No. Our temporary and temporary-to-hire options are billed by the number of hours our employee has worked at your office or facility. Direct hire placements are not billed until you decide that the candidate we present to you is acceptable to be hired on full-time.

Invoices will be issued weekly and can be paid electronically.

While we are often able to fill openings in 24 hours, we appreciate as much lead time as possible to find the very best candidate for your openings. If you have a specific role, or need a highly skilled employee, more lead time will be required.

Yes. NVA Virtual Solutions offers a comprehensive medical plan that meets the Affordable Care Act coverage requirements. Voluntary benefit plans such as a dental plan, vision plan, life insurance plan, hospital plan, short term disability and medical indemnity are also available.

It depends. NVA Virtual Solutions fills temporary, temp-to-hire and direct hire positions. For temporary and temp-to-hire assignments, associates are employed by NVA Virtual Solutions.

Call our office. Our focus is finding the right candidate for you.

We have an easy conversion process for any client who wants to hire an employee before the agreed upon hours have been completed. This includes a pre-negotiated fee, so that you understand how much of an investment may be involved in hiring someone early.

We use GUSTO time tracking system which allows our contractors and employees to key in their time on a computer, tablet or smartphone. Once they submit their time, an approval email is sent, in which will require either a approval or to reject their time. Traditional paper time cards are available upon request.

NVA Virtual Solutions complies with all jurisdictions where Paid Sick Leave is mandated by law. In the majority of those cases, the cost for paying sick time is built into our hourly bill rate, and we don’t charge clients separately. If an employee is out long enough to trigger a leave of absence, such as the Family Medical Leave Act, we follow the documentation procedures set forth by law.

It’s up to you! Depending on the role and assignment length, this may or may not be something you want to utilize. When you work with us, we’ll discuss all the options and support whichever approach you prefer. Our expert recruiters always conduct two screenings to ensure only eligible, qualified candidates are being considered.

The screening process entails a discovery which is our first contact with a candidate. That is followed by a full interview and onboarding if the candidate is selected. We conduct two verifications of employment, as well as professional references. A background investigation can be conducted at the client’s request.

This is an option we can provide and would be included in your contract, but it’s not mandatory.

Our standard background check includes proof to work in the United States, previous work history, along with any criminal background. For certain positions credit history may also be requested. For certain positions driving records may also be requested.

We can help! We know the ins and outs of many positions and also have tools we can utilize to ensure your job descriptions are using the right keywords that target employees with the skills you need.

Hourly pay rates are established by the clients. Employees are eligible for basic individual medical coverage on the first day of employment and more comprehensive plans are available at 90 days of employment. Unless changes are requested by client.

When you work with a certified women-owned minority business, you know we are committed to supporting a diverse workforce. As a company, there may be tax incentives you can access as a result.

Plus, NVA Virtual Solutions has access to an exclusive network that offers mentoring, leadership development, and access to business tools and resources.