Performance Personnel Home Page Job Seekers and Customers

Performance Personnel is a staffing and direct-hire agency headquartered in Tampa, Florida, operating under the Oasis Staffing brand at oasisstaffing.com. The company connects employers with job candidates, positioning itself explicitly as a match-making operation rather than a volume-placement shop. Their stated differentiator is the extra effort taken to understand a company's culture before presenting candidates, going beyond simply filling a seat to finding someone who genuinely fits the organization.

The core service offering breaks into two tracks. For employers, Performance Personnel handles candidate sourcing, screening, and placement, with options for both temporary or contract staffing and direct-hire engagements. The direct-hire path is explicitly called out on the site as a separate service, suggesting they work on permanent placements rather than only contingent labor. For job seekers, they run a job board and resume submission process, acting as an intermediary between candidates and hiring companies.

Beyond those two tracks, the site references a process-oriented approach to matching, taking a research step to understand what a company is actually looking for before presenting candidates. This is a common claim in staffing, but the emphasis on culture fit is worth noting. A buyer evaluating Performance Personnel should ask specifically: what does that research process look like in practice? How many candidates are typically presented per role? What is the replacement policy if a placed candidate doesn't work out within 30 or 90 days?

On geography, the corporate office is listed at 7815 N Dale Mabry, Suite 211, Tampa, FL 33614. The site also references a separate location contact line with a 316 area code, which maps to Wichita, Kansas, suggesting at minimum two operating markets: Tampa and Wichita. The site has a Locations page, so there may be additional offices, but the research doesn't confirm them.

One important clarification the company makes on its homepage: Performance Personnel is not affiliated with Oasis Outsourcing, now known as Paychex HR. The site redirects any inquiries about W2 forms or HR matters to Paychex HR directly. This matters for buyers doing research, searching for 'Oasis Staffing' can surface both entities, and they are entirely separate companies. Performance Personnel appears to have operated or rebranded under the Oasis Staffing name independently.

The site doesn't disclose founding year, headcount, pricing model, or specific industry verticals. There are no certifications listed, no SLA language, and no case studies or named clients. Given the direct-hire service line and the language around culture fit and candidate quality, Performance Personnel appears to be targeting small to mid-size employers who want a more consultative approach to hiring rather than a high-volume temp agency relationship.

From a buyer evaluation standpoint, the information available here is thin, and that itself tells you something. The site is light on operational specifics, no process map, no typical time-to-fill data, no QA or quality-of-hire metrics, no technology stack mentioned. That's not unusual for a regional staffing agency, but it means a buyer needs to ask more upfront before engaging.

I would want to confirm a few things before shortlisting Performance Personnel: Which industries or job functions do they place most frequently? What does their screening process actually involve, resume review only, or skills testing, reference checks, background verification? For direct hire specifically, what is their guarantee period and replacement policy? How deep is their candidate pipeline in each market they serve? And practically, how many active clients are they managing in your specific geography, a smaller agency with real local relationships can outperform a larger generalist if they know your market well.

The positioning around 'impeccable matches' and culture fit is a reasonable pitch, but it's also a common one. The real test is whether their candidate quality holds up after 60 and 90 days on the job, something you'd only learn from a reference check with a current employer client in a similar role type. I'd ask for two or three employer references in your industry before committing to a direct-hire engagement, where you're typically paying a placement fee whether or not the hire works out long-term.

For employers in the Wichita or Tampa markets who want a staffing partner that emphasizes fit over speed, Performance Personnel is worth a conversation, particularly for direct-hire needs where quality matters more than time-to-fill. For high-volume temporary staffing or specialized technical roles, the available information doesn't give enough evidence to judge fit, and I'd verify their depth in those areas directly.