People qualified enough to work in our own office. Sent to yours.
Production, quality, warehouse, skilled trades, engineering and technical talent for manufacturing, automotive, aerospace, food and logistics operations. Tell us the role, the shift and the headcount. You get a written quote within 24 hours and a real person on the phone.
Four steps from first call to a crew that stays.
No portal, no sales sequence. The person who takes your call is the person who works your order.
Consult
You talk to a salesperson, not an intake form. We ask about the role, the shift, the pay rate, the environment (cold, heat, standing, lifting, solo or team) and what has gone wrong with past hires. You get a written quote within 24 hours.
Source and screen
Relationships, not resumes. Some people will not work in the cold. Some do their best work alone. A resume does not say that. A recruiter who knows the person does. We screen to one standard: anyone we send should be qualified enough to work in our own office. Background and drug screening to your requirements, E Verify and I 9 on every hire.
Start
We handle onboarding, payroll setup, safety orientation and the required notices. Your supervisor meets someone who already understands the job, the shift and the site rules.
Support
Everyone evaluates for 90 days, and candidates know it. We look for track records longer than 90 days, so the person you keep on day 91 is the one you met on day one. If something is not working, call us. We respond within one business day.
Pick the model. The standard does not change.
From a five person surge crew to a quality engineer you keep for ten years. Same recruiters, same screening, same accountability.
Included in every hourly placement
For temporary, temp to hire and contract employees, C3 Workforce is the employer of record. One bill rate covers all of it.
- Recruiting, interviews and skill evaluation
- Background and drug screening to your requirements
- E Verify and I 9 employment eligibility verification
- Payroll processing and W 2s
- Payroll taxes: FICA, FUTA and SUTA
- Workers compensation coverage
- Unemployment claims administration
- ACA tracking and 1095 C reporting
- Child support and wage garnishment processing
- Hiring and, when necessary, firing
Temporary Staffing
Flex headcount up or down without a long term commitment. Absorb production surges, seasonal peaks, sort and containment projects and absence coverage with associates who have been screened by a recruiter who knows them.
What is included
- Everything in the employer of record list above
- One hourly bill rate for hours actually worked
- A recruiter who checks in with you and the associate
Temp to Hire
Evaluate on the job, then hire. Every temp to hire arrangement runs through a 90 day trial, and every candidate knows it. That is why we look for people whose track record is longer than 90 days. People rarely change on day 91.
What is included
- Everything in the employer of record list above
- Screening built around the role you intend to keep, not just the shift you need covered
- A transition to your payroll when you are ready. Ask us and we will lay it out before you place an order.
Direct Placement
We source, screen and deliver permanent hires across every industry we serve: welders and skilled trades, light industrial leads and supervisors, aerospace inspectors and mechanics, quality and controls engineers, and AI and technology roles from data engineers to data center technicians. The hire is your employee from day one. One time fee, a percent of first year salary, billed when they start.
What is included
- Recruiting in your market and, for specialized roles, nationally
- Interviews, skill evaluation and a recruiter who has met the candidate
- Background and drug screening to your requirements
- Offer coordination through the start date
Contract Labor
Specialized talent for a defined program or project term, employed by C3 with full benefits, at a fixed rate for the term. Convert to direct hire any time.
What is included
- Everything in the employer of record list above
- Benefits administration for the contract employee
- A fixed bill rate for the length of the term, so the budget holds
- Multi state assignments under one agreement
The wage is what the worker earns. Everything else moves to our desk.
When C3 is the employer of record, the taxes, the insurance, the claims, the wage orders and the filings that come with employing a person are ours. Here is what that load looks like in federal data.
Employer burden per hour, private industry, all workers
| Line item | Statutory rate | BLS cost per hour | Percent of straight time wages |
|---|---|---|---|
| Social Security (OASDI), employer share | 6.2 percent up to $184,500 (2026) | $2.23 | 6.84 percent |
| Medicare, employer share | 1.45 percent, no cap | $0.55 | 1.69 percent |
| Federal unemployment (FUTA) | 0.6 percent net after state credit | $0.03 | 0.09 percent |
| State unemployment (SUTA) | US average 1.74 percent of taxable wages | $0.15 | 0.46 percent |
| Workers compensation | US average $0.98 per $100 of payroll | $0.42 | 1.29 percent |
| All legally required benefits | $3.38 | 10.37 percent | |
| Insurance, mostly health | $3.62 | 11.10 percent | |
| Paid leave, including mandated sick leave | $3.54 | 10.86 percent | |
| All benefits combined | $14.01 | 42.98 percent |
Source: US Bureau of Labor Statistics, Employer Costs for Employee Compensation, March 2026 reference period, released June 12, 2026, bls.gov/news.release/pdf/ecec.pdf. BLS publishes benefit costs as a percent of total compensation. Percent of wages is calculated by dividing the BLS cost per hour by BLS wages and salaries per hour for the same group ($32.60). Statutory rates: IRS Topic 751 and FUTA guidance, US DOL average state UI tax rates (2025 estimate), National Academy of Social Insurance workers compensation report (Aug 2026, 2023 data).
Legally required benefits by occupation group
The statutory load is highest for exactly the production and warehouse roles we fill.
| Occupation group | Wages per hour | Legally required benefits, percent of wages | All benefits, percent of wages |
|---|---|---|---|
| Office and administrative support | $25.00 | 10.24 percent | 45.64 percent |
| Production | $24.85 | 11.67 percent | 48.73 percent |
| Transportation and material moving (warehouse) | $24.66 | 12.04 percent | 45.21 percent |
| All private industry | $32.60 | 10.37 percent | 42.98 percent |
Source: US Bureau of Labor Statistics, Employer Costs for Employee Compensation, Table 4, March 2026, bls.gov/news.release/ecec.t04.htm. Percent of wages columns are calculated from BLS dollar figures as described above.
OSHA states it directly: as joint employers, both the host employer and the staffing agency have responsibilities for protecting the safety and health of the temporary worker under the OSH Act. We provide general safety training and will not send people into hazards they have not been trained for. You provide site specific training and a safe workplace. We do not tell clients that we assume all liability, because it is not true, and a staffing company that says so is not one you should trust with your floor.
Source: OSHA, Protecting Temporary Workers, osha.gov/temporaryworkers.
Every market. One standard.
C3 Workforce is a nationwide staffing and recruiting company. We do business in all 50 states and are active in multiple markets across the country, placing production, quality, warehouse, skilled trades, engineering and technical people for manufacturing, automotive, aerospace, food and logistics employers.
Wherever your plant, distribution center or program is, the same recruiters screen your candidates to the same standard, and the same salesperson owns your account from the first call to the first start date.
- Headquarters
- Livonia, Michigan
- Footprint
- Active in multiple markets nationwide
- Models
- Temporary, temp to hire, direct placement and contract
- Industries
- Manufacturing, automotive, aerospace, food, logistics, skilled trades, engineering
We do what we say we’ll do.
“Any candidate we send to work for you should be qualified enough to work in our own office.”The C3 Workforce standard
We know the person, not the paper
Some people will not work in the cold. Some prefer to work alone. A resume does not tell you that. Our recruiters do, because they know the candidates.
Beyond the 90 day trial
Everyone evaluates for 90 days. Candidates know it. We look for track records longer than 90 days, so the person you hire on day 91 is the one you met on day one.
Clients and candidates get the same treatment
Honesty and respect on both sides of the placement. It is why associates come back to us and why clients stop shopping.
Straight answers before you place an order.
How fast can you get someone on our floor?
It depends on the role, the shift and the market. We give you a realistic start date with your quote, and we quote within 24 hours. We do not publish fill time guarantees, because a number that is true for a packer in Livonia is wrong for a controls engineer in another state.
What does staffing through C3 cost?
For temporary, temp to hire and contract placements you pay one hourly bill rate: the worker’s pay rate times a markup that covers payroll taxes, workers compensation, unemployment claims, ACA reporting, garnishment processing, recruiting and screening. Direct placement is a one time fee, a percent of first year salary, billed when the hire starts. We do not publish percentages because they vary by workers comp class, market, shift and volume. You get a firm written number within 24 hours. The pricing page explains the model in full.
Who is the employer of record?
C3 Workforce, for every temporary, temp to hire and contract employee on assignment. We hire, pay, insure and, when necessary, dismiss our employees. Payroll taxes, unemployment charges and workers compensation claims run through our accounts. Direct placement hires go on your payroll from day one.
What screening do you do?
Interviews and skill evaluation by a recruiter who knows the role, background and drug screening to your requirements, E Verify and I 9 employment eligibility verification on every hire, and onboarding with safety orientation and required notices. The standard is simple: anyone we send to you should be qualified enough to work in our own office.
Can we hire a temporary worker permanently?
Yes. When you find someone you want to keep, we make the transition simple. Terms depend on the assignment length and the role. Ask us and we will lay it out before you place an order.
What happens if a worker does not work out?
Call us. Replacing a worker is a phone call and a conversation about what the role actually needs. It is not a severance decision, an unemployment claim on your account or a hit to your workers compensation experience. We respond within one business day.
Where do you staff?
Nationwide. We do business in all 50 states and are active in multiple markets across the country. Tell us where the work is and we will tell you how we would staff it. See every market, one standard.
Is there a minimum order or a contract term?
Every account is set up in writing before the first worker starts, and the terms depend on what you need. Ask us and we will lay it out before you place an order.
Tell us the role. We’ll send the plan.
Job titles, shift, pay range, headcount and start date are all we need to begin. Submissions go straight to our sales team, and a real person responds within one business day.
Prefer to talk? Call the Livonia office at (734) 552-5731 and ask for sales.
Tell us the role. We’ll send the plan.
Most quotes go out within one business day. No pitch, no pressure. Just a number and a start date.