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BytesAgain β€Ί Skills β€Ί Staffing Agency Operations
πŸ¦€ ClawHub

Staffing Agency Operations

by @1kalin

Manage staffing agency finances, compliance, and operations across multiple verticals, optimizing billing, margins, payroll burden, and key performance metrics.

Versionv1.0.0
Downloads782
#clawhub
TERMINAL
clawhub install afrexai-staffing-agency

πŸ“– About This Skill

Staffing Agency Operations

Run a staffing agency with hard numbers. Covers temp, temp-to-hire, and direct placement across light industrial, clerical, healthcare, and IT verticals.

Billing & Markup Rates

| Vertical | Bill Rate Range | Typical Markup | Temp-to-Hire Fee | |---|---|---|---| | Light Industrial | $15-22/hr | 35-55% | 15-25% annual salary | | Clerical/Admin | $18-30/hr | 40-60% | 20-30% annual salary | | Healthcare (CNA/LPN) | $22-45/hr | 35-50% | $3,000-8,000 flat | | IT/Technical | $45-150/hr | 30-45% | 20-25% annual salary | | Accounting/Finance | $25-65/hr | 40-55% | 20-30% annual salary | | Executive Search | N/A | N/A | 25-33% annual salary (retained) |

Gross Margin Targets

  • Temp staffing: 22-28% gross margin (after payroll burden)
  • Temp-to-hire: 25-35% blended
  • Direct placement: 80-90% (fee minus recruiter cost)
  • Blended agency target: 28-32% gross margin

    • Payroll Burden (on top of pay rate)

    | Component | Rate | |---|---| | FICA (employer share) | 7.65% | | FUTA | 0.6% (first $7K) | | SUTA | 1.5-5.4% (state-dependent) | | Workers' Comp | 1-15% (industry-dependent) | | ACA compliance (30+ hrs) | $350-550/mo per employee | | General liability | 0.5-1.5% of payroll | | Total burden | 12-30% of pay rate |

    Key Metrics (Weekly Dashboard)

    | Metric | Target | Red Flag | |---|---|---| | Fill rate | >85% | <70% | | Time-to-fill | <3 days (light industrial), <10 days (professional) | >7 / >21 | | Gross margin % | >25% | <20% | | Temp turnover (weekly) | <8% | >15% | | Recruiter productivity | 8-12 placements/week (temp), 2-4/month (perm) | <5 / <1 | | Days sales outstanding (DSO) | <35 days | >50 days | | Client retention (annual) | >80% | <65% | | Workers' comp mod rate | <1.0 | >1.2 |

    Compliance Requirements

    Federal

  • I-9 verification β€” within 3 business days of start. E-Verify if government contracts. Fines: $252-$2,507 per form (first offense), $2,507+ repeat.
  • ACA employer mandate β€” if 50+ FTE, offer coverage to anyone averaging 30+ hrs/week. Penalty: $2,970/employee (2026).
  • FLSA β€” joint employer liability. You AND the client can be liable for wage violations.
  • OSHA β€” staffing agency shares responsibility for worksite safety. Must conduct site assessments.

    • State-Specific

  • Licensing β€” required in: CA, FL, IL, MA, NJ, NY, TX, and others. Fees: $100-$5,000. Some require surety bonds ($10K-$100K).
  • Pay transparency β€” CA, CO, NY, WA require pay ranges in job postings.
  • Ban-the-box β€” 37 states restrict criminal history questions on applications.
  • Temp worker bills of rights β€” IL (2024), NJ (2023) require equal pay/benefits parity. More states following.

    • Technology Stack Costs

    | System | Monthly Cost | Purpose | |---|---|---| | ATS (Bullhorn/JobDiva) | $100-200/user | Applicant tracking, client management | | VMS integration | $500-2,000 | Vendor management system connectivity | | Payroll/billing (TempWorks/Avionte) | $5-15/employee/month | Payroll processing, invoicing | | Background checks | $25-75/check | Pre-employment screening | | Drug testing | $30-60/test | DOT and client requirements | | Job board posting | $300-1,200/month | Indeed, LinkedIn, ZipRecruiter | | Workers' comp (PEO vs direct) | 3-12% of payroll | Coverage and claims management |

    Growth Playbook

    Stage 1: $0-$500K revenue

  • Solo owner-operator + 1 recruiter
  • Single vertical focus (pick one: light industrial OR clerical)
  • 15-30 temps on assignment at any time
  • Startup costs: $20K-$75K (licensing, insurance, payroll funding)
  • Critical: secure payroll funding line β€” you pay temps weekly, clients pay net-30

    • Stage 2: $500K-$2M revenue

  • 3-5 internal staff (recruiters + account manager)
  • Add second vertical
  • 50-100 temps on assignment
  • Invest in ATS, systematize onboarding
  • Workers' comp mod rate becomes make-or-break

    • Stage 3: $2M-$10M revenue

  • Branch office or second market
  • Dedicated sales team vs recruiting team
  • 150-500+ temps on assignment
  • VMS/MSP program participation
  • Consider direct placement division (higher margins)

    • Stage 4: $10M+ revenue

  • Multi-market, multi-vertical
  • M&A for geographic expansion
  • Technology platform investment
  • Enterprise MSP contracts
  • Exit multiples: 0.5-1.5x revenue, 4-8x EBITDA

    • Cash Flow Warning

    Staffing is a cash-intensive business. You fund payroll before collecting from clients.

    | Revenue Level | Working Capital Needed | |---|---| | $500K/yr | $40-80K credit line | | $2M/yr | $150-300K credit line | | $10M/yr | $750K-$1.5M credit line |

    Factoring (selling invoices at 2-5% discount) is common for agencies under $5M. Transition to traditional LOC as you scale.

    *Built by AfrexAI β€” AI agents that actually know your industry. Get the full Recruitment Context Pack ($47) or try the free AI Revenue Calculator.*