Gary Kaufman

It can be challenging for fully contingent staffing firms to have supervisor references pre checked. The main reasons are that: A) There is no guarantee the client will like the candidate B) There is no guarantee it will lead to revenue C) The job is urgent and sometimes can not wait for that to happen D) The candidate has worked for the same client for years and is not comfortable giving a supervisor reference as it will alert them that they are looking The economy right now isn't exactly at its peak and that has directly affected the staffing industry over the last 2 years. Overhead is at a high due to inflation. That being said, I have mandated LV Search Partners to send candidates with one checked recent supervisor reference (whenever applicable). If you have a tough to fill, niche role, that you are using an agency for and are not happy with the candidates that you are receiving, feel free to reach out to me directly and I will see if LV can help and if it makes sense to work together! #staffing #gaming #recruiting #gamingjobs

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Some controversial(?) opinions on Direct Sourcing: 1) It seems like Direct Sourcing platforms have become another in the long list of tools Contingent Workforce Program Managers count as a necessary part of their programs. But I don't think Direct Sourcing -- the way the majority of DS platforms on the market approach it -- is a fit for the vast majority of programs. A couple of reasons why: — “Private talent pools" are very hard to build. Matching supply to demand is very, very, very complex. Doubly so for W2 workers because W2 contract jobs tend to be 1) full time and 2) long-term, which means that a whole lot of people in your talent pool aren’t actually active in your talent pool. — Most programs are “horizontal”, in the sense that a Contingent Workforce program fills jobs across teams and departments within a company and you need candidates for Marketing, Engineering, Product, Ops, Customer Support, etc. etc. That’s a lot of unique supply to match to demand. If your program’s headcount isn’t relatively homogenous (i.e. you run the CW program for a Law Firm and 85% of the contractors are contract Paralegals) it becomes even harder to build a talent pool supply that matches your demand. 2) The number one driver of direct sourcing programs is cost savings. 90% of programs that have implemented direct sourcing to save money on staffing firm markups could have saved the exact same amount by going to their supplier base and trading exclusivity on reqs for lower markups. The reality of many Direct Sourcing programs is that the “curation partner” is basically just a staffing firm willing to do staffing for less in exchange for exclusivity (or even just a period of exclusivity) on reqs. There’s got to be a lot of savings to justify an RFP to choose a platform, a curation partner, a long implementation, and building out a talent pool. And I bet there are often much shorter paths to those savings. 3) I know the revenue for 2 of the 5 largest Direct Sourcing platforms. They’re very, very small companies. One is public in Australia and their market-cap is publicly available, and the other I learned from a reliable source is still at single digits in ARR despite a long list of very big clients. I suspect most would consider one of these two to be the market leader, at least based on reputation. But if they are, the Direct Sourcing platform market is very, very small and underscores just how large the gap is between theory and practice. 4) The most effective way to “Direct Source” is to have an internal team of recruiters using your regular ol’ ATS and then to onboard them with an EOR. HireArt integrated with Greenhouse and Lever for that very use case long before I’d ever heard the term “direct sourcing” and had plenty of clients who were 100% direct sourced, and they didn’t need a talent pool, a platform, and a curation partner to get there. Just, you know, Recruiters. Just because you can buy a tool doesn't mean you should.

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Genuine Candidates [email protected] Sr. FinOps Engine Rate : $65 - Remote only Description: As a Cloud FinOps Specialist, you will be responsible for managing and optimizing our cloud expenditures, ensuring cost efficiency, and supporting financial operations within our cloud environments. You will leverage your expertise in Apptio Cloudability and cloud cost optimization strategies to provide actionable insights, drive cost-saving initiatives, and enhance financial governance. Qualifications: • Relevant certifications in cloud platforms (AWS Certified Cloud Practitioner, Azure Fundamentals, Google Cloud Associate). • Experience with other FinOps tools and platforms. • Knowledge of financial accounting principles and practices. • Relevant certifications in FinOps (FinOps Certified Practitioner, FinOps Certified Engineer, FinOps Certified Professional) • Bachelor’s degree in Finance, Accounting, Computer Science, Information Technology, or a related field. • Proven experience as a Cloud FinOps Specialist or in a similar role with a focus on cloud cost management and optimization. • Hands-on experience with Apptio Cloudability and other cloud cost management tools. • Strong understanding of cloud platforms (AWS, Azure, GCP) and their pricing models. • Excellent analytical and problem-solving skills with a keen eye for detail. • Effective communication and interpersonal skills, capable of working with cross-functional teams. • Ability to manage multiple priorities in a fast-paced environment. Key Responsibilities: 1. Cloud Cost Management: • Monitor, analyze, and report on cloud spending and usage across multiple cloud platforms (AWS, Azure, GCP). • Implement cost optimization strategies to reduce cloud expenditures without compromising performance or reliability. 2. Apptio Cloudability Utilization: • Configure and maintain Apptio Cloudability to provide accurate cost reporting and allocation. • Develop and generate custom reports and dashboards to track cloud spending and identify cost-saving opportunities. 3. Financial Governance: • Establish and enforce cloud cost governance policies and best practices. • Collaborate with finance, procurement, and technical teams to ensure accurate budgeting, forecasting, and chargeback processes. 4. Cost Optimization Initiatives: • Identify and execute initiatives to optimize cloud usage, including rightsizing, reserved instances, and unused resource cleanup. • Continuously evaluate and recommend new tools and techniques for cost optimization. 5. Stakeholder Collaboration: • Work closely with engineering, DevOps, and other teams to promote cost-aware development and operational practices. • Communicate cloud cost insights and recommendations to senior management and stakeholders. 6. Cloud Vendor Management: • Manage relationships with cloud service providers, ensuring optimal pricing and contract terms. • Stay updated on the latest cloud pricing models, discounts, and service offerings.

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Fact Sheet: Atrium is transforming workforce management with modern MSP solutions that empower enterprise organizations with innovative Contingent Workforce models. Download this fact sheet to see how our forward-thinking MSP solutions can deliver exceptional service and value to your business. Link: https://lnkd.in/ewPHfgrc

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Hiring engineers in 2024? Get ahead with Randstad USA's curated list of interview questions designed to reveal the problem-solvers and innovators your team needs.

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23 Recruiting Metrics You Should Know

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Partner with Maslow for tailored IT staffing solutions that ensure your projects run smoothly from start to finish. With our global network of IT pros and digital transformation gurus, we quickly and precisely match IT specialists to niche roles. ⏳ Reduce time to fill. ⚡ Eliminate disruptions. 🎯 Stay aligned on goals. 💡 Evolve your IT strategy. 📈 Grow your business. The success of IT projects hinges on the quality and efficiency of the team executing them. Effective staffing solutions are critical to aligning the right talent with specific project demands, ensuring tasks are completed on time and within budget. #ITStaffing #Operations #DigitalTransformation Optimize your IT projects with expert staffing solutions. Discover how at https://bit.ly/3uK6GdM

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Skills-based hiring is a proven solution to expand access to talent and improve business outcomes. But what does it entail, what are the benefits and how do you get started? Find out here.

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Jax 5.0 has arrived here at Jobot! OG Jax has experienced all 5 iterations of Jax the software. When asked what his thoughts are about the Jax 5.0 release, he went on to say... "Jax 5.0 brings all the great features from 1-4 and adds that 5.0 punch to it! My only suggestion would be to integrate more high protein treats!" OK, OG Jax didn't actually say that, but he is certainly hoping for more treats (: #recruiting #recruitment #staffing #changinglives

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DAILY RECRUITMENT DOSE: Ensuring Compliance In IT Staffing: Understanding W-2, 1099, and Payroll Navigating the complexities of IT staffing can be daunting. An area of particular importance is understanding and complying with the different methods of employment, specifically W-2, 1099, and Payroll. Here are a few insights to help you stay compliant: Know The Distinctions: The first step is understanding the differences between W-2, 1099, and Payroll. W-2 employees are regular staff, while 1099 workers are independent contractors. Both have different tax implications and are subject to different labor laws. Stay Updated on Labor Laws: Whether local, state, or federal, labor laws can have significant implications on your staffing process. Regularly updating your knowledge and keeping your team informed can ensure compliance and avoid penalties. Communicate Clearly: Clear communication with your candidates about their employment status is key. Ensuring they understand whether they are a 1099 contractor or a W-2 employee can prevent confusion down the line. Follow Wage Compliance: For W-2 employees, it's crucial to adhere to minimum wage laws, overtime rules, and other wage standards. For 1099 workers, a clear contract outlining payment terms is essential. Proper Documentation: Whether it's forms for the IRS or employment contracts, proper documentation is the backbone of compliance. Ensure all paperwork is completed correctly and sent to the right parties at the right time. Compliance in IT staffing is not just about avoiding penalties. It's about fostering a transparent, respectful working environment. Ensuring you understand key terms like W-2, 1099, and Payroll can go a long way in achieving this. #ITStaffing #Recruitment #Compliance #W2 #1099 #Payroll

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