Twelve questions to ask a technology staffing or services vendor

Why the questions matter

Most staffing and services vendors can produce resumes. Far fewer can keep a role filled for the life of a contract, handle employment obligations properly and replace someone quickly when needed. The questions below help contracting officers and program managers tell the difference before they sign.

Questions about people

Are the people you submit your W-2 employees, or will you subcontract them? Ask how many layers sit between the agency and the person doing the work.
Who screens candidates technically, and what have they done themselves? A screen by someone who has done the job catches problems a keyword match will not.
What happens in the first month after someone starts? Look for scheduled check-ins, not only a call when something goes wrong.
How fast do you start a replacement search? Same day is a reasonable expectation.

Questions about compliance

Do you use E-Verify for every hire, and how long do you keep I-9 records?
Which background checks do you run, and who pays for them?
What insurance do you carry? Expect general liability, workers compensation, professional liability and, for many programs, crime coverage.
Which quality or security certifications cover the processes you will use on our contract?

Questions about delivery

Who at your company is accountable for our engagement, and how do we reach them?
What reporting will you give us on submissions, interviews and starts?
Have you worked inside our vendor management system before?
If our needs change from individual roles to a defined workstream, can you deliver that?

What good answers sound like

Good answers are specific and come with evidence. A vendor should be able to show you its screening approach, its compliance documents and the name of the person who will answer your call. Answers that rely on large numbers without detail deserve a follow-up question.

Meritore's Talent Solutions practice is built around these questions. See how we work.