Staffing and recruiting agencies live and die on receivables — you carry payroll for temps while waiting on client payments, and a single slow client can sink a month. The flip side: your claims are usually clean and well-documented, which makes them efficient to collect.
1. Demand. A demand on law-firm letterhead, citing the MSA and the open invoices, tells a stalling client the relationship terms are now being enforced. Banksy drafts it free; an attorney can send it for $99.
2. Sue on the agreement. If they don't pay, we sue — on your master service agreement or fee agreement and, where it fits, on an account stated. Where your terms provide, we pursue interest, late fees, and attorney fees too.
3. Enforce the judgment. New York's CPLR Article 52 tools — information subpoenas, restraining notices, bank levies, and income executions — collect from the client (and any guarantor) through a marshal or sheriff.
Whether the dispute is an unpaid direct-hire placement fee, weeks of temp billings, or a conversion/buyout fee after the client hired your candidate, the path is the same — document the obligation, demand, and enforce.
Your MSA or fee agreement, plus proof the placement was made and started, usually makes for a clean claim — on the contract and, where it fits, on an account stated.
Often yes, where your agreement or invoices provide for late fees, interest, or attorney fees — terms many staffing MSAs already include.
Free demand letter; $99 attorney review & send; full collection on contingency — no attorney fee unless we collect.