Frequently Asked Questions
Explore our FAQs for Hiring Managers, Recruiters, and Workers.
FAQs for Workers
Find answers to common questions for employees & workers below.
We are your legal W-2 employer, even though you perform daily work at the client’s worksite or remotely. We handle payroll, taxes, benefits, HR administration, compliance, and recordkeeping. You will use the Worker Portal for onboarding forms, timesheets, pay info, and benefits.
You report directly to the client’s onsite supervisor or manager for scheduling, job duties, and performance matters. We manage employment administration, not your day-to-day work.
A tentative start date will appear in your employment agreement and in our system. However, your recruiter or supervisor confirms your official start date. You must complete all required paperwork, such as Form I-9, before you begin work.
The portal is your main hub for onboarding paperwork, timesheets (in most cases), expense submissions, payroll info, tax forms (W-2, W-4), benefits enrollment, and personal info updates like address changes. Benefits are linked through Employee Navigator.
We process payroll weekly or biweekly depending on client and state requirements. You can view pay stubs, direct deposit info, and W-2s in your Worker Portal under Payroll.
HR: hr@foxhire.com or 888-534-9417.
Payroll: payroll@foxhire.com or 888-534-9417.
Benefits: Contact HR or see Employee Navigator for plan-specific details.
Absolutely! We encourage you to schedule a demo to see our platform in action. This will give you a firsthand look at how FoxHire can streamline your hiring processes. Contact us today to set up your demo.
Employees working 30+ hours per week are considered full-time and eligible for benefits. You will see an enrollment notification in your portal if you qualify.
Benefits begin the 1st of the month after your waiting period ends. The waiting period varies by classification.
Waiting periods ensure eligibility rules are met and provide consistency across all employees. This is standard in most companies for group benefit plans.
Log into your Worker Portal and click the “Health Benefits Enrollment – New Hire” task. You’ll be redirected to Employee Navigator where you can enroll or waive. Once complete, acknowledge the task in your portal to clear reminders.
PPO: Lower deductible, higher premiums, good if you expect frequent medical care.
HDHP + HSA: Higher deductible, lower premiums, good if you rarely need care.
MEC/MVP: Basic, lower-cost coverage that only meets minimum legal requirements.
Dental and vision plans.
Employee Assistance Plan (EAP).
Yes. Under ACA law, pre-existing conditions must be covered without increased premiums.
Within 30 days of hire, during open enrollment (November for January 1 start), or within 30 days of a qualifying life event (marriage, birth, loss of coverage).
Log into Employee Navigator, select Change Benefits, submit the life event, and email supporting documents (marriage license, loss of coverage, etc.) to hr@foxhire.com within 30 days.
Costs vary by plan and are shown in Employee Navigator. You are responsible for premiums (deducted from your paycheck), deductibles, copays, and out-of-pocket maximums.
HR will notify you of a catch-up schedule with double deductions until your premiums are up to date.
If your doctor is in-network with your chosen plan, you can continue seeing them at in-network rates. Always check the plan’s provider directory.
Typically within 2 weeks of enrollment. Anthem BCBS members can also access a digital card via the Sydney Health app.
Employee Navigator is the benefits administration system where you enroll, make changes, and access plan details.
You may qualify for COBRA continuation coverage for up to 18 months, paying the full premium plus a small admin fee. You’ll receive a COBRA notice in the mail.
We offer a 401(k) plan through Empower (Patriot Software Company 401(k) Plan). You may choose Traditional or Roth accounts, and you can split contributions. We match 0.5% for every 1% you contribute up to 6% (max 3% match).
Employees age 18+ who complete a waiting period of 6 months or 1,000 hours of service.
After completing the waiting period, you’ll get enrollment info from Empower. You can also roll over previous 401(k) funds once eligible.
HR Department: hr@foxhire.com, 888-534-9417.
Empower portal for balances, contributions, loans.
Participant Services: 855-756-4738.
Notify your worksite supervisor directly. If you’re eligible for paid time off (PTO or state sick leave), you’ll see options in your timesheet. Otherwise, leave is unpaid.
Concerns (harassment, safety): report to your supervisor and HR. Injuries: get medical help, notify your supervisor immediately, and report to HR. Workers’ comp claims are filed through us.
Possibly, but permanent hiring decisions are made by the client, not us.
Notify us via the Worker Portal, email, or phone. If you worked with a recruiter, let them know too. If no new assignment is available, your employment with us will end.
Use Clear Verify (www.clearverify.com) for self-service verifications. You can provide info directly to verifiers or direct them to Clear Verify. HR can also help expedite requests.
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FAQs for Recruiters & Agencies
Find answers to common questions for recruiters and staffing agencies below.
FoxHire acts as the legal W-2 Employer of Record (EOR) for contractors you place. FoxHire handles payroll funding, tax withholdings, benefits, compliance, onboarding, and HR administration. You keep ownership of your client relationships and set your bill rates.
No. Recruiters and agencies source talent. FoxHire only steps in after you have identified the candidate, taking on the legal employer role for compliance, payroll, and benefits.
FoxHire can fund payroll upfront, paying your contractors weekly or biweekly, even if your client pays on net-15 or net-30 terms. This eliminates cash flow strain on agencies. Payroll funding details vary depending on your client agreements.
Workers can be onboarded in as little as 24–48 hours if required documents are provided promptly. The Recruiter Portal lets you submit candidates and track onboarding status in real time.
Yes. FoxHire manages all federal, state, and local employment tax compliance, ACA requirements, unemployment insurance, workers’ comp, wage garnishments, and benefits compliance. This ensures your contractors are fully compliant across all 50 states.
Yes. Recruiters control all client communication, branding, and contracts. FoxHire operates as a silent partner behind the scenes unless you say otherwise. Your clients see you as the service provider; FoxHire is invisible to them.
Yes. FoxHire is licensed and compliant in all 50 U.S. states, which allows you to place contractors nationwide without setting up new entities.
FoxHire supports placements in clerical, IT, finance, healthcare support, education, and other professional roles. FoxHire can support most industries. Contact FoxHire to find out if your industry is supported!
FoxHire issues invoices directly to your clients on your behalf (or to you, depending on your chosen arrangement). You set the bill rate, and FoxHire processes payroll and benefits within that rate. You retain visibility of margins in the Recruiter Portal.
FoxHire provides background check services and requires either use of our approved vendor or strict standards for any recruiter-selected vendor to ensure compliance.
FoxHire provides workers’ comp, liability coverage, and unemployment insurance for all W-2 employees under the EOR. Certificates of Insurance (COI) are available upon request.
Contractors employed through FoxHire may be eligible for health insurance, dental, vision, 401(k), and other benefits depending on hours worked. This makes your roles more competitive when presenting to candidates.
Yes. FoxHire also supports compliant 1099 contractor engagements by helping with classification and risk management. This ensures you avoid misclassification penalties.
FoxHire manages collections as part of its payroll funding and invoicing process. However, recruiters are expected to maintain strong client relationships and contracts to reduce payment risk.
You’ll sign a Recruiter Service Agreement (RSA) with FoxHire. Once in place, you’ll have access to the Recruiter Portal to submit candidates and begin onboarding contractors.
FoxHire charges a flat percentage of contractor wages, depending on role and risk. There are no subscription or platform fees.
Use the Recruiter Portal for day-to-day submissions and tracking. For support, contact your dedicated FoxHire Account Manager or email support@foxhire.com.
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FAQs for Workforce & HR Leaders
Find answers to common questions for HR teams and workforce managers below.
FoxHire is an Employer of Record (EOR) that becomes the legal W-2 employer for your contingent or remote workers. FoxHire handles payroll, benefits, compliance, and HR administration while your team manages recruiting, vendor relationships, and day-to-day supervision.
By outsourcing the legal employer role, HR teams avoid setting up new state entities, filing taxes in multiple jurisdictions, and managing complex compliance. This reduces legal risk and administrative burden while giving you visibility and control through the Client Portal.
Yes. FoxHire operates in all 50 U.S. states, ensuring compliance with each state’s employment and tax laws. You can expand your workforce without opening new legal entities or worrying about state-specific rules.
Yes. FoxHire supports companies with emerging or existing contingent labor programs.
Employers receive a single consolidated invoice for all contingent staff engaged through FoxHire. This simplifies payment processing and provides cost transparency across your program.
FoxHire assumes the role of legal employer, which mitigates co-employment liability. You still manage your contractors’ work, but FoxHire handles employment law, payroll, benefits, and taxes.
For large enterprise programs, FoxHire can support VMS/MSP engagements if needed. However, many buyers work directly with FoxHire to avoid the complexity and cost of third-party systems.
Workers employed through FoxHire are eligible for health, dental, vision, 401(k), and other benefits when working full-time hours. This improves your ability to attract and retain contingent talent.
FoxHire manages payroll tax withholdings, ACA compliance, workers’ comp, unemployment insurance, COBRA, wage garnishments, and E-Verify/I-9. Certificates of Insurance (COIs) are available on request.
Workers can often be onboarded in 24–48 hours, depending on role requirements and how quickly documents are submitted. The Client Portal provides visibility into onboarding progress.
Employees log time in the Employee Portal (or in your existing system, if preferred). Timesheets are due each Monday by 11:59 PM ET. Approved time flows directly into payroll.
FoxHire specializes in healthcare, education, IT, finance, clerical, and other professional roles. Contact FoxHire to see if your roles are supported!
Yes. FoxHire can help manage 1099 contractors compliantly, including worker classification checks, to reduce misclassification risk.
Yes. Onboarding workflows, rate types, and reporting can be configured to match your program needs. Employers also receive a consolidated view of spend and worker status.
FoxHire maintains secure systems for payroll, benefits, and compliance documentation. All employees and clients access role-specific portals with appropriate permissions.
Employers can use the Client Portal for day-to-day program management. For escalations, contact your assigned FoxHire Account Manager or the HR team at hr@foxhire.com, 888-534-9417.
Still have questions?
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