What Robert Half does and who they work with

Robert Half is a staffing agency that places workers into temporary, temp-to-hire, and permanent positions across accounting, finance, administrative, legal, and technology roles. Unlike general staffing agencies, Robert Half focuses on professional and skilled positions rather than entry-level or manual work. They operate in the United States, Canada, and several other countries, with local offices in most major cities.

Robert Half makes money by charging the employer a fee when they place a worker — typically a percentage of the first year's salary for permanent placements, or a markup on the hourly rate for temporary work. You do not pay Robert Half directly. The company has been in business since 1948 and is publicly traded, so their financial stability and track record are public information.

The agency works with both job seekers and employers. If you are looking for work, you register with them and they match you to open positions. If you are an employer, you contact them to fill a role. This guide focuses on what happens on the job seeker side — how the process works, what Robert Half expects from you, and how their model differs from other staffing routes.

Key Takeaways

  • Robert Half specializes in professional roles in accounting, finance, legal, administrative, and technology fields, not general labor or entry-level positions.
  • You register once with Robert Half and they match you to positions; you do not pay them, the employer does.
  • Temporary assignments typically last days to months, while temp-to-hire positions are temporary roles that may convert to permanent employment.
  • Robert Half handles payroll for temporary workers, meaning you receive a paycheck from them rather than directly from the employer.
  • Your assignment can end with little notice if the employer's needs change, so temporary work through staffing agencies carries less job security than direct hire positions.

How to register and what information Robert Half needs

To work with Robert Half, you start by creating an account on their website or visiting a local office. You will provide your work history, education, skills, and the types of roles you are interested in. Robert Half uses this information to match you with open positions their clients have posted.

You will also need to pass a background check and, depending on the role, may need to complete skills assessments or provide references. For positions involving financial data or legal documents, Robert Half may require additional vetting. The background check typically takes a few business days to clear.

Once your profile is active, a Robert Half recruiter may contact you about specific openings. You can also search their job board directly and express interest in positions yourself. Unlike some staffing agencies, Robert Half does not require you to sign an exclusive contract — you can work with other agencies at the same time, though you should disclose this to Robert Half to avoid being sent to the same position through multiple channels.

Temporary versus temp-to-hire assignments

Temporary assignments are short-term roles that last anywhere from a few days to several months. Robert Half handles your payroll, taxes, and typically provides benefits such as health insurance if the assignment lasts long enough. The employer pays Robert Half a markup on your hourly rate, and you receive the agreed-upon wage. The assignment ends on a set date or when the employer's need is filled, and either side can end it with notice (the notice period varies by assignment).

Temp-to-hire positions start as temporary assignments but include the possibility of converting to a permanent, direct-hire role. The temporary period typically lasts 90 days to six months. During this time, you and the employer evaluate fit. If both sides agree, the employer hires you directly and you move off Robert Half's payroll. If not, the assignment ends. Temp-to-hire roles are useful if an employer wants to test a candidate before committing to a permanent hire, or if you want to try a company before accepting a permanent position.

Permanent placements are direct hires where Robert Half matches you with an employer who hires you as a full-time employee. Robert Half's role ends once you are hired; you then work directly for the employer and receive your paycheck from them, not from Robert Half. Robert Half collects a fee from the employer for this placement.

Pay, benefits, and how you receive money

For temporary assignments, Robert Half pays you an hourly rate. The rate depends on the role, your experience, the location, and the current market demand for that skill. Robert Half does not publish a standard rate sheet, so rates vary by assignment and recruiter negotiation. You should ask about the rate before accepting an assignment.

Robert Half withholds taxes from your paycheck just as an employer would. You receive a W-2 at the end of the year if you work enough hours. For temporary assignments lasting more than a few weeks, Robert Half typically offers health insurance, dental, and vision coverage through their benefits program. You pay a portion of the premium, and Robert Half covers the rest. Retirement benefits such as a 401(k) may also be available depending on your assignment length and hours.

You are paid on a regular schedule — usually weekly or biweekly — either by direct deposit or check. If an assignment ends unexpectedly, you stop receiving paychecks once the assignment ends. You do not accrue paid time off as a temporary worker; if you take time off, you do not get paid for it unless the assignment agreement specifies otherwise.

What happens when an assignment ends

Temporary assignments end for several reasons: the work is complete, the employer's budget runs out, the role is no longer needed, or the assignment reaches its end date. Robert Half or the employer can end an assignment with notice, though the notice period varies. Some assignments end with minimal warning if circumstances change on the employer's side.

When an assignment ends, you stop working and stop receiving paychecks from that position. Robert Half will attempt to place you in another assignment, but there is no may provide of continuous work. If you have been with Robert Half for a while and performed well, they are more likely to prioritize you for new openings. If you have been inactive or had performance issues, they may be slower to reach out.

If you are on a temp-to-hire assignment and it does not convert to permanent, you return to temporary status and Robert Half will look for your next assignment. Some temp-to-hire roles do convert; others do not. The conversion depends on the employer's final decision and budget, not on Robert Half's preference.

How Robert Half differs from direct hire and other staffing models

When you work directly for an employer (direct hire), you are on their payroll, you have more job security, and you typically receive a full benefits package including paid time off. When you work through Robert Half as a temporary worker, the employer pays Robert Half a fee, Robert Half pays you, and your job can end when the assignment ends. You have less security but more flexibility — you can take assignments in different companies and roles without committing to one employer long-term.

Other staffing agencies operate similarly to Robert Half but may specialize in different industries or job levels. Some focus on entry-level or hourly work, others on executive search, others on specialized trades. Robert Half's niche is professional and skilled roles in specific fields. If you are looking for work in accounting, finance, legal, or technology, Robert Half may have more openings in your field than a general staffing agency. If you are looking for other types of work, a different agency may be a better fit.

Some staffing agencies are temp-only, meaning they only place temporary workers. Others handle permanent placements as well. Robert Half does both. Some agencies require exclusivity — you cannot work with competitors. Robert Half does not, though you should tell them if you are registered with other agencies to avoid conflicts.

Questions to ask Robert Half before accepting an assignment

Before you accept an assignment, clarify the following with your recruiter: the hourly rate or salary, the expected duration, whether it is temporary or temp-to-hire, the start date, the location or remote status, the hours per week, what benefits are included, the notice period for ending the assignment, and whether the role could extend beyond the stated end date. Ask what skills or certifications the employer requires and whether you meet them. If the job description is vague, ask for specifics about day-to-day tasks.

Also ask whether the employer has hired through Robert Half before and what their track record is for converting temp-to-hire roles or extending temporary assignments. Some employers use Robert Half repeatedly and have predictable patterns; others use them once. Knowing this can help you understand whether an assignment is likely to be stable or short-lived.

Frequently Asked Questions

Do I have to accept every assignment Robert Half offers me?

No. You can decline assignments without penalty. However, if you decline too many or seem unresponsive, Robert Half may deprioritize you for future openings. It is better to be selective and communicate clearly about what types of roles you want than to accept assignments you are not suited for and perform poorly.

Can I negotiate the hourly rate Robert Half offers?

Yes, within limits. Rates are set partly by what the employer is willing to pay and partly by market conditions. Your recruiter may have some flexibility, especially if you have in-demand skills or a strong track record with Robert Half. It never hurts to ask, but understand that the rate is constrained by what the employer budgeted.

What if I want to work directly for the employer instead of through Robert Half?

Most staffing agreements include a clause preventing you from being hired directly by the employer for a set period (often 12 months) after your assignment ends. If you and the employer want to work together permanently, the employer typically pays Robert Half a fee to release you from this restriction, or you wait out the restriction period. Violating this clause can result in Robert Half pursuing legal action or a fee.

Does Robert Half offer workers' compensation or unemployment insurance?

Yes. As a temporary worker on Robert Half's payroll, you are covered by workers' compensation if you are injured on the job. Unemployment insurance may be able to access varies by state and depends on how many hours you worked and whether your assignment ended through no fault of your own. Check with your state's unemployment office or ask Robert Half about your specific situation.

How long does it usually take to get placed in an assignment?

This varies widely. If you have in-demand skills and are flexible about roles and locations, you might be placed within days. If you are selective or your skills are less common, it could take weeks or longer. Your recruiter's responsiveness and the current demand in your field also affect timing. There is no may provide of placement speed.