On-demand sourcing
Candidates matched to the task itself, drawn from a pool built for short-cycle work across the 100+ cities and locations we deploy to.
Solutions · Gig Workforce Management
Gig Workforce Management
On-demand people for work that moves: peaks, projects, events, launches and routes. Sourced, verified, contracted, tracked and paid through one desk, with the statutory position settled before the first shift.
Flexibility is the easy part. Staying documented while you flex is not.
Demand does not arrive in neat annual blocks. A festive peak, a product launch, a route expansion, a survey, an installation drive: each needs people quickly, for a defined stretch, and then does not need them. Hiring permanently for that shape is expensive, and arranging it informally is where the exposure starts.
A gig engagement still creates obligations. Somebody has to establish how the worker is engaged, hold a contract that says so, verify who they are, record what they did, pay them on a defined cycle, and keep the evidence that all of it happened. Under the Code on Social Security, gig and platform workers are a recognised category with their own provisions rather than a gap in the framework.
SourceIT runs that layer so the flexibility is real and the paperwork is not an afterthought. You get people for the period you need them, and a file that stands up afterwards.
Engage for six days or six months. The documentation looks the same either way.
What gig workforce management covers
The whole engagement, from the requirement to the record that outlives it.
Identity and credential verification
Identity, address and where the task requires it, licence or trade verification, completed before deployment and retained on file.
Digital contracting
A written engagement per worker stating the basis, period, rate and scope, issued and accepted digitally so it exists before work starts.
Attendance and task capture
Check-in, check-out and task completion recorded at the point of work, so billing rests on the record of what was done.
Payout cycles
Payment on a defined cycle through bank transfer, with the deduction position applied consistently and a payout record per worker.
Engagement classification
How each worker is engaged established at the start and documented, so the basis is a decision on record from day one.
Platform and app access
Requirements raised, workers assigned and activity tracked through the platform, with the same records available to your team and ours.
Multi-location deployment
The same process across cities and states, with local sourcing and one central record across every location.
Reporting and reconciliation
Deployment, completion, spend and outstanding items in one pack, reconciled at the end of each cycle and at the end of the engagement.
Short engagements still leave a long paper trail
The work may last a fortnight. The records last much longer, and they are read by the same authorities that read everything else you file.
The questions that get asked afterwards are consistent: on what basis was this person engaged, where is the agreement, who verified them, what did they actually do, what were they paid and when, and what was deducted. Answering those from a spreadsheet assembled after the fact is where short engagements become expensive.
Running the engagement properly costs very little more at the time and removes the question entirely.
What we establish before anybody starts
The basis of engagement, decided and written down before work starts
A signed agreement per worker, covering period, rate and scope
Verification completed and retained, proportionate to the task
A payout cycle and deduction position agreed in advance
A record set that can be produced per worker, per engagement, afterwards
What we hold for every gig worker
The file that makes a short engagement defensible, built as the engagement runs.
Signed engagement agreement, with period, rate and scope
Identity and address verification
Credential, licence or trade verification where the task requires it
Onboarding and safety induction acknowledgement
Attendance and task completion records
Payout records with the deduction position applied
Bank details and payment confirmations
Any incident, grievance or replacement raised during the engagement
Closure record at the end of the engagement
Retention outlasts the engagement
A two-week deployment does not create a two-week record. The file is retained for the period the applicable law requires, which is why it is worth building correctly the first time. A year later, memory is all you have.
How it runs day to day
The same operating standard as every other line on the stack, at gig speed.
One desk for the requirement
Raise a requirement once, for however many locations it covers, and it is sourced against the same brief everywhere.
Verification before deployment
Nobody reaches your site or your customer before their verification is complete. Speed comes from a ready pool, not from skipping the step.
Evidence at the point of work
Attendance and completion are captured where the work happens, so billing and payment rest on the same record.
Closed in a single invoice
However many workers and locations an engagement involves, it closes as a single reconciled invoice.
Tell us the peak you are planning for
Send the roles, the volume, the locations and the window. We will come back with what is realistic to source in that time, how the engagement would be structured, and what it would cost to run properly.
A sourcing view for your roles and locations
The engagement structure we would use, and why
The record set you would hold at the end
An indicative cost to run the engagement
Frequently asked questions about gig workforce management
What counts as a gig engagement?
Work that is defined by a task or a period rather than by an ongoing post: a festive peak, a project, an event, a survey, an installation drive, a route expansion. The distinguishing feature is that the requirement has an end, and everybody knows that at the start.
How is this different from contract staffing?
Contract staffing fills a role that continues, with the worker employed by the contractor and deployed to you for an open period. A gig engagement is bounded by a task or a window and is documented on that basis. Most employers use both, and we run them on the same reporting cycle so the two do not become two separate relationships.
Who employs the gig worker?
That depends on how the engagement is structured, which is exactly why we settle it and write it down before anybody starts. The basis of engagement is a decision recorded in the agreement, made before anybody starts.
Do statutory obligations apply to gig workers?
Obligations do not disappear because an engagement is short. The Code on Social Security recognises gig and platform workers as a category with their own provisions, and the position that applies to your engagement depends on how it is structured and where it runs. We establish that at the start and confirm it in writing.
How quickly can you deploy?
It depends on the role, the volume and the location, and the honest answer is that verification is the part that cannot be compressed without creating a problem. We work back from your date and tell you what is realistic before you commit to it.
How are gig workers paid?
On a defined cycle agreed at the start, through bank transfer, with the deduction position applied consistently and a payout record retained per worker. Cycles for gig engagements are usually shorter than a monthly payroll, which is why they get their own process.
What happens to the records when the engagement ends?
They stay with us for the retention period the applicable law requires, and they remain retrievable per worker and per engagement. A closure record is produced at the end of the engagement so there is a defined point at which it finished.
Flexible workforce, documented properly
Tell us the roles, the volume, the locations and the window. We will come back with what is realistic and how we would structure it.