Temporary and outsourced staff in Brazil, recruited and employed by HProjekt
From embedded recruiters in your HR team to operations staff: we recruit, employ them on HProjekt's payroll and handle onboarding, payroll taxes, benefits and timekeeping. They work in your operation, and you get one invoice a month.
Companies using this model with HProjekt
How it works
One contract with HProjekt. The professional in your operation. The payroll with us.
Outsourced recruiter: a talent acquisition analyst embedded in your HR team
I need an embedded recruiterMost of the people we hire under this service work in HR: recruitment analysts, tech recruiters, onboarding and payroll analysts. They work on your roles and in your systems. Legally, they are HProjekt employees.
It fits three situations: a hiring peak your permanent team cannot absorb, cover for absences and leave, and a task force to clear a backlog of open roles. In these cases they are hired as temporary staff and take direction from your team. If the need is ongoing, the model is outsourcing the recruitment service: HProjekt coordinates the recruiter and you agree on delivery targets.
The difference is who does the choosing. A recruiter placed by a recruitment firm has been assessed by recruiters, who know what to ask and what a recruiter's CV leaves out. If the problem is the recruitment process as a whole rather than capacity, the right model is RPO.
Outside HR, the same model applies to the roles below. When you need dozens of hires at once, see volume hiring projects.
Employed by us
The recruiter is an HProjekt employee. You do not add headcount or run the onboarding.
Assessed by people who do the job
A recruitment specialist chosen by a recruitment firm, not by a job board.
Inside your process
Works on your roles and in your ATS. As temporary staff, they take direction from your team. As outsourced staff, they are coordinated by HProjekt.
A defined end
Temporary contracts run up to 180 days, extendable by 90. If the need becomes permanent, you can hire them directly.
What is included
Everything an employer does, done by us.
Recruitment and selection
Sourcing, interviews and a shortlist. The final approval is yours.
Onboarding
Documents, pre-employment medical exam, registration in the employee's work booklet (CTPS) and employment contract.
Payroll and taxes
Salary, social security, FGTS and other contributions, every month, with HProjekt as the employer.
Benefits
Transport and meal allowances, plus whatever else is agreed for the role.
Timekeeping and HR admin
Working hours, overtime, vacation, leave and terminations.
One invoice a month
Salary, payroll taxes, benefits and our fee in a single bill, every line itemized.
How much it costs and how billing works
You receive one monthly invoice per placed professional. It covers their salary, payroll taxes and benefits, plus HProjekt's service fee. Recruitment is included, not billed separately. We work with 10 professionals or more.
The amount depends on the role, salary, working hours, benefits and city. That is why the proposal comes after the briefing, with every line itemized. You see what is the professional's cost and what is our fee.
To compare with hiring directly in Brazil, add payroll taxes and benefits to the salary, plus your team's time on selection and onboarding, and the cost of starting over if the person leaves. This is not an employer-of-record service for permanent hires: Brazilian law limits temporary contracts to 270 days and specific grounds.
Temporary or outsourced: which one to choose
It is not a pricing decision: the reason for the hire determines which model is lawful. Both are governed by Law 6,019, under different rules.
| Temporary | Outsourced | |
|---|---|---|
| When it applies | Replacing permanent staff on leave or vacation, or complementary demand: unforeseeable, or foreseeable but intermittent, periodic or seasonal. | A defined service your company chooses to contract out, including core activities. No peak required. |
| Duration | Up to 180 days, consecutive or not, plus one extension of up to 90. 270 days at most. | No statutory limit. It lasts as long as the service contract. |
| Who directs the daily work | Your team. The law lets the client direct the work without creating an employment relationship. | HProjekt. Direct, routine orders from your team to the outsourced worker create a risk that a court recognizes an employment relationship with your company. |
| Your company's liability | Secondary liability for labor obligations. Joint and several liability if the temporary work agency goes bankrupt. Workplace health and safety are yours. | Secondary liability for labor obligations, upheld by Brazil's Federal Supreme Court (STF, Theme 725, 2018) when it cleared outsourcing. When the work is done on your premises: health and safety are yours, and cafeteria, transport, medical care and training match your employees'. |
| Rehiring and cooling-off | The same temporary worker can only return to your company 90 days after the contract ends. Earlier, it creates an employment relationship. | A former employee of yours can only come back as an outsourced worker 18 months after leaving. |
| Hiring them permanently | Allowed. Any clause preventing it is void. | Not prohibited by law. Terms are set in the contract with HProjekt. |
A summary to guide the conversation, not legal advice. Basis: Law 6,019/1974, as amended by Laws 13,429/2017 and 13,467/2017, and Decree 10,854/2021. Confirm the framework with your Brazilian employment counsel.
Other roles we place
The same model works outside HR. We have hired for telecom, banking and payments, renewable energy, manufacturing and technology, in São Paulo, Rio de Janeiro, Porto Alegre and Florianópolis.
Operations
Production assistants and operations support, for production peaks or to cover absences.
Technical
Operations and maintenance technicians, for renewable energy and manufacturing. Casa dos Ventos and MCM Fitas de Aço are among the clients of this service.
Administrative and customer service
Administrative assistants, customer service assistants, inside sales reps and accounts receivable analysts.
Frequently asked questions
How much does it cost and how do you bill?
One monthly invoice per placed professional, covering salary, payroll taxes and benefits plus HProjekt's service fee. Recruitment is included. We work with 10 professionals or more. The amount depends on the role and city and comes in the proposal, itemized.
What is the minimum volume? Does it work for one or two roles?
We work with 10 professionals or more, and they can be in different roles. For one or two roles, hiring directly is the better path, and our specialized recruitment finds the person.
What is the difference between temporary and outsourced?
A temporary worker covers a passing need, has a time limit and takes direction from your team. An outsourced worker delivers a defined service, with no time limit, and is directed by HProjekt. Both are our employees and both are governed by Law 6,019.
When can I hire a temporary worker?
Under two grounds: replacing permanent staff on leave, such as vacation or parental leave, or complementary demand that is unforeseeable, or foreseeable but intermittent, periodic or seasonal. Ongoing demand and opening a new branch do not count as complementary demand. Those cases need a different model.
What is the maximum length of a temporary contract?
Up to 180 days, consecutive or not, with one extension of up to 90 days if the conditions remain. That is 270 days at most. Outsourcing has no statutory limit.
Who employs and pays the professional, and what is my liability?
HProjekt employs them and pays salary, payroll taxes and benefits. Your company has secondary liability: if we fail to pay, the bill can reach you. For temporary work, liability becomes joint and several if the temporary work agency goes bankrupt, and workplace health and safety are always yours. That is why it matters who employs on your behalf.
Does a temporary worker have the same rights as my employees?
They are entitled to pay equivalent to your employees in the same category, an 8-hour workday and 44-hour week, overtime at a premium of at least 50%, night-shift premium, paid weekly rest, proportional vacation, proportional 13th salary, FGTS, social security, accident insurance and registration in the work booklet (CTPS).
Can I hire the professional directly later? Can the same temporary worker come back?
You can hire them directly. A clause preventing that is void. To return as a temporary worker to the same company, the person must wait 90 days after the contract ends.
How soon can the professional start?
It depends on the profile, city and headcount. The median for these clients' positions was 32 days from briefing to hire.
Will I lose control of the team?
Not with temporary workers: your team directs the work, and the law allows that without creating an employment relationship. With outsourcing, HProjekt directs the work and you agree with us on what must be delivered. Giving direct, routine orders to an outsourced worker is what creates the risk.
Which roles and cities do you cover?
Mainly recruiters, talent acquisition analysts, tech recruiters, onboarding and payroll analysts. Also operations, technical, administrative and customer service roles. We have hired in São Paulo, Rio de Janeiro, Porto Alegre and Florianópolis.
Can I use temporary workers to replace staff on strike?
No. Law 6,019 prohibits using temporary workers to replace strikers, except in cases provided by law.
Tell us how many people and by when
We reply within 1 business day, with the model that fits your case.
Talk to a specialist