KORE1 for District offices, priced November 2026
Temporary Staffing Agency in Washington, DC for association, law firm and university office temps
Accounting, analyst and HR temps for District offices, with DC sick leave, pay range and non-compete rules explained before you sign.
KORE1 is a temp agency in Washington, DC. A junior accounting temp bills $57 to $71 an hour, median $62, about $32,400 for three months. A mid-level one bills $72 to $93, median $81, about $42,100.
Last updated: November 12, 2026
- Covered here
- Back-office temps for District employers. Staff and fund accountants, financial analysts, HR generalists and office support, all of them KORE1 W2 employees from the first shift to the last.
- Covered elsewhere
- IT seats and their rates sit on DC IT contractor bill rates. Direct hires and everything else KORE1 does in the city sit on KORE1 staffing in Washington, DC. Cleared work isn’t priced here.
Every rate below is a row from KORE1’s Contract Rate Index, 2026-Q4 edition, effective October 16, 2026. Three of the four are DC metro cells, built from BLS May 2025 wages for the District plus an employer load rather than averaged from our own placements. A quote prices your seat.
Take a mid-level temp accountant at the median for three months and you land near $42,100. Treat that as a yardstick. The temp stays on KORE1’s W2 payroll, gets paid on Fridays and takes direction from your manager. If the model is new to you, read about temporary staffing nationwide first and come back for the District rules.
What Do Temp Accountants and Analysts Bill in Washington, DC?
Three DC metro cells and one national row, as of October 16, 2026. All four are modeled. A quote still prices your seat against the live market.
| Temp seat | Index cell | Bill range | Median | 3 months | 6 months |
|---|---|---|---|---|---|
| Temp accountantDC metro | Accountant, junior | $57 to $71 | $62 | $32,400 | $64,700 |
| Temp accountantDC metro | Accountant, mid‑level | $72 to $93 | $81 | $42,100 | $84,300 |
| Financial analyst tempDC metro | Financial analyst, junior | $63 to $77 | $68 | $35,500 | $71,100 |
| HR generalist tempUnited States (national), no DC cell | HR generalist, mid‑level | $52 to $68 | $59 | $30,700 | $61,500 |
Request a DC temp
Tell us the office type, the audit, grant or renewal window, the start date and how many weeks you need. Say whether the desk sits in the District or across the line, because the rules below are District rules. We’ll price that one seat.
- Controller and senior accountant seats have a page of their own, DC accounting and finance staffing, because the District finance market is deeper than three rows.
- Senior and close-support accountant levels are priced nationally on national contract accountant rates by level. We link to it. We don’t copy it.
- Help desk and the other IT seats stay on the DC IT rate table, which owns them. Nothing is repeated here.
- No admin row appears here, because the index holds no admin cell. We still place admin and office support temps constantly, and each one gets its own price.
Which Washington, DC Offices Order Temps, and When?
The BLS Current Employment Statistics counted 3,292,000 nonfarm jobs in the Washington-Arlington-Alexandria area in September 2026, a preliminary figure. Professional and business services held 769,400 of them and government held 676,600, while other services, the BLS group that takes in trade associations, grantmakers and civic organizations, held 176,400.
Those sectors set the seats.
Trade associations and nonprofits
Fund accountants are the classic order, placed ahead of audit season, a grant close-out or the membership renewal cycle, when the same two people who run month-end are also chasing every renewal and every restricted-fund report. The seat opens with the calendar and closes with it. Nobody plans for that.
Law firms
Billing and office support, mostly. Time entries stack up, invoices have to leave on schedule, and a partner on leave or a new class of associates stretches a small office team for a few weeks. Short assignments, specific hands.
Universities
Georgetown, George Washington and Howard all run grant and finance offices, and sponsor reports and fiscal year-end tend to land in the same stretch, which is where a short accounting seat shows up. Briefly useful, then gone.
Federal contractors’ business offices
Business offices at contractors need invoicing and timekeeping help when a proposal week collides with a close. Back-office finance seats only. Everything else goes on a different page.
The institutions above are here to describe the local market. None of them is presented as a KORE1 client.
Which DC Rules Reach a Temp, and Who Carries Each One?
Four District rules touch a temp seat. Each label below names the rule, answers the question and says who carries it, KORE1 or your office. The tab colors show the same thing, but the credit line says it in words.
Does DC sick and safe leave cover a temp from an agency?
Yes, and KORE1 carries it as the W2 employer.
The D.C. Department of Employment Services notice says every District employer must provide paid leave to each employee, temporary and part-time employees included. The statute also counts an entity that controls a worker’s wages, hours or working conditions through a staffing agency as an employer, so the staffing agreement should name who tracks the accrual.
- Carried by
- KORE1, with the tracking named in your staffing agreement
- Source
- DOES leave notice and D.C. Code 32‑531.01
Who pays DC’s Paid Family Leave tax on a temp?
KORE1 does.
As the covered employer, KORE1 owes 0.75% of covered wages in every quarter of 2026, and D.C. Code 32‑541.03 makes it a contribution by the employer. In our examples it sits inside the 24% load, never on top of the bill, so it isn’t a line you add to a quote.
- Carried by
- KORE1, inside the 24% load
What does DC’s wage transparency law require in a temp-to-hire posting?
Every listing needs a minimum and a maximum projected pay, and the existence of healthcare benefits has to be disclosed before the first interview.
D.C. Law 25‑138, the Wage Transparency Omnibus Amendment Act of 2023, took effect March 5, 2024 and applies from June 30, 2024. The range runs from the lowest to the highest pay the employer in good faith expects to pay. Employers may not screen candidates on wage history or ask a former employer for it.
- Carried by
- Both. KORE1 for the temp posting, your office for the permanent one
- Source
- D.C. Law 25‑138
Can a DC temp who converts be held to a non-compete?
Usually not.
DC voids non-competes for employees earning under a threshold the District adjusts every year, $162,164 as of January 1, 2026. Most accounting, HR and office temps earn below it. A highly compensated hire can sign one only in writing, with the scope and the geography spelled out, a term of no more than 365 days after separation, and 14 days to read it first. A no-fee conversion after 1,040 hours doesn’t change a word of that.
- Carried by
- Your office, because the covenant would be yours
- Source
- DOES non-compete notice
- Carried by KORE1
- Carried by your office
- Carried by both
What Is Inside a Washington, DC Temp’s Bill Rate?
KORE1 is the W2 employer, so we pay the temp every Friday and carry payroll taxes, workers’ comp, liability insurance and DC leave, while your own manager approves the hours and directs the work. A markup quoted as one percentage can leave the burden out, so ask what it’s applied to. An illustration. Not a quote.
- Pay rate per hour
- $100
- After the 24% load
- $124
- Where the bill lands, roughly
- $150 to $160
Three lines. Nothing hidden. What sits between $124 and the bill covers recruiting and our margin, while everything the District asks of an employer, leave and the Paid Family Leave tax included, is already inside that 24% and never stacked on top.
“First off, it’s not a markup. Secondly, there’s a margin in there. And thirdly, there’s a bunch of other costs that you’re not thinking of.”
Whoever quotes you, ask what the load counts and ask to see it written down. Every time.
Is It Cheaper to Convert a Washington, DC Temp Than to Hire Direct?
Hardly. Once the seat runs long, a mid-level temp accountant costs about $42,100 over three months in the DC metro, and a permanent hire through KORE1 is billed at 20% of base salary, with a 60-day replacement guarantee.
You’re paying a temp for speed and for the option to keep the person. That’s the trade.
“If this person completes 1,040 hours, then they are eligible to convert over to full time with that particular company at no additional charge from KORE1.”
1,040 hours is about half a year of full-time work. Across 552 KORE1 contract-to-hire placements, 207 became direct hires, or 37.5%. The mechanics are in contract-to-hire, explained for employers, and the service itself is contract-to-hire staffing service.
Know the limit. A temp carries no replacement guarantee.
How Does a W2 Temp Through KORE1 Work for a District Office?
The paperwork lands on KORE1, so your people see a colleague at the desk you point to, working the schedule you set, and Friday paychecks are a big part of why that colleague shows up on Monday.
The median KORE1 placement starts 3 days after the offer, measured over 1,997 starts in every role we fill, and that isn’t a District figure because we don’t publish a local placement count. Hiring for a permanent finance seat instead? Start with accounting staffing in the District.
Job seekers in the DMV can search openings through KORE1’s job search. This page lists no openings.
Other KORE1 services in Washington, DC include IT staffing in Washington, DC, AI staffing in DC, DC cybersecurity staffing and engineering staffing in the District. Our office-temp desk also operates in Minneapolis, New Orleans, Phoenix, Austin, Houston, Dallas, Long Beach, Los Angeles County and Orange County. In Middle Tennessee it also runs the Nashville temp agency desk. On Florida’s Gulf Coast it also runs the Tampa Bay temp agency desk. In western Pennsylvania it also runs the Pittsburgh temp agency desk.
$81
median hourly bill for a mid-level temp accountant in the DC metro, modeled
$68
median hourly bill for a junior financial analyst temp in the DC metro, modeled
3 days
median days from offer to start, all KORE1 placements (n=1,997)
37.5%
of contract-to-hire placements became permanent hires (207 of 552)
DC figures are from the 2026-Q4 rate index (effective October 16, 2026). Placement figures come from KORE1’s records, so they describe the past and promise nothing.
Which District Office Seats Does KORE1 Fill?
Same W2 terms on every desk below. Same recruiting team behind each one.
Finance
Staff and fund accountants
Audit season, grant close-outs and month-end for associations and nonprofits.
Accounting contract staffingAnalysis
Financial analysts
Budget builds and grant reporting when a finance team is a person short.
Financial analyst contract bill ratesPeople
HR generalists
Enrollment season and onboarding bursts that a small HR team can’t absorb.
Human resources staffingOffice
Admin and office support
Reception, scheduling and billing support through a leave or a busy season.
Staffing agency in Washington, DC
Common Questions
What does a temp accountant cost per hour in Washington, DC?
A mid-level temp accountant in the DC metro typically bills $72 to $93 an hour through a staffing firm, median $81, as of October 16, 2026. A junior one bills $57 to $71, median $62. Three months at the median runs about $42,100 mid-level or $32,400 junior, modeled in the KORE1 Contract Rate Index 2026-Q4.
Do DC agency temps accrue sick and safe leave, and who pays it?
Yes, and KORE1 pays it as the W2 employer. The DOES notice covers temporary employees, and the statute counts an entity that controls wages, hours or working conditions through a staffing agency as an employer, so your agreement should name who tracks the accrual.
Must a DC temp-to-hire posting list a pay range?
Yes. D.C. Law 25-138 requires the minimum and maximum projected pay in every job listing and position description, and the existence of healthcare benefits before the first interview. Employers can’t screen on wage history or ask a former employer for it.
Does the DC non-compete ban apply to a temp we convert?
Yes, if the converted hire earns under the threshold, $162,164 as of January 1, 2026. Above it, a written covenant with scope, geography, a 365 day limit and 14 days of notice is allowed. KORE1’s no-fee conversion after 1,040 hours doesn’t change either rule.
Talk to KORE1 About DC Audit Season or Leave Coverage
Maybe a grant close-out is slipping, or it’s renewal season, or a colleague is out on leave. Send the five details below and a recruiter writes back with an hourly price and a first day we can actually hit.
- Office typeAssociation, nonprofit, law firm, university or contractor business office.
- RoleStaff or fund accountant, financial analyst, HR generalist, billing or admin support.
- WindowThe audit, grant close-out, renewal cycle or leave the seat covers.
- First dayThe morning someone has to be sitting there.
- How longA rough number of weeks is fine, and plenty of assignments stretch.
Want a number first? Ask for a bill rate quote or phone 949-706-6990.
