The traditional break/fix model is broken. Historically, when technology stops functioning as it should, companies outsource vendors to come in and fix it, then the service provider bills for services on-demand. This reactionary way of thinking can lead to delays and setbacks, not to mention the potential vulnerability to security. All
Talent 101 does things differently.
We don’t do break and fix. With our managed services model, we offer a proactive approach to your project management and IT decision making. We don’t offer a staffing model or staffing management model. Instead, our managed services operate under a delivery model. That means we’re not contracted based on how many staff members we provide, but the number of projects we complete for our clients. Our extensive experience and innovative thinking help us drive down cost and increase efficiency for our clients. We help mitigate risks associated with contractors and agreements for SOW projects while increasing productivity.
We offer all the strategy and functions for improving your operations and cutting expenses. From scope to delivery, we handle managed services contracts that include:
After months of recruiting and hiring top engineering candidates, it’s finally the time of year where you can look forward to a well-deserved break. But while the holidays are a great time to cash in those vacation days, it’s also a golden opportunity to discover and hire the best candidates.
Don’t let the best engineering candidates go cold over the holidays. With less competition and a dedicated candidate pool in the winter season, it makes good business sense to maximize your efforts before you ring in the new year. Stay proactive and finish the year off strong by adopting these tactics into your holiday hiring agenda.
The number of great technical candidates has risen and fallen a lot throughout the years. Nowadays, the talent search isn’t easy; hiring managers have to stay laser-focused on filling critical open roles productively and efficiently or risk losing the best candidates to competitors.
At the Talent CIRCUIT, we take strong measures to select, interview, and qualify candidates to build a talent repository focused on the chip industry. The result? A list of highly competent candidates available when you need them.
Through our research and data, we uncovered popular roles and candidate pools to keep on your radar for future projects. Let’s explore some of the top engineering talent and in-demand roles we have available in the CIRCUIT to help you refresh your hiring pipeline.
It’s the third round of interviews, and you’re close to making an offer with a top engineering candidate. But the odds of sealing the deal with the best candidate might slip through your fingers. In a candidate-driven market, they’re weighing their options between offers. As companies race to snag the best engineers, what can you do?