Member Avatar for apierce

Does anyone know of a company that pays consultants consistently during a project instead of waiting to collect from their clients first? So you don’t have to wait a couple months to finally get a paycheck…and it’d be nice if they actually paid well too – not like 20% of what they’re getting paid!

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The core issue raised—slow pay and a small share of the bill—is really about cash flow, risk allocation, and how the engagement is written. 's posts point to the staffing-model trade-offs; below are practical, durable ways to get paid during a project and to raise effective take-home without repeating company-specific claims already in the thread.

Restructure payment terms in the SOW: require an upfront onboarding retainer, split the project into milestone payments, or contract explicit weekly/biweekly invoicing with a firm net term and late-payment remedies. Make the payment cadence and remedies unambiguous (invoice schedule, payment method, interest on late amounts). A short onboarding deposit that covers the first pay period removes the “wait until client pays” gap.

Change the billing relationship: bill through a business entity (LLC/S-corp) so the rate can incorporate benefits and payroll risk; negotiate a higher day rate if the client wants W-2 payroll; or work with a payroll-advance / invoice-factoring service if immediate cash is essential (these advance funds for a fee). Each approach shifts different expenses (tax withholding, benefits, unemployment exposure), so quantify those when setting your floor rate.

Practical checklist: 1) calculate a minimum “all-in” hourly/day rate that covers taxes, health costs, PTO value, and a margin; 2) put payment cadence, milestone amounts, and late fees into the contract; 3) compare net outcomes for W-2 vs 1099 vs corporate billing before accepting an arrangement; 4) request written pay-cycle and reference checks from any intermediary. Caution: advancing/payrolling services charge fees and W-2 status changes tax treatment—consult a tax advisor before switching structures.

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Member Avatar for Momerath

Robert Half pays weekly, as does . You get about 50% of what they charge

Member Avatar for apierce

Do they provide w2 perks? 401k, etc? Thanks in advance.

Member Avatar for Momerath

They have group benefits available but make no contribution to them. You pay full price for any insurance (based on the group price). You get no paid vacation. Adecco actually does offer paid vacation but you have to be on the job from Jan 1 to Dec 31 (yes, those dates, not just one year) (unless they've changed their rules recently).

Member Avatar for BradenCrisp

Great post! I think forums are one of the most popular and easiest way to get free knowledge. Thanks a lot

Member Avatar for apierce

They have group benefits available but make no contribution to them. You pay full price for any insurance (based on the group price). You get no paid vacation. Adecco actually does offer paid vacation but you have to be on the job from Jan 1 to Dec 31 (yes, those dates, not just one year) (unless they've changed their rules recently).

Great info, thank you. Do you have any insight to share on Comsys and ?

Member Avatar for Momerath

Well, I used to work for Comsys a long time ago (they actually bought the company I worked for). Now this was back in the late nineties, so thing may have changed. Back then you were a Comsys employee, and were paid on a twice-a-month cycle. They offered benefits which you paid part, they paid part. Two weeks vacation, sick time, etc. You get holidays off unless the client doesn't take the day off, in which case you get a floating holiday. Pay was above industry average.

Never heard of IQ Tech Pros :)

Member Avatar for apierce

Thank you again Momerath. Anyone have experience with the other company, IQ Tech Pros?

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