Temporary staffing that scales with your volume.
Flexible W-2 workers for seasonal peaks, project ramps, and call-off coverage. Screened and employed by ATI, so you scale up and down without carrying the payroll.
Volume is a curve.
Staffing should be too.
Demand rises for a season, a project, or a shift, then falls. Fixed headcount sits idle at the trough and falls short at the peak. Because ATI's temporary workers are our W-2 employees, your coverage tracks the curve and you pay for the hours you actually use.
You define the need
Roles, shift pattern, volume, and how long you expect to run. One conversation, no long intake.
ATI recruits and screens
Recruiting and screening matched to the assignment, at our cost, documented per worker.
ATI employs the workers
Temporary workers are ATI W-2 employees. We handle payroll, payroll taxes, workers' comp, and employment admin.
You flex up and down
Scale to demand and pay for hours worked. Scaling down carries no severance exposure, because the workers are ours.
One agreed rate.
Everything that makes them ours.
A temporary worker on your floor is our employee, not a line item you have to administer. Your agreed bill rate covers the employer-of-record responsibilities documented for the assignment.
Built for the work that will not hold still.
Temporary staffing earns its keep wherever the workload is a moving target and fixed headcount would be a bet against it.
Seasonal peaks
Staff up for the busy stretch and back down after, without carrying the crew through the slow months.
Project ramps
Bring a crew on for a build, a launch, or a move, and release it cleanly when the project ends.
Call-off coverage
Fill absences and no-shows fast so a thin day does not turn into a missed shift or a slowed line.
Trial before hire
See a worker in your actual environment before you commit. Convert the ones who fit.
Variable-volume lines
Run an ongoing flexible tier that expands and contracts with orders, shipments, or occupancy.
Same-shift surges
Add hands for a rush order or a late truck and stand them down when the surge clears.
One model, across every floor we staff.
Temporary staffing runs the same way whether it is a warehouse dock or a hospital support wing. The screening and the crew change with the industry.
When temporary is not the whole answer.
Try, then keep
Run a worker as a temporary employee first, then convert them to your payroll once they have proven the fit. The conversion fee steps down as hours accumulate.
Explore contract-to-hire →Direct HireRecruit to keep
Targeted recruiting for permanent and supervisory roles, with the screening discipline of our temporary program and replacement support if a hire does not stick.
Explore direct hire →Answers built for buyers.
Temporary staffing is the supply of hourly workers who stay on the staffing agency's payroll for the length of an assignment. ATI recruits, screens, and employs the workers on our W-2, handles payroll, taxes, and workers' compensation, and invoices you for approved hours. You direct the work; we are the employer of record.
Speed depends on the role and the screening your site requires, but temporary roles are our fastest lane because the workers are already ours to deploy. We scope the need, confirm the rate and start date, and schedule against your demand, often within days.
W-2, always. Every ATI temporary worker is our W-2 employee covered by our workers' compensation policy. That removes misclassification risk from your operation and keeps a floor incident on our claim, not yours.
Yes. Many clients use temporary staffing as a working interview and convert the workers who fit through our contract-to-hire path, with the conversion fee stepping down as hours accumulate. If you already know you want to hire directly, direct hire is the better starting point.
ATI prepares a custom bill rate based on the role, pay rate, shift, workers'-comp classification, screening requirements, location, and staffing model. The rate and engagement terms are documented before the assignment begins.
Tell us the volume.
We staff to the curve.
One conversation to scope the roles, the rate, and the start date. A senior partner answers, not a call center.