Workforce support that fits your operation.

Temporary, temp-to-hire, contract and on-site coordinated staffing for logistics, supply chain, warehouse and business-support roles. We start with the work, the location and the schedule, then define the engagement together.

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Staffing services

Staffing services we provide

Choose the arrangement that fits the work. Every service includes sourcing and screening candidates against the duties, schedule and requirements agreed for each role.

01

Temporary & seasonal staffing

Workers for peak seasons, projects and short-term spikes in volume, for a defined period.

  • Seasonal and holiday peaks
  • Project-based or short-term demand
  • Cover for absences and leave
02

Temp-to-hire

Workers start on assignment, with the option to bring them onto your own payroll after an agreed period.

  • Evaluate fit on the job before hiring
  • Conversion period agreed up front
  • Conversion terms set out in the agreement
03

Contract & long-term staffing

Ongoing assignments for defined roles, shifts and periods, set out in a written agreement.

  • Defined roles, shifts and headcount
  • Ongoing or multi-month assignments
  • Scope reviewed as your needs change
04

On-site coordination

A WDJ coordinator works with your site to manage the assigned workforce day to day.

  • Scheduling and attendance coordination
  • Onboarding steps and site orientation
  • A single point of contact for your team

The services included in each engagement are confirmed in the proposal. The employer of record, insurance, any conversion terms and each party’s responsibilities are set out in the agreement.

Indicative rates

Indicative staffing markup

A planning reference for staffing engagements. Final rates are confirmed in writing after the role has been reviewed.

25–40%
Staffing markup
of the employee’s gross base pay · bill rate = base hourly pay × 1.25–1.4
  • Markup helps cover employment and service costs. It does not represent WDJ’s profit margin.
  • The proposal confirms whether overtime, statutory employment costs, benefits, background checks, on-site support and other costs are included or billed separately.
$22/hr
Low · ×1.25$27.5/hr
High · ×1.4$30.8/hr
About these ranges

Staffing engagements have an indicative markup range of 25%–40% of the employee’s gross base pay. For regular hourly work, the bill rate is calculated as the base hourly pay rate multiplied by 1.25–1.40. Every engagement requires a consultation. These ranges are planning references. Final rates, included costs and any additional charges are agreed in writing after reviewing the role, work location and state, duties and risk, scheduled hours, and service scope. Staffing markup helps cover employment and service costs and does not represent WDJ’s profit margin.

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Roles

Roles we staff

Each staffing service is available across these role areas. Requests are reviewed one role at a time.

Logistics & supply chain

Coordinator, manager and support roles in logistics and supply-chain operations, such as inventory, order and shipment coordination.

Warehouse operations

Receiving, picking, packing, inventory and shipping roles, including support for seasonal or project-based demand.

Business support

Coordinator, manager and administrative roles that support day-to-day operations and back-office work.

Availability depends on the role, the location and the timing. Listing a role here does not mean candidates are already on hand; each request is reviewed before an arrangement is proposed.

Before an engagement

What we review first

Staffing starts with the work itself. Before an arrangement is proposed, we review these details with you so that rates, responsibilities and inclusions reflect the actual role.

Details we confirm with you

Duties
The tasks, equipment and skills the role involves.
Work location and state
Where the work is actually performed, including the state.
Shifts and schedule
Working days, start times and shift patterns.
Number of people
How many workers each role and shift requires.
Scheduled hours
Expected regular hours per week and any anticipated overtime.
Expected duration
Whether the need is seasonal, project-based or ongoing.
Working conditions and risk
The work environment, physical demands, safety requirements and other risk factors.

Staffing questions

How does temp-to-hire conversion work?
The worker starts on assignment. After the agreed period, you can offer them a position on your own payroll. The conversion period and any conversion fee are agreed in writing before the assignment begins.
What is the staffing markup based on?
The indicative markup is applied to the employee’s gross base pay. For regular hourly work, the regular hourly bill rate is the base hourly pay rate plus the agreed markup. Final rates are agreed in writing after the role has been reviewed.
Is the markup WDJ’s profit?
No. The markup helps cover employment and service costs and does not represent WDJ’s profit margin. What it covers for a specific engagement is described in the proposal.
Are overtime, statutory employment costs and benefits included?
It depends on the engagement. Whether overtime, statutory employment costs, benefits, on-site support and other charges are included or billed separately is defined in the proposal. Nothing is treated as included until it has been reviewed and agreed in writing.
Are background checks included?
Screening needs vary by role. The agreement identifies the screening scope, responsibilities and any separate third-party costs.
Which locations can you support, and how soon can workers start?
Both depend on the request. We discuss the work location and state, the role and its requirements for each request, and we do not promise a start date before that review. Any agreed location and timing are set out in writing.
Who employs the workers?
The employer of record and each party’s responsibilities are set out in the agreement for each engagement. We discuss the proposed arrangement with you during the consultation, before anything is signed.

Tell us about the work, the location and the schedule.

Share the role, where it is performed, the shifts and the number of people needed. We review the details with you, then set out the proposed arrangement, rates and responsibilities in writing.

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