Why Procom

Engage contractors. Reduce risk. Maintain control. 

Focus on building your business. Let our high-touch service delivery team, backed by proprietary technology, transparent pricing, and a proven compliance framework, manage the engagement, onboarding, and ongoing support for your independent contractors, so you can focus on your core business.     

Find proven candidates

75%

2025 Client
NPS score

80%

2025 Talent
NPS score

16 Years

consecutive award
winning NPS feedback

Process

Engage contractors with confidence   

Our AOR service delivers a smooth, compliant contractor experience, protecting your organization while supporting your workforce.  

See how our platform helps you find, track, and manage top talent with ease.

Streamline your hiring process 
Background

You find the talent

Choose the independent contractor you want to engage.

Background

We handle onboarding and compliance

Onboard contractors quickly and compliantly through our customizable onboarding platform.

Background

We protect you from misclassification risk

Our Compliance Engine ensures contractors are classified and engaged correctly under applicable laws.

Background

You gain full visibility and cost control

The MyProcom portal provides task-level onboarding visibility, consolidated invoicing, and budget oversight.

Why choose Procom as your AOR partner? 

Hiring independent contractors can be risky without proper support. When you choose Procom, you can be confident that your independent contractors will be compliant from start to finish.

Talk to an expert

How our AOR services help your business:

  • Reduced legal and compliance risk through our Compliance Engine 
  • Proven IC classification process  
  • Access to subject matter expertise and in-house legal counsel  
  • Simplified onboarding and offboarding with automated, scalable processes
  • Full visibility and reporting via integrated, real-time portals  
  • Mechanisms to control costs, such as rate benchmarking, cost-plus options, and vendor consolidation 
  • Improved contractor experience supported by dedicated program teams   
  • IP & data protection embedded into every step of the process   

Our point of contact at Procom goes above and beyond for our account and is my go-to vendor for market-related questions.

Sarah Clayton
Red Hat

Procom is always responsive. I have confidence in the team and how our contractors are managed daily.

Jenn Furlano
PWC Companies

Procom had the most organized and efficient process I’ve experienced with a contracting company, and my recruiter was superb.

Andrea Glover-Zephy
Client: Toronto Dominion Bank
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Proven by the companies who know what’s at stake

Trusted by businesses that demand speed, control, and expertise in workforce management.
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Insights

Learn. Apply. Lead. 

Real-world hiring lessons, proven strategies, and practical takeaways for
building high-performing teams. 
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Contingent Workforce

What is payroll: Understanding contractor payroll & employer burden costs (USA)

Contractor Payroll refers to the tasks a company must execute to ensure temporary W2 Workers and 1099 Independent Contractors (ICs) are paid correctly and on time in accordance with their contract or Statement of Work (SOW).  Contractor payroll is a complex business responsibility that can often appear confusing to employers unfamiliar with the different set of…
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Contingent Workforce

Contingent worker payroll 101 U.S.

In the United States, Contingent Worker Payroll refers to the tasks a company must execute to ensure temporary W2 Workers and 1099 Independent Contractors (ICs) are paid correctly and on time in accordance with their contract or Statement of Work (SOW).   The contingent workforce is on the rise as the employers take a more flexible…
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Contingent Workforce

Overview of Independent Contractor payroll models and services

Payroll refers to the tasks an employer must perform in order to pay traditional employees. Contingent workers, such as an Independent Contractor, is not an employee, and therefore, must be paid  through a separate payroll model. These contractor services can also be outsourced to a third party. If your organization operates, or is thinking of…
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Direct hiring solutions

Let’s talk independent contractor management  

Talk to one of our experts to find out how your contingent worker program should be structured to engage independent contractors.   
Get in touch
FAQs

Straight answers for smart hires 

Discover the facts about timing, talent, and how we work with you. 

More questions? Contact us 

An AOR is a third party that acts as the official agent between your company and an independent contractor. They help you onboard, classify, and pay contractors compliantly, reducing legal risk and admin overhead. Procom’s AOR service is powered by our Compliance Engine, a proven independent contractor evaluation process validated by top law firms, and a subvendor management program that ensures all engagements meet your contractual and compliance requirements.

An AOR supports independent contractors, where the worker is not your employee, while an EOR is used when a worker is legally employed on your behalf. AOR is best for freelance or project-based engagements; EOR is best when you need more control and the worker needs employment status.

Use an AOR when:

  • You work with independent contractors and want to avoid misclassification risk
  • You need to engage contractors quickly while maintaining compliance
  • You manage multiple vendors and want to consolidate processes

Procom is often chosen for high-risk contractor engagements, domestic compliance requirements, and multi-vendor programs where vendor terms need central management.

Misclassifying a worker as an independent contractor when they should be an employee can lead to tax penalties, back pay, lawsuits, or audits. It’s one of the top legal risks in contingent workforce management.

You can, but doing so increases the risk of misclassification unless you have strong internal legal, HR, and finance controls. An AOR helps you scale contractor engagement without taking on that risk internally.

If they pass the classification test, most independent contractors can be onboarded in as quickly as a few days. This depends on the complexity of your internal compliance program and the availability of the independent contractor. Our customizable onboarding platform, compliance automation, and experienced program managers mean we can often accelerate start dates without compromising compliance.

Yes. We offer integration options for Vendor Management Systems (VMS), Human Resource Information Systems (HRIS), and ERPs to sync independent contractor data and streamline workflows. Additionally, our MyProcom client portal provides key workforce management capabilities and insights.

AOR pricing can vary based on the size of your program and the complexity of your contingent workforce program requirements. Procom offers open, transparent pricing tailored to your program needs. We also identify and deliver cost savings through rate benchmarking, vendor consolidation, and streamlined onboarding. Typically, we will charge a flat fee or a percentage markup on top of the rate paid to the independent contractor. Speak with one of our experts and we can provide you a customized quote based on your program’s needs.