Temporary staffing that shows up and stays.
Production surges, seasonal peaks, sort and containment projects, absence coverage. Screened by a recruiter who knows them, employed and insured by C3, billed at one hourly rate for hours actually worked. Written quote within 24 hours.
Sources: US Bureau of Labor Statistics, Employment Situation, temporary help services employment 2,519,500, August 2026, seasonally adjusted, released September 4, 2026. American Staffing Association BLS dashboard, penetration rate 1.58 percent, August 2026. BLS Employer Costs for Employee Compensation, legally required benefits 10.37 percent of wages, private industry, March 2026. Quote turnaround is C3 Workforce policy.
Headcount that moves with the work.
Temporary staffing is the right tool when the need is real but the end date is not far off, or when you cannot add permanent headcount yet.
Production surges and new orders
A new program, a customer pulling ahead, a line adding a shift. You need trained hands on the floor in days, not the six weeks a permanent requisition takes.
Seasonal peaks
Distribution centers before the holidays, food plants at harvest, automotive suppliers before model year changeover. Staff up for the peak and step back down without layoffs.
Sort, containment and absence coverage
A quality hold that needs 20 people sorting by Monday. A leave of absence on a critical station. Vacation season. Short, defined needs with a clear finish.
The floor, the dock and the quality lab.
These are the roles our recruiters fill every week. If yours is not listed, ask. If we cannot fill it well, we will tell you.
Production
Warehouse and logistics
Quality and skilled
One bill rate. Everything an employer owes is inside it.
C3 Workforce is the employer of record
For every temporary employee on assignment, we hire, pay, insure and, when necessary, dismiss. The wage is what the worker earns. Everything else moves to our desk.
- 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
- A recruiter who checks in with you and the associate
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. Role, shift, pay rate, environment, and what has gone wrong with past hires. Written quote within 24 hours.
Source and screen
Relationships, not resumes. A recruiter who knows the person knows who will work second shift in the cold. One standard: anyone we send should be qualified enough to work in our own office.
Start
Onboarding, payroll setup, safety orientation and required notices are handled before day one. Your supervisor meets someone who already understands the job and the site rules.
Support
A recruiter checks in with you and the associate. If something is not working, call us. We respond within one business day.
Straight answers.
How fast can temporary workers start?
It depends on the role, the shift and your screening requirements. Production and warehouse roles with standard screening move fastest. Roles that require a specific certification or a client background check take longer. We give you a realistic start date in the quote rather than a promise we cannot keep.
Who is the employer? Who handles payroll and taxes?
C3 Workforce. Temporary employees are on our payroll. We handle wages, payroll taxes, workers compensation, unemployment claims and required filings. You receive one invoice for hours worked.
What if a worker is not a fit?
Call your recruiter. We will talk through what happened and work on a replacement. We do not publish a blanket guarantee because every situation is different, and we would rather tell you exactly what we will do than hide behind fine print.
Can we hire a temporary worker permanently?
Yes. Many clients use temporary assignments as a working interview. Ask about temp to hire and we will lay out the transition to your payroll before you place the order.
Who is responsible for safety?
Both of us, and OSHA says so. 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. A staffing company that tells you it assumes all liability is not telling you the truth.
Not sure temporary is the right model?
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.