Corp-to-Corp Software Development Talent: Risk Aversion, Bias, or Missed Opportunity?

The world of software development has witnessed a significant shift towards embracing contract-to-contract (C2C) engagements, also known as corp-to-corp engagements. Corp-to-corp software development candidates are independent contractors who provide their services to businesses on a contract basis. Companies often opt for C2C arrangements to address temporary staffing needs, tap into niche expertise, or complete projects with limited time frames or budget. While this approach offers flexibility and access to specialized skills, it also presents challenges, particularly when it comes to risk and in many cases bias. When implemented correctly, it is an extremely effective model to find quality development talent at a time when resources are scarce.

Addressing Risk Factors:

While C2C hiring can be advantageous in some scenarios, it also brings inherent risks that organizations must be aware of to ensure a successful partnership. Below is a list of concerns and answers to mitigate risk.

  • Lack of Direct Control: When hiring Corp-to-Corp software developers, businesses often have limited control over the day-to-day activities of the contractors. Unlike full-time employees or traditional vendors, C2C developers operate independently and may have multiple clients simultaneously. This can result in difficulties in monitoring their progress, adherence to project timelines, and protecting sensitive data.
  • Mitigation: Establish clear communication channels, project milestones, and expectations from the outset. Regular check-ins and status updates are essential to stay on top of the development process and ensure alignment with project goals.
  • Intellectual Property and Data Security Concerns: Sharing proprietary information and sensitive data with external contractors can be a risky endeavor. There is always a possibility of data breaches, accidental leaks, or unauthorized use of intellectual property. Ensuring the protection of confidential information becomes paramount when dealing with C2C software developers.
  • Mitigation: Implement stringent security measures, confidentiality agreements, and non-disclosure clauses. Conduct regular security audits to identify vulnerabilities and ensure data protection compliance.
  • Legal and Compliance Risks: The legal implications of Corp-to-Corp hiring can be complex, especially if there are issues related to employment classification or tax obligations. Misclassifying C2C contractors as employees can lead to severe legal consequences and financial penalties.
  • Mitigation: Consult with legal experts and tax professionals to ensure compliance with relevant employment laws and regulations. Draft thorough and clear contracts that outline the terms of engagement and the independent nature of the relationship.

Addressing Hiring Bias:

  • Unconscious Bias: Even with the best intentions, unconscious biases can seep into the hiring process. These biases may be based on gender, race, ethnicity, age, or educational background. Unconscious bias can lead to overlooking qualified candidates and hampering diversity and inclusion within the team.
  • Client Prejudices: Sometimes, the client’s biases can impact the selection of corp-to-corp candidates. Clients may favor candidates from specific educational institutions, geographic regions, or with certain work experiences, potentially disregarding equally competent professionals from different backgrounds.
  • Skill Set Stereotypes: Biases can emerge based on traditional stereotypes associated with certain skill sets. For instance, assuming that individuals from specific demographics are more adept at certain programming languages or technologies, which is simply not true.
  • Cultural Fit Overshadowing Competence: The emphasis on cultural fit can inadvertently overshadow a candidate’s actual competence. While cultural fit is essential for team cohesion, it should not be the sole deciding factor, as it may lead to a lack of diversity and innovation.

Promoting Fairness and Inclusion:

  • Standardized Evaluation Criteria: Establishing clear and objective evaluation criteria for corp-to-corp candidates helps minimize bias. Focusing on technical skills, problem-solving abilities, and project experience ensures that hiring decisions are merit-based.
  • Diverse Interview Panels: Encouraging diverse interview panels brings a variety of perspectives to the evaluation process. This diversity can counterbalance biases and ensure a fairer assessment of candidates.
  • Anonymized Resumes: To eliminate initial bias, companies can adopt an anonymization process for reviewing resumes, which conceals identifying information like names, genders, and photographs.
  • Inclusive Language in Job Descriptions: Crafting inclusive job descriptions that highlight required skills rather than specific backgrounds can attract a broader range of candidates.

A missed opportunity for some can mean competitive advantage for others. In the fast-paced world of software development, embracing corp-to-corp arrangements can undoubtedly mean a competitive advantage for clients who embrace this talent model. New legislation introduced this month would double the annual cap on H-1B visas to 130,000 and provide additional funding for science, technology, engineering, and math programs at US elementary and secondary schools. Currently, the number of H-1B visas is limited to 65,000 each year, although there are an additional 20,000 available to workers who have a master’s degree or higher from a US university. By promoting fairness, diversity, and inclusion in hiring, companies can unlock the full potential of a talented and varied workforce.

AI Washing Is Lazy

No lie, I must receive twenty sales calls a week for companies claiming to offer the staffing AI solution that will, “change the game” or “revolutionize the industry” or even “eliminate the need for recruiters. Sometimes I play along and ask for more information or even take time for a quick demo. I will admit, there are some pretty slick solutions coming to market that could potentially drive efficiency, accuracy and improved client and contractor experience. But for every piece of technology, I see that makes me stop, look, think and maybe even decide to evaluate there are twenty times the number that I laugh at and quickly dismiss the companies as AI Washers!

“AI washing” refers to the practice of companies or individuals making exaggerated or misleading claims about their use of artificial intelligence (AI) in their products or services, often for marketing or publicity purposes. This can include companies claiming to use AI when they are only using basic algorithms or statistical models, or making promises about the capabilities of their products that go beyond what is currently possible with AI technology.

The term “AI washing” is similar to other technology-related buzzwords, such as “greenwashing” (exaggerating the environmental benefits of a product) or “cloud washing” (exaggerating the extent to which a product uses cloud computing).

AI washing can be harmful because it can mislead customers and investors into thinking that a product or service is more sophisticated or capable than it actually is, which can lead to disappointment, wasted resources, or even harm. It can also undermine trust in AI as a field by promoting unrealistic expectations and obscuring the genuine achievements of companies that are using AI effectively.

Wait, you mean a chat bot, is not AI? A search bar that maps job opening, location and job seeker is not AI? It’s laughable but also irresponsible and just plain lazy. Hopefully the shrewd buyer can see through the hype and vet the real disrupters from those drafting off yet another technology movement. In the meantime, to the actual technologist who are developing, innovating and disrupting stay true to your mission and know the cream will and always does eventually rise to the top.

Software Engineer Recruiters: Let us Find Top Talent for Your Workforce 

Recruiting top software engineers that fit in with your culture, ethos, and values while delivering results is never easy. Within the hypercompetitive software engineering and development world, you need a software engineer recruiter by your side.

Choose Ursus and gain access to a team of specialist software developer recruiters with years in the business. Our team draws from a deep candidate pool using a proven recruitment process that delivers results time and time again.

Work with a software engineer headhunter that does away with the hassle of filtering out unqualified candidates. Our team plugs into yours to find you a coding whiz or a first-rate software engineer.

Unlike other software engineer recruiting firms, we listen and learn about your business so you get the perfect candidate.

Outperform the Competition with High-Quality Software Engineers

Every industry and business needs to embrace digital to succeed. Cutting-edge software is the lifeblood of global commerce. Stop accepting second best and recruit software engineers to remove the competition and become the number one brand in your industry.

Why enlist coding staffing agencies to deliver a shortlist of highly qualified and highly experienced candidates?

  • Take on brand-new software development projects and boost your capacity.
  • Improve the efficiency of your business.
  • Reduce the burden on your team.
  • Fill short and long-term development gaps.
  • Meet urgent deadlines on IT software projects.

All this is possible when you work with a software developer recruitment agency like Ursus.

We find the right talent to fit temporary, contract, and full-time positions. Make your hiring process faster and more agile with the top software engineer recruiter in the business.

Our Software Engineer Developer Recruiter Services

Ready to transform your business?

We provide software engineer recruiter services to suit any business big or small, whether you need a temporary addition to your team or a talent for the future.


Hire an employee on an hourly basis to enhance your existing team or meet a critical deadline.

We handle all expenses associated with making a temporary software developer hire, including workers’ compensation, general liability insurance, and unemployment insurance.

All Ursus contractors have received extensive background checks to guarantee the quality of our software developer recruiters’ services.


Choose a solution that allows your company to test-drive a new software developer before offering a full-time contract.

Gauge how your candidate performs and how they slot into your culture before making a direct offer.

Try a variety of candidates to ensure that you find the best possible developer for the role. With contract-to-hire, it has never been simpler to add to your team risk-free.

Direct Hire

Are you ready to expand your team and support your growing business?

Locate the perfect candidate for your team with Ursus direct hiring services for software engineers.

We recruit, interview, and check candidates before sending you the shortlist. All you pay for is our fee when you make a hire, based on their starting salary.

Why Ursus?

Hiring anyone on a temporary or permanent basis is a big step to take. With Ursus’ tried-and-tested recruitment process, there’s no wasted time, no wasted money, and no wasted talent.

Take advantage of programmer recruiters with a difference and hire with the Ursus Difference.


Our software engineering recruiters endeavor to understand the fabric of your business. Every hiring project is designed to fit the unique mold of your brand.

We speak to you to find someone who has not only the qualifications and experience but also someone who can insert themselves into the core and culture of your organization.


This is a software developer recruitment agency that never stands still. Get your next team member fast with our help.

Our recruiters devs are always on the clock and never compromise on finding the perfect candidate.  With no shortcuts and no corner-cutting, speed is of the essence.

The refined recruiting process employed to find your next software engineer has been filtered down to a fine art over many years of serving businesses.


What makes the ideal software engineer?

It’s not just the qualifications and the experience but the little things. We believe that when teams fail to push in the same direction, this is no more than wasted potential.

Supercharge your team with an Ursus coder. Our recruiters examine all the tiny aspects that could mean boom or bust for your next hire.


Ursus is a software developer recruitment agency that strives to constantly improve. To meet the changing needs of the software development industry, we plug ourselves into the industry to understand what businesses need to succeed and approach digital transformation staffing differently. 

Our ability to self-reflect ensures that we are constantly searching for ways in which we can hire software engineers that better meet the needs of our clients.

At Ursus, we are here to play a role in the ever-evolving story of your business.