What C2H is
A professional initially works under a contractual arrangement with the possibility of later permanent conversion.
The conversion is not automatic; criteria, timing, commercial terms and decision responsibility should be clear to the client and professional.
Where it can help
A new GCC or ODC needs capacity before the long-term organisation is fully known.
The client wants evidence of role fit, performance and team integration before making a permanent commitment.
The roadmap requires a core + flex workforce model or specialist capacity during a growth phase.
Design the evidence
Agree outcomes, responsibilities, review periods and performance inputs before deployment.
Use relevant delivery evidence and manager feedback rather than informal impressions alone.
Keep compensation, conversion and communication transparent to avoid damaging trust.
Connect C2H to capability planning
C2H should sit inside a broader workforce architecture covering permanent roles, leadership, specialists, learning, mobility and succession.
For a GCC, conversion decisions should also consider entity readiness, role criticality and the future ownership model.
Questions to ask
Which roles need permanent ownership from the beginning?
Which skills are scarce or likely to change?
What is the evaluation period and who decides?
What happens if conversion does not occur?
How are legal, employment and co-employment responsibilities managed?
Apply the framework to your mandate.
Discuss the capability, location, operating model, workforce or evidence you need to validate.
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