the talent pools your competitors can’t reach.
Every industry has its own deep-dive case study with a quantified outcome — submission time, audit-compliance lift, revenue impact. No PR-grade hand-waving.
Tell us what you’re hiring for
Send us the JD, the timeline, and the most painful constraint — budget, security clearance, geography, or stack — and a vertical recruiter will respond inside 24 hours with a calibration slate and a written staffing thesis.
