Content by Syfter

It’s no secret these days that we’re in the midst of a talent shortage. The technology unemployment rate is essentially zero. We’ve been seeing this for over a year, and things aren’t changing any time soon. As a strategic partner to hundreds of hiring managers throughout the pandemic who have struggled to find top talent, I’ve seen it firsthand, and I can tell you that the way you’re hiring right now is not working. Here are the three top things your HR department is doing t

Think back five or ten years to when your company first started considering the idea of moving to the cloud. Likely, a few people wanted to move entirely to the cloud, a few were entertaining the idea of a hybrid model, and even more thought the idea of a complete migration was ridiculous. Where are all of those people now? Likely, it would be unfathomable to imagine your company without the use of the cloud in your day to day life, especially now that the modern workforce is

“How do I differentiate my company from my competitors?” It’s a question many of us will hear and try to answer throughout the course of hiring. According to LinkedIn, there are approximately 6 million people in the U.S. working in Information Technology, and 50,000 of them work at one of the FAANG companies. So unless you’re one of those 50,000, you probably don’t have the luxury of hiring under the umbrella of being one of the best companies in the world. While your company

In a remote workforce, the laws that govern employees are based on the state that the employee lives and works in. This is a common misconception. An employee’s state of employment is NOT where your company (the job) is located, but where the employee lives and works from, and those are the laws and expectations you’ll have to follow. What we’ve done is combined four factors - overtime laws, paid sick leave laws, general cost of living, and unemployment rate - into the Syfter

While most of 2020 was spent rebuilding the workforce, 2021 is about charging ahead of your competition to not only survive but thrive. Some companies have made a full comeback while others have shut down entirely, and still many hover somewhere in the middle. Regardless of the economy, hiring is always a challenge, especially in technology. Pre-pandemic, we were at the height of a candidate’s market in tech that’s never been seen before. Candidates had their pick of where th

Currently hiring involves a lot of moving pieces, and hiring remote employees is just one part of that. A lot of thought goes into the decision to hire someone remotely - you want to be familiar with state regulations and requirements before hiring an employee in that state. Maybe you haven’t even gotten that far yet - maybe you’re still trying to figure out where the best place is for you to find the #TopTechTalent you’re searching for. There are a lot of factors that go int

Don’t allow yourself to be caught off guard when your top employee asks to speak about moving in a “different direction”. With unemployment in technology hovering around 3%, it’s fair to say that many top producers are working, which means that the best-of-the-best are passively looking. The top reasons people who are passively looking will leave their current role are: Money Commute (ability to WFH) Title Feeling underappreciated The best part is that MOST of these things ar

What is your company’s biggest investment? Six months into the COVID-19 pandemic, there has been a drastic impact on the workforce and how technologists view their careers. With the majority of companies having a work from home plan, what currently differentiates your company from your competition? Pre-pandemic, this is what it probably looked like: Unfortunately, all of those things are no longer in play. Think about this: without all those perks, what’s keeping your employe

The far-reaching effects of COVID-19 have technologists across the country closely examining their own careers. Whether still working, furloughed, or laid off entirely, it goes without saying that the workforce as we know it has changed. While we’re waiting for the new normal to start, people are clinging to their current jobs for security and steady income. Those who have been furloughed or laid off are trying to find new positions, and with that, they may make the choice to