talent cloud

All posts tagged talent cloud

Accounting Busy Season Provides Opportunity For Contractors

There’s never a bad time to think about your career goals, your professional path, and whether those two things align. A regular assessment of your current role, projects, and potential opportunities isn’t just appropriate – it’s the key to opening new doors and maintaining forward momentum in your career. This is especially true as we approach the accounting busy season, when many employers require supplemental and temporary labor to meet their seasonal needs, and when an array of opportunities present themselves to contractors seeking a new challenge or a firm foothold for their next step.

Not sure if you’re ready for it just yet? If nothing else, think of the upcoming accounting busy season as a chance for you to test the waters. In addition to potentially increasing your level of income, a short-term contract role could be used to help you achieve – or begin reaching for – those long-term goals.

Contracting for Busy Season

Ask yourself: Could a contract role help you transition from one function or competency to another? Are you a public accountant with an interest in investment banking – a notoriously competitive space? Maybe your current role is confined to external auditing but you have an interest in exploring work on internal audits. A contract role could jump-start your transition.

Have you had trouble getting a foot in the door with a desirable employer? During the busy season, many high-profile firms suddenly have a need for contract workers who can capitalize on that experience and exposure to make an impression. A contract role may be precisely the opening you need.

Make a Move

It could be that you have other reasons for considering a move. For instance, as the public potentially faces a new wave of the pandemic, you have significant concerns about returning to the office, which your employer has deemed mandatory. A short-term contract allows for a quick transition to a more flexible employer, a continuation of remote work, and a chance to test the waters in a new role.

Level Up

Perhaps there’s a particular skill or credential that you’d like to add to your profile? Your options may be more limited in fulfilling those goals throughout much of the year, but employers’ needs during the busy season offer unique opportunities to stock your professional toolbox. A contract assignment could be the way.

Beyond career development, there’s the practical side of gig work to consider. Are there busy season opportunities that could lead to meaningful annual assignments, preventing you from having to constantly scramble to find new clients? As an independent contractor, it’s always wise to think about clients interested in making use of your services on a recurring basis.

Whether you’re content in your current role or searching for a new one at this moment, consider bookmarking the accounting busy season for an annual professional inventory. It’s typically the best time to try grabbing that next rung on the ladder – or to simply make a change that is right for you.

Looking for contract work? Join PeopleCaddie’s talent cloud to start finding assignments today.

Return to Office Not For You? Try Contract Work

It has been a long 18 months since the pandemic arrived in earnest, and by now we’re all yearning for more signs of normalcy – even if that means a return to the daily grind. But many of us aren’t quite ready to return to the office. Whether it’s health concerns, the discovery of remote-work benefits or something else, a lot of American workers are still hesitant about embracing office life again. Some may even look around at their new normal – extra time with the kids, no more brutal commute, schedule flexibility that allows for a workout or a nap – and wonder if they’ll ever go back to the old ways.

But as certain employers have begun mandating vaccines and more workers are faced with the prospect of a forced return to the office, it may be time to ask yourself a question: Would a remote contract role be right for me?

Perhaps remote work isn’t just a preference. Maybe you choose not to get vaccinated based on religious reasons, or over health concerns. If an employer draws a line at vaccination, you may need to begin considering alternatives. Conversely, an employer may have minimal COVID protocols, and it could be that you’re squeamish about going back into the office and risking exposure. In either case, contract work may be the best option for you.

Mandates are bound to have a cascading effect that leads employees to make tough choices and precipitates significant worker migration, in and out of office jobs and staff positions. That flux figures to create openings for skilled, experienced professionals who hadn’t previously considered contract work to begin making their marks as contractors. For lifetime office workers, the opportunity to break away and experience the freedom and flexibility of remote work and the contracting life has arguably never been easier or more compelling.

One of the simplest ways to get started, while building up the most exposure and driving the greatest demand for your services, is through a talent cloud. PeopleCaddie makes it easy to set up a profile, showcase your work history, projects and skills, and get connected with employers who are looking for contractors like you. And the longer you’re in the cloud, the more great work you put in for clients in the network, the more likely they’ll come back to you for more – and that others will respond to your glowing reviews and begin enquiring about your rates and availability.

Contracting success doesn’t occur overnight. But we’ve reached an inflection point for contract work, and with a true partner like PeopleCaddie helping to guide your independent contracting career, you can feel confident making the leap and start anticipating all the perks that come with the contracting life right away.

Looking to transition from a full-time role to contract work? Check out PeopleCaddie’s list of contract openings.

Labor Scarcity Hurting Workflow? Hire a Contractor While You Search

Too much business is a good problem for any company to have – but it is a problem. How does the work get done when your team is already at maximum capacity? Hiring permanent talent can be difficult in any market environment, but the process is positively brutal during a period of labor scarcity as dramatic as our current one. Identifying and vetting candidates then onboarding a new employee takes an increasingly inordinate amount of time – and that translates to lost business opportunities for your company. But as a hiring manager, you have options.

The most compelling among them: hire a contractor. Staffing up with permanent employees is a slog, but a contract employee can sometimes be brought on board in as little as a day – especially when that hiring is put in the hands of a talent cloud. By filling long-term roles with short-term solutions, you’ve addressed the most time-sensitive issue: your company has filled an immediate need that was causing pain and/or leading to lost revenue.

Shifting the burden of the extra workload caused by labor scarcity on existing staff is neither ethical nor wise. An employee who is expected to pick up the slack when the organization is understaffed may become resentful. They’re also on a path to being some other company’s employee. Particularly in today’s job market, a good employee doesn’t have to put up with burnout or the indifference of an employer. And let’s face it: The last thing you need in this environment is more attrition.

The added benefit of a talent cloud is the ability to engage highly-skilled contractors who may have provided work for your company (or others like it) in the past. Even when hiring a full-timer, there can be a lag between their first day and the moment when they’re operating at peak performance in your organization. Imagine learning of a hiring need, filling it quickly with a contractor who knows your business backwards and forward, then turning your attention to finding the best long-term solution. No blip in production levels. Total peace of mind.

Perhaps you’re matched with a contractor who hasn’t worked for your company before. Because a talent cloud pools the best contractors and helps build their skill sets with appropriate projects, you may land not only an ideal temporary fix but someone who morphs into a gem of a long-term associate. There’s nothing that says a human resources department is required to contract-to-hire – but there’s nothing that says they can’t either.

Think of a talent cloud as a technologically-advanced staffing firm with both the power to provide a solution to your company’s short-term hiring needs and the potential to deliver the perfect long-term solution for your team. The digital hiring revolution has arrived.

Interested in learning more about PeopleCaddie’s talent cloud? Click here to watch a short video on how it can help you overcome labor scarcity.

Reach Contractors Using a Mobile Device

In many ways, the basics of hiring have remained unchanged for years: Prospective employees submit resumes or portfolios to an employer. The employer reviews them, vets the candidates and calls in the best applicants for interviews. The standout earns the job. Pretty straightforward stuff. Except that hiring never has been that simple. In fact, most companies aren’t very good at it. Which means employers should seek out every advantage that may give them an edge over their competition to acquire top talent and particularly reach contractors. One area they should consider leaning into immediately: mobile.

It might seem at first that there isn’t much for an employer to lean into. Every professional job applicant, almost without exception, has a cellphone, right? And roughly the same percentage of modern websites have been optimized for mobile. If you have every applicant’s mobile contact info, what more is there to do?

Start with a talent cloud. A platform like PeopleCaddie empowers an employer with the full scope of mobile capabilities to stay connected with, reach contractors and come to an agreement quickly.

When recruiting in highly skilled industries, it’s rare that an employer expects a contractor to begin work the next day. Still, every hiring manager should feel an urgency to plug into the contractor pipeline through on-the-go communications. Today, everything is geared toward the mobile experience. We all crave convenience, connectivity, quick response times – to the point that instant connection has become the expectation on both sides of the hiring equation.

If a client has a key deliverable they can’t miss, they need resources as quickly as possible. Seasonal cycles and increased demand for specialized talent can put pressure on hiring managers to act fast. And because modern job seekers are more open to sharing information and transacting business over the phone, it’s in a company’s best interest to make those options available to avoid missing out on desirable candidates.

A talent cloud offers that ability. Employers still rely on some version of the traditional vetting-and-interview proceedings, rarely deferring altogether to a staffing agency in that regard. But the talent acquisition steps preceding and following the employer’s interview have shortened. Although there remains a level of scrutiny on resources, contingent labor agreements are happening at a more rapid pace – including in the tax and audit spaces. The result: companies that can’t keep up get left behind. And that means relying on efficient ways to reach contracts can be a boon to a business’ bottom line.

There’s no reason for panic, though. The mobile revolution that has touched almost every aspect of business is little more than the latest optimization of professional processes, the next phase of technology adaptation. With a talent cloud, the tools are there for any hiring manager to pick up and put to use – and they’re simply too valuable to ignore.

Check out how PeopleCaddie helps businesses reach contractors using a mobile device.

Contracting Shouldn’t Be Fear-Filled

So you’ve reached the end of the line. For whatever reason, you’ve decided that you’re finished with the full-time professional grind. It’s time to make a go of the contracting life, to start enjoying all the flexibility and benefits contract work has to offer. You’re ready to be your own boss, make your own schedule. Time to take the plunge. Only one problem:

You’re freaking out.

It’s a significant transition leaping from a structured, one-to-one employment relationship to a world in which you’re management, marketing agency, human resources and the IT guy – and all before you ever lift a finger for the work you’ve actually been hired to do. You have questions, concerns, anxieties. Maybe you’re no-bones-about-it terrified. The good news: you’re not alone. Most every former staff employee went through the same range of emotions before venturing out as a contractor. How, then, do you go about overcoming that initial fear of contracting?

Start by entering into contract work with a comprehensive plan. You won’t get far flying blind, and the more variables you address in advance will give you the peace of mind in your career as a contractor to successfully see it through. Here’s what to consider:

Rates. You’ll want to have a solid idea what the going rate is for a contractor with your skill set and experience. If you have expertise that’s in high demand or simply have a salary expectation in mind, you can adjust accordingly. Just keep in mind: pricing your services competitively is key to consistently drawing the interest from multiple clients that will keep you busy with work.

Preparation. As much as possible, contractors should be ready to hit the ground running when starting a new contract. Many employers pay top dollar for highly-skilled workers, so you should try to maintain the mindset of going above and beyond, overdelivering on a daily basis through the duration of a project. Be prepared to learn a company’s technology quickly, as well as any important protocols or best practices that may be unique to a business.

Relationships. Forge a strong relationship with the right staffing agency for yourself and your career. This can be instrumental in securing proprietary opportunities – often ones that other contractors will never know even existed. What’s more, agencies have relationships with clients who will trust them when they vouch for your skills, integrity, work history and ability to perform in a given role.

Focus. Think about the companies you’d like to learn from and the sort of work you’d like to be doing. Where will you make valuable contacts and pick up new competencies you can’t get elsewhere? Be deliberate about the contracts you choose and the agencies you choose to partner with on your contracting journey. Done correctly, contracting opportunities offer autonomy over your career, with more flexibility, pay and growth options as you get more contracts under your belt.

These are just a few of the considerations you’ll want to give some thought to before making the leap from perm to contracting. Not only can you overcome the apprehension that comes with any new and unfamiliar experience, but by creating a plan and carefully thinking through your objectives in advance, you’ll be able to land more of the projects that interest you, gain experience with desirable clients and keep developing a toolbox of skills that will help position you for more attractive contract work and better rates in the future.

With PeopleCaddie, it’s easy to make the leap to contract work. Check out our jobs page!

Talent Shortage Staffing Best Practices

Much of the news about the hiring market these days focuses on the pandemic and the slow return of workers to the labor force, but many of the positions at the heart of those conversations are found at entry levels and within sectors like the service industry. The irony for employers on the hunt for skilled labor is that they have been grappling with a talent shortage for years.

According to a ManpowerGroup study released before last year’s COVID shutdown, global talent shortages had almost doubled in the previous decade. Research indicated that 54 percent of companies reported skills shortages, with the United States (69 percent) reporting the most acute shortage of 44 countries surveyed.

The truth is, this development shouldn’t catch anyone off guard. As new technologies emerge, more specialized education, training and expertise is required. In fact, those rising shortage numbers figure to remain on an upward trajectory for the near future.

“In an increasingly tech-enabled world, people with skills are in demand,” said Jonas Prising, ManpowerGroup chairman and CEO, in a statement about the study.

As a hiring manager, you have more tools than you might think for tracking down and bringing aboard qualified personnel during a talent shortage. By turning to contract employees, it’s possible to fill temporary gaps, hire quickly and tap into a pipeline of specialized workers without committing to long-term relationships that could lead to bloat or overstaffing as your company’s needs change.

More workers than ever before indicate a preference for contracting, which means your business isn’t limited to the shallow end of the talent pool. And even in the midst of a talent shortage, there are ways to make your company and the roles you’re offering more attractive. Consider:

Higher pay: This almost goes without saying, but it’s important to remember your cost savings in a contract relationship (insurance, 401k, etc.) and weigh it against the urgency and duration of your need. You might ask yourself: “Can I afford to pay a contractor an above-market rate for a highly-skilled role on a three-month project?” If so, ask yourself this: “Can I afford not to?”

Flexible work: Some workers value the ability to work remotely so highly that they will accept higher employment risk in return. Even for positions that traditionally require an in-office presence, perhaps a day or two of work from home might be allowed as an hiring incentive. Contract workers also typically enjoy extended breaks between assignments, allowing them to take care-free vacations without having to think about the work piling up on their desks while they are gone.

Training and skills development: Some companies are connected to professional-growth programs that could help sway a contract worker weighing an offer. “We know from conversations with candidates, clients and from our data that workers want flexibility and the opportunity to learn new skills,” Prising said. “As the pace of disruption accelerates, helping people adapt for future jobs and companies becoming creators of talent has never been more important.”

Some skilled workers won’t settle for less than full-time, salaried employment – and that’s OK. Your workforce should consist of a percentage of staff employees, which bring stability and proprietary knowledge to your company while giving contract workers who are interested in permanent work something to aspire to.

The number of contractors you’ll require will be dictated by the unique needs of your company at any given time. But by opening up your job search to the contract workforce, you can ensure that you’ll have the flexibility to meet those needs without overcommitting to staff in the future – while at the same time leaving no stone unturned in the search for elusive talent.

Short on talent? See how our talent cloud works here.

Contract Work Is More Lucrative

Most members of the current American labor force were raised during an age when long-term, full-time permanent employment was considered not just an aspirational goal, but the gold standard of employment. Beyond the reward of a regular salary, benefits and job security, the position offered a certain symbolic significance – a preferred status among employees. The reality for today’s workers, however, looks much different than that Norman Rockwell-era portrait of employment where contract work offers more upside.

Not only have some of the typical perks of permanent employment fallen by the wayside over the years, but at the same time options for contract work have improved dramatically. And although there may be advantages on each side, there’s an argument to be made that contingent labor has actually become more attractive and lucrative for some employees than traditional permanent employment.

Every company is different, of course, and certain employees will find value in a permanent position where others don’t. But by and large, today’s labor market favors the enterprising contract worker. Consider why:

Raises. Put simply, with contract work, you can raise your rates whenever you choose. That isn’t as easy for a staff employee who agrees to a salary, then finds their income shackled to annual reviews, company performance and who knows how many other whims. Often, a full-time employee deserves more, especially as they gain experience and build a quality portfolio – yet they simply aren’t aware of it. A talent cloud offers contractors a platform and constant negotiating flexibility, connecting them with interested employers and empowering them to earn what the market will bear at any given moment.

Overtime pay. Many of us have worked full-time, salaried positions for employers who expect us to put in whatever time is required to get the job done. Even if you are required to work 60 or more hours in a week, for most “highly-compensated” employees, you will not be entitled to any incremental compensation for the overtime. With contract work, however, employers are required to compensate you for each hour worked, including overtime. You could be working side-by-side with a salaried employee doing the exact same job for 60 hours in a week. They would get paid for 40 hours, but you would get paid for all 60, and most often, overtime is paid at time and a half. For jobs that customarily require employees to work overtime, it is not uncommon for newly-minted contractors to double their previous compensation solely on the basis of having to be paid for their overtime hours.

Ratings and reviews. Talent cloud performance reviews hold different currency – and tend to be more democratic – than those attached to full-time positions. A salaried employee, for instance, may receive glowing reviews for five years running and still be denied a raise based on their employer’s profits, department restrictions or any number of other factors. A contractor working through PeopleCaddie, on the other hand, has a profile that features all of their ratings and reviews from previous employers within the talent cloud – a profile automatically aggregated for every hiring manager in the network looking for a contractor like them. Talent clouds don’t just help contractors put their best foot forward – they’re on a constant search to find your next great gig.

Benefits. For many, the argument for full-time employment has been an open-and-shut case: benefits. But health insurance, short- and long-term disability and 401k matches are no longer the exclusive purview of companies offering salaried employment. Many talent clouds, including PeopleCaddie, offer benefits to contractors who work within their systems. Often, they’ll even set aside taxes from a contractor’s paychecks to make their annual filings with the IRS less of a hassle – and help them avoid any budgeting issues.

Some workers find comfort in the routine and familiarity of full-time employment, and that’s OK. But many of the internal and external pressures a contractor once felt to find “steady” or “stable” work as a W-2 employee no longer apply. For highly-skilled contractors, the professional job market is a bold – and more lucrative – new world.

Looking to take advantage of our talent cloud? Check out our jobs page.

Contingent Labor Is Having Its Moment – and It’s Not Going Away

Industry is evolving. And as the fundamental nature of business has changed in recent years, the makeup of the workforce has had to change, with more of an emphasis on contingent labor.

An economy once based on industrialization, mass production of goods and high-volume labor has transitioned into a data- and professional-services-based economy, one that is more reliant on specialized, project and temporary work. Naturally, an influx of freelancers, contractors and consultants into the workforce has followed. There’s no doubt contingent labor is currently having a moment – but it also appears to be here to stay.

The rising contingent labor trend grew into a full-blown movement during the pandemic, which drove many former “traditional perm” workers to seek alternative employment or convinced them it was time to finally give freelancing a try. Forty percent of the American workforce today is made up of contingent labor, according to the U.S. Government Accountability Office, and one estimate suggests that half of the working population in this country will be freelancing by 2027.

Yet how we arrived here isn’t as important as whether the new paradigm is working. The consensus: a resounding “yes,” on both sides. Employees who had grown weary of office life, the daily commute and grappling with child-care logistics have embraced contract work wholeheartedly. Others who were initially less certain of its merits have learned how the flexibility of freelancing has improved their work-life balance. A recent Upwork study found that 60 percent of freelancers said no amount of money would convince them to take a traditional job, even after the pandemic ends.

At the same time, more employers who previously had resisted contingent labor are discovering that it can be a sort of skeleton key to productivity, with lower associated cost and far higher flexibility than hiring a full-timer outright. It is, however, the best bridge to a staff position, offering employers the ability to gauge a contractor’s skills and cultural fit prior to assuming the additional risk of extending an offer for permanent employment.

The macro need for contract work isn’t cyclical, making it one of the most recession-proof areas of HR. Whether pre- or post-pandemic, no matter the ebbs and flows of the economy, contingent labor will be in demand. And with the stigma of freelance work having nearly evaporated, more employees are not only accepting – but will expect – contract opportunities from companies of all stripes. Even if contingent labor weren’t the most efficient means for generating margin from a workforce (though, to be clear, it is), gig work is being sought out by more employees than ever. A professional relationship that registers as a win for both management and labor will continue to have a lasting – and growing – presence across every industry.

Interested in using PeopleCaddie to source your next contingent need? Check out our jobs page where your company can feature an opportunity.

Talent Cloud Breathing Life Back Into References

Identifying the perfect on-paper candidate for any role is a critical step in the hiring process. Of course, it’s just the first one. The trickier maneuver for a hiring manager is often background verification. Why? Because that piece of paper describing a potential hire – the traditional resume – is designed to tell employers exactly what they want to hear. Candidates will always look for a leg up in the hiring race, so it makes sense that any employee-created profile would paint that candidate in the most favorable light. Sometimes even embellish. Occasionally, outright falsify. Vetting that profile, following up on a candidate’s job references and confirming resume claims is all part of the process for a hiring manager. But a talent cloud makes that process easier and more reliable.

PeopleCaddie is already a step ahead, having already developed that technology. A third-party talent cloud that manages candidate profiles, employment history and job references, PeopleCaddie doesn’t just take the heavy lifting off the shoulders of a human resources department – it also delivers more accurate and valuable information about job candidates in a fraction of the usual time.

Consider the usual slog through a pile of resumes. Even after exhaustively reviewing each profile and plucking the best candidates from the stack, there’s still the matter of confirming credentials, lining up phone calls and having conversations with other busy professionals – some of them even competitors – who aren’t necessarily ready to speak cogently and in thoughtful detail about an employee who is no longer with the company, if their company policy doesn’t prohibit them from saying anything at all.

A talent cloud cuts through this laborious ritual, soliciting employee ratings and reviews from a comprehensive list of past employers, completed on their time. The design is superior to previous job reference practices because it ensures a higher quality and quantity of information, along with a level of credibility – as information provided by the candidate can quickly be digitally cross-referenced –- that can’t be assured through a traditional resume.

Imagine hearing opinions from every previous manager of a contractor, not just the former employers a candidate has shared as contacts in their resume. As a hiring manager, you’re looking for the full scope of a candidate’s experiences – good, bad and in between. What are the common themes that can be found across multiple reviews? Which skills or characteristics are mentioned most often? In the same way a diner can use Yelp to learn about a restaurant’s food, customer service, prices and more, a hiring manager can get a quick read on a contractor or drill down for more granular information, gathered by invested reviewers.

And, yes – these reviewers are invested. Because a talent cloud like PeopleCaddie is a shared candidate pool, it’s in the best interests of employers to be considerate, honest and thorough in their reviews, with the expectation that others will be as well. Crowdfunded employer opinions offer a far wider range of feedback than the average resume, and the information they provide is often more incisive. Think about it: What could be more telling than an open-ended review from a former supervisor, with no agenda beyond contributing to the robustness of a shared talent cloud?

Hiring managers don’t always know the best questions to ask a former employer about a candidate, nor do they have much time during a quick phone call to probe for more revealing details. PeopleCaddie incentivizes employers to be purposeful in their reviews of former contractors, cutting directly to what they perceive to be key information. They can highlight pertinent strengths and weaknesses and include important project work. No awkward phone call, no on-the-spot conversation. Just the flexibility of time and benefit of the written word to ensure a mindful, complete review.

A talent cloud doesn’t make the hire – and that’s as it should be. Ultimately, you’re the best judge of a candidate for a role at your company. But by empowering a hiring manager with smarter, more comprehensive contractor information, a partner like PeopleCaddie can supercharge the quality and speed of your decision-making process while bringing you the peace of mind that you’re always connected to the best contractors available.

Interested in learning more about the PeopleCaddie talent cloud? Contact us!

Hiring Efficiency Improved By Digitized Credentials

Communicating and collecting work histories, qualifications and achievements is a critical component to hiring efficiency. The delivery method for those details – a paper printout handed to an interviewer or a static electronic file emailed to a human resources department – went virtually unchanged for decades. Recently, however, a new mechanism has emerged.

The resume is dead. Long live the resume.

The concept of the employee CV isn’t going anywhere, of course. But in order to keep up with modernization, and with the aim of improving hiring efficiency and organization on both sides of the worker-employer relationship, it has had to change. Digitization has supercharged the ability of hiring departments to identify, vet and bring aboard new employees, while providing candidates with a dynamic platform to communicate their value to employers.

Consider the limitations of the traditional resume. Its shelf life is short and its flexibility nil, diminishing its usefulness. Particularly in the contractor economy, it’s an enormous hassle for employees to update a paper copy of their work history every time they work with a new client or add a competency to their skill set. The old ways also assured employers that they’d wind up spending inordinate amounts of time filing away and later combing through reams of outdated CVs. Digitization allows for changes to be made easily and instantly, and shared universally.

Resumes of the past, frankly, were also easy to fudge. Candidates would occasionally embellish and, every so often, outright falsify information. The burden of proof lay on hiring managers, who would be stuck verifying which details of a candidate’s resume were true, false or possibly just outdated – all with the clock ticking.

LinkedIn, for one, attempted to address some of these problems. A web platform that allowed users to quickly update their profile, and which linked to the pages of previous employers and affiliated organizations, offered more flexibility and a format that could help employers improve hiring efficiency. But even this model was open to misrepresentations and, for the most part, provided only the nuts and bolts of users’ work experiences and qualifications.

The next step in the evolution of the resume has been a quantum leap: PeopleCaddie. Company-focused and built on a dynamic closed-loop model that incentivizes both employee and employer to operate within its network, PeopleCaddie acts as a comparative and verifiable database of contractor candidates, removing the hiring guesswork for employers. As a third-party talent cloud that helps connect contractors with new gigs and rewards them for good work, while directing employers to the right workers for their projects, everyone is motivated to work together. That closed loop allows PeopleCaddie to confirm and maintain accurate employee records, while leveraging feedback from previous employers to help other network clients make their own smart hiring decisions.

Think of how other companies have used digitization to dust off and soup up an old model: Uber made standing in the rain to wait and hail a cab a thing of the past. Amazon allows you to shop from your bathtub and enjoy direct-to-door delivery. Recent shelter-at-home restrictions opened the door – or in this case a window – for Zoom to reimagine the traditional office meeting.

By harnessing the powers of digitization, it’s already been proven possible to bring similar innovation to the hiring process. With an elegant platform featuring a deep pool of contractors with updated and accurate work histories, comprehensive ratings and detailed reviews, a talent cloud like PeopleCaddie saves time, instills confidence and puts the right candidates at the fingertips of hiring managers.

Are you in need of contingent labor? Reach out to our team and get your job posted.