We adhere to a proprietary process that includes interviews and assessment testing, as well as reference and background checks.

A Certificate of Insurance (COI) is required by most hotels and businesses that hire independent contractors, particularly in situations where liability and financial risk are concerns. In many business contexts, a COI serves as proof of general liability insurance coverage, protecting both the contractor and the hotel/business in the event of an accident, injury, or property damage related to the contractor’s work.

Coverage types and limits vary, so it is advisable to consult with an insurance agent to ensure you have the appropriate protection. Many hotels and businesses require a COI to mitigate risk, meaning contractors without one may have fewer job opportunities. Additionally, securing insurance is a wise investment to safeguard yourself and your business against potential liabilities.

A COI typically costs $200–$400 annually, but it can significantly increase job opportunities. Contractors who meet this requirement are often retained for multiple assignments within the same management company across different properties, resulting in a strong return on investment (ROI)—provided performance meets or exceeds expectations.

The number of management companies asking to hire our contractors for their exceptional services on a temporary basis has doubled, increasing from four to eight, representing nearly 2,000 hotels. This shift is making temporary employment more common than ever.

Similar to having a COI (Certificate of Insurance), being open to temporary employee assignments can lead to more consistent work opportunities throughout the year. The key difference between this model and a standard 1099 task force assignment is tax withholding—as a temporary employee, taxes are deducted from your paycheck. While this reduces take-home pay initially, it can be an advantage at tax time, as it lowers out-of-pocket tax obligations when filing at the end of the year.

The demand for Temporary Employee assignments is rapidly increasing, with more management companies opting for this model. This trend is becoming the norm rather than the exception.

Here’s how a Temporary Employee assignment works:

• The hotel hires the contractor directly as a temporary worker.
• The hotel issues the agreement and pays the contractor every two weeks.
• Taxes are deducted from the contractor’s pay check.

In contrast, a 1099 task force contractor assignment operates differently:

• SSP issues the Contractor Addendum on behalf of the hotel.
• SSP pays the contractor directly.
• The contractor reports to and follows directives from the assigned hotel.

Both models offer distinct benefits, and SSP can guide contractors and hotels in choosing the best approach based on their needs.

Here is the SSP landing page for SalesBoost: https://info.salesboost.com/ssp.

Pricing Options:

• Single Certification – Get 50% off and pay $239 per certification/license per quarter.
• Annual Subscription – Get 50% off and pay $859 per license per year for unlimited access to all content, allowing you to pick and choose the certifications you want.

Yes! Here is how it works:

When we have a high-priority, difficult-to-fill position, we send an email to all contractors with the following details:

• Position title
• Desired experience
• Incentive amount
• Referral deadline

Referral incentive amounts are based on the urgency of the role. Payments will be issued once the referred contractor completes the interview and onboarding process.

The incentive will be automatically processed within two pay cycles after successful onboarding.

We truly appreciate the support of contractors who refer great talent to SSP. While we encourage referrals at any time, only select high-priority positions will be eligible for incentives.

SSP provides skilled professionals for leadership and management roles in:

• Sales
• Finance
• Culinary 
• Convention services
• Revenue management

Additionally, we source highly qualified task force contractors for operational roles, ranging from General Manager to Engineering Manager and other key disciplines.

Yes. A limited number of our contractors have the experience and discipline required to work effectively in a remote capacity. SSP maintains strong communication channels, ensuring seamless collaboration and ongoing support, regardless of location.

SSP’s approach to hospitality consulting is personalized, data-driven, and rooted in a deep understanding of people and culture. We collaborate closely with each client to uncover their unique challenges and opportunities, developing tailored strategies that not only improve operational efficiency and drive revenue growth but also strengthen team engagement and workplace culture. By aligning our solutions with your people and purpose, we help create sustainable success that resonates across the guest experience and employee satisfaction.