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Frequently Asked Questions

Quick Links to:

Job Seeker FAQs 

Staffing and Recruiting FAQs

QTI HR Partnership FAQs 



Job Seeker FAQs

1.  How do I talk to a recruiter about my qualifications?

We are frequently contacted by potential candidates.  While we would like to speak with each one, time simply doesn't permit it.  Generally, we contact potential candidates by phone or email when we recognize their qualifications as compatible with a search assignment we are conducting. Unsolicited resumes, while desired and welcomed, are reviewed and placed in our confidential database until an appropriate search assignment develops. 

2.  Will you submit my resume to clients without my knowledge?

No, unless you have authorized us to do so. We will contact you to see if an opportunity is of interest to you and to assess whether or not that opportunity is a fit with your background and career interests. 

3.  Do you work for me or do you work for the hiring companies?

Ultimately, we work exclusively for the hiring company.  However, our ability to service our clients depends upon our rapport with you.  We believe in maintaining ongoing relationships with candidates.  Our goal is to become a trusted advisor to you on career issues and to lead you to the right client for the right opportunity at the right time.

4.  Do I have to pay to use your service?

No. There is no charge for the use of our services made to anyone who is looking for work. We work with clients who are looking for staff and we charge them for our services.

5.  Are you able to find work for everyone who is looking for work?

While we would like to be able to assist everyone who is looking for work, the realities of the workplace are that we won’t be able to help everyone. We do our best in all cases.

6.  What kinds of jobs do you recruit for?

    The QTI Group’s core areas of recruitment center on the following areas:

  • Administrative: general administrative, call center, health care, insurance and legal
  • Executive: C-suite executives in the financial services, banking, energy and utilities and non-profit areas
  • Industrial and Skilled Labor: general labor, manufacturing, skilled labor and hospitality
  • Professional/Technical: accounting and finance, engineering, health care, human resources, information technology, lab sciences and sales & marketing.

7.  What areas of Wisconsin do you cover?

QTI has offices in Appleton, Baraboo, Beaver Dam, Green Bay, Madison, Milwaukee, Platteville and Portage.  We place talent at organizations of all sizes throughout Wisconsin, and in some cases, outside of Wisconsin.  For QTI branch office contact information, please see our locations page.

8.  Do you recruit for positions overseas?

No, we do not recruit for positions overseas.

9.  What are the differences between temporary work, contract-to-hire work, and direct hire?

Temporary work – Temporary assignments vary in duration from as little as one day to several weeks or months. As a temporary worker, you will be on our payroll and work on an assignment at one of our client companies. The temporary assignment may eventually come to an end, at which time we will consider you for other assignments.

Clients are sometimes looking to add "regular status" employees to their staff. There are two ways to do this:

Contract-to-hire: The hiring process for contract-to-hire often involves submitting resumes and interviewing. Once the client company has selected a candidate to start, the employee begins working and is paid through QTI for a period of 520 hours. Often, this is the amount of a typical probationary period. Once the employee has completed 520 hours on our payroll, the client company has the option of transitioning our employee on to their payroll. There is no guarantee of a transition, and the ultimate decision rests with the client and is based upon the employee’s performance during the first 520 hours.

Direct Hire: In some cases, the client company wishes to add a "regular status" employee directly onto their payroll. The hiring process often involves submitting resumes and interviewing. Once the client company has selected a candidate for hire, the employee begins working and is paid directly by the client company.

10.  Why should I consider a temporary or contract-to-hire position?

Temporary positions are a great way to gain work experience and learn what it’s like to work for different companies. At any given time in the marketplace there are temporary opportunities opening up - usually because a client company has an immediate business need. Contract-to-hire and direct hire positions typically have a longer hiring process because the client company may be considering multiple candidates for the position and will need to conduct interviews and possibly skills assessments.

11.  What if I’m only interested in one of temporary, contract-to-hire or direct hire?

That’s just fine. During your interview, you will be asked which type of work you are looking for, and we will bear in mind your preferences as we are considering you for different positions.

12.   Who am I working for if I’m a temporary worker?

You are employed by QTI working on an assignment at one of our client companies.

13.  Do you help people looking for part time work?

Yes. Depending on your availability and skill set, we may have positions that fit your preferences. However, part-time work is less common than full time work.

14.  How do I express interest in a job on your website?

To express interest in a job on QTI’s website, go to and search for a job that meets your qualifications and interests.  Next, click on the “Apply” button on the posting and follow the on-line application instructions.  You will have the opportunity to submit your contact information, qualifications and resume.

15.  How do I find positions that QTI has available.?

The first step is to go to the Search for a Job  page on QTI’s website. Next, start the search process by choosing the parameters from the search tools that meet your interests, qualification and job location preferences.  When you find a job that interests you, click on the “Apply” button on the posting and follow the on-line application instructions.

If you want to submit your information for general consideration, go to the Search for a Job and choose "Apply Here" from the left side menu choices.  Next, you can either log-in to your account or sign-up as a new applicant and begin the on-line application process.

16.  Are there other ways to apply for a QTI job opening rather than through the on-line application process?

QTI has an on-line application process.  If you do not have regular access to a computer or need assistance, we encourage you to call the QTI office nearest you to set-up an appointment to use our office computers to complete the on-line application process.

17.  How can I find out about new job openings available through QTI?

The best opportunity to find out about new job openings through QTI is to regularly visit QTI’s “Search for a Job” page where new positions are posted daily.  Additionally, you can join QTI's Talent Network.  By joining, you will receive alerts with new job opportunities that match your interests and relevant communications and updates from QTI.

18.  What about my confidentiality?

All contact with you and the information that you share with us is treated with confidentiality to the greatest extent practicable.

19.  How do you decide whether or not to submit my qualifications or resume to a client?

All applicants that we put forward for a position are selected on the basis of their qualifications and experience. In addition, the information you provide when you register regarding your work preferences is used by QTI to match you to available positions.

20.  What if I don’t have a resume?

It’s always a good idea to have an up-to-date resume with your work history. If you don’t have one yet, we recommend putting one together before you start your job search. Some resources for creating resumes can be found on .

21.  How often should I stay in touch with a QTI Employment Specialist or Recruiter?

Light Industrial, Skilled Labor, and Administrative Candidates:

After you have completed the on-line job application, and if there is a job available that meets your skills, background and qualifications, a QTI Employment Specialist or Recruiter may contact you to discuss the next steps or the interview process.  The level of further follow-up need is dependent upon the type of positions for which you are applying as outlined below:

  • Light Industrial or Skilled Labor applicants:  After completion of the interview process, we recommend that you contact us on a weekly basis notifying us if you are still available and looking for work.  It also gives us an opportunity to update your personal information.  If we are considering you for a position with one of our clients, there will be contact on a more frequent basis.
  • Administrative candidates:  After completion of the interview process, your information is loaded into our search database.  We will contact you if we have a position that meets your qualifications.

Professional and Executive Candidates:

After you have submitted your resume for a professional or executive position through a job posting on QTI's website, a Recruiter will contact you to continue the process if your backgrounds, skills and experience match the needs of our clients.

In all cases, we encourage you to stay up-to-date on current job openings by signing-up for job alerts.  See the Talent Network page on QTI's website for more details.

22.  What if I find a job myself?

That’s great! Please let us know that you are no longer looking for work and we will note your file accordingly. If you ever need our services again in the future, we can reactivate your file.

23.  How and when do I get paid?

Providing your time is approved by the client and submitted to payroll on time, payday is the Friday following the week that you work.  You have the option of signing up for either direct deposit or a paycard.

Staffing and Recruiting FAQs

1.  Who is The QTI Group?

The QTI Group is a full-service human resources company offering staffing and recruiting, HR Consulting and HR outsourcing services.

2.  Where are you located?

The QTI Group is headquartered in Madison, WI and has 10 offices throughout Wisconsin. For full details, check out our locations page.

3.  What types of staffing solutions do you offer?

Our staffing solutions are flexible and are based on the needs of our clients. We offer temporary, contract-to-hire and direct hire placements.

4.  What areas do you specialize in?

We specialize in industrial, advanced manufacturing, administrative, professional/technical and executive placements

5.  How do you screen candidates?

Once a candidate has been identified, our screening process typically includes a comprehensive behavioral interview, reference checking and if applicable, skills testing. In addition, we offer background checks, drug testing, and additional reference checks and skills testing based on your needs. We also offer leadership assessments for high-level recruitments.

6.  I need to hire an employee. What is your process?

Our first interview starts with you. One of our experienced Corporate Development Managers will meet with you to understand your need and company culture. Next, they will advise you on the best staffing and recruiting solutions to meet your needs. Following, our Employment Specialists or Recruiters will recruit, screen and interview potential candidates and connect you to the talent that is right for your organization.  

7.  How do you bill for your services?

For temporary and contract-to-hire employees, you will be charged an hourly bill rate which includes the pay rate and all related employment taxes. Invoices are sent out weekly. For direct hire candidates, our fee is calculated as a percentage of the annual salary.

HR Partnerships FAQs  

1.  What is QTI Human Resources?

QTI Human Resources is a Human Resources outsourcing (HRO) firm. We enable our clients to cost-effectively manage their human resources, employee benefits, payroll and workers' compensation. Our clients focus on their core competencies to maintain and grow their bottom line.

2.  Who uses HRO services?

Any business can find value in an HRO relationship. Our clients include many different types of businesses ranging from not-for-profit organizations to high-tech companies, professional services firms and small manufacturers. Increasingly, larger businesses also find value in HRO arrangements.  

3.  How do HRO arrangements work?

We provide HRO services through a Professional Employer Organization (PEO) model or an Administrative Services Outsourcing (ASO) model.

Utilizing our PEO model, we enter a contractual relationship with our client to co-employ our client’s worksite employees. In a co-employment relationship, QTI Human Resources and our client each have an employment relationship with the employees. Under the contract, employer responsibilities and liabilities are assigned to either QTI Human Resources or the client company, while others are shared. We assume much of the responsibility and liability for the business of employment such as risk management, human resource management and payroll and employee tax compliance. Our clients retain full authority and responsibility for their entire business operations including production, marketing, sales and service. As a co-employer, we provide a complete human resource and benefit package for worksite employees.

Utilizing our ASO model, we provide a comprehensive approach to many of the human resources functions supported in our PEO model. The most significant difference lies in the absence of any direct employer relationship with our client’s staff. Our clients retain full management and employer responsibility with us acting only as the administrator for human resources, payroll, benefit administration and workers' compensation and risk management.

4.  Why would a business use a PEO?

Most business owners manage their businesses to earn a profit. Day-to-day management of "non-core" activities often creates distractions unrelated to their core business. As the business continues to grow, owners and managers may not have the requisite training or internal resources in the areas of payroll, human resources, risk management, regulatory compliance and employee benefits programs to address the needs of their staff. We bring large-group HR resources, HR expertise and access to benefit plans and programs our clients may not enjoy otherwise.

5.  Do the business owners lose control of their businesses in a PEO relationship?

No. In fact, they may gain better control of their business. Our clients retain complete ownership of their company and exclusive control over its daily operations. The management relationship that our clients have with their employees continues, but the partnership with QTI Human Resources enables you to offer improved HR-related products and services.

6.  How do employees benefit from a PEO arrangement?

Employees seek financial security, quality employee benefit programs, a safe working environment and opportunities for retirement savings. When a company works with a PEO, job security is improved as the PEO implements efficiencies to lower employment costs. Studies indicate job satisfaction and productivity increase when employees are provided with professional human resource services, training, employee manuals, safety services and improved communications. And in many cases, a co-employment relationship provides employees with an expanded employee benefits package including:  a 401(k), life insurance, disability insurance, a flexible spending program and more.

7.  What is the difference between PEOs and employee leasing?

Through our PEO model, QTI Human Resources does not supply labor to worksites. We supply services and benefits to clients and their existing workforces. We enter into a co-employment arrangement typically involving all of the client's existing worksite employees in a long-term relationship and sponsor benefit plans for the workers and provide human resources services to the worksite employer. If the PEO relationship is terminated, the workers’ co-employment arrangement with QTI Human Resources ceases, but they will continue as employees of the client.

A leasing or staffing service supplies new workers, usually on a temporary or project-specific basis. These leased employees return to the staffing service for reassignment after completion of their work with the client company. Upon termination of the staffing or leasing company arrangement, the workers have no continuing employment relationship with the client.

8.  How do HRO services help clients control costs and grow their bottom line?

Our economy of scale enables client companies to lower employment costs and increase the business's bottom line. QTI Human Resources provides significant technology, service infrastructure and platforms to assure compliant delivery of contracted services. We provide valuable time-savings by handling routine and redundant tasks associated with payroll and payroll taxes, human resources management, employment practices and regulatory compliance issues.

9.  Do workers receive comprehensive benefits?

Frequently, a PEO arrangement is the only opportunity for a worker of many small businesses to receive Fortune 500 quality employee benefits such as health insurance, dental and vision care, life insurance, disability insurance, 401(k) retirement saving plans, flex plans, etc. Without PEOs, typically a small business can neither manage nor afford to offer these benefits to their employees. PEOs are able to assist clients by providing these benefits programs at attractive rates to employers and employees alike.

10.  Who is responsible for the employees' wages and employment taxes?

Utilizing our PEO model, we assume responsibility and liability for payment of wages, as well as compliance with all rules and regulations governing the reporting and payment of federal and state taxes on wages paid to your employees. The IRS recognizes QTI Human Resources as an employer for federal income and unemployment taxes, and case law affirms the principle that PEOs are responsible for payroll taxes.

11.  Who is responsible for state unemployment taxes?

Utilizing our PEO model, we assume responsibility and liability for payment of state unemployment taxes. Most states recognize QTI Human Resources as the sole responsible entity, while few states require us to report unemployment tax liability under our clients' account number.  

12.  Who is responsible for workers' compensation?

Utilizing our PEO model, we are generally recognized as the employer for purposes of providing workers' compensation coverage, although the exact responsibility depends on various factors, including individual state statutes and insurance carriers.

13.  Does QTI Human Resources have to process the payroll?

Yes. Paying wages is an essential component of the co-employment relationship. Without this component, we would not be able to provide workers’ compensation, health benefits and various other services that rely upon the co-employment relationship’s existence. Employers provide the salary and hours for each worksite employee and we processes the payroll and file all payroll-related taxes and reports.

14.  Why is QTI Human Resources better than a payroll service?

Our services are much more comprehensive than a payroll service provider.  We not only administer your payroll but have numerous specialists managing your workers’ compensation, unemployment and benefits programs, as well as handling regulatory compliance, filing and record keeping, and human resources.

15.  Is QTI Human Resources a member of any trade organizations?

QTI Human Resources has been a member of the National Association of PEOs (NAPEO) since 1995, and is committed to the ethics and principles inherent in this organization.  Our leaders have served on NAPEO’s Board of Directors and continue to serve on NAPEO’s Legal Advisory Council and Government Affairs Committee.