Annual Redfish Team Building Trip with Spark4
Redfish Technology recently partnered with Spark4 to create a unique team building adventure in the Sawtooth Range of the Rocky Mountains…2 days of survival training culminating with a full day challenge that included; orienteering, kayaking, hiking, zip line rigging and a back-country medical rescue simulation. A great bonding experience for all involved!
Redfish Technology at service “Thank you from Alturas Elementary School Kindergarten!”
“Thank you so much for helping with the kindergartners on the trail clean up, invasive species picking, and rock trail building with the Wood River Land Trust! You all were so great with the kids!! I really appreciate the time you gave!! It means the world to the kids!!!
Alturas Elementary School”
Team Redfish sees their 1st action of the softball season!
While they haven’t yet captured a title, Redfish Technology is always voted as the “most fun” team in the league.
Team Redfish Banging the Gong for New Placements!
Sending out good karma to all of our recent placements in; Security, AI, Machine Learning, EdTech, AdTech, FinTech, HeathTech, Computer Vision & NLP. We light a candle, share some words of gratitude, and bang the gong in the name of each of our candidate placements and our clients…
Meet Natalie Neslon, the newest addition to the Redfish team!
A recent graduate of Belmont Abbey College in North Carolina, Natalie is returning to her native Idaho to join the Redfish team as a Talent Acquisition Specialist. CEO/Founder Rob Reeves says, “We are extremely excited to have Natalie join our firm. She’s a great example of how Redfish technology is able to attract top talent at a national level. We offer our employees the ability to work in the thriving tech industry, while at the same time they get to enjoy the quality of life that Sun Valley, Idaho provides.”
2018 Redfish Softball Uniforms Delivered, Team Ready for Play! #KetchumCoedSoftballLeague #theHaven #MountainPride
Big thanks to Heidi Reeves @ www.pachamamastudio.com for our weekly yoga & meditation sessions!
Recruiting Services – Understanding a “Guarantee”
Establishing terms for contingency recruiting contracts usually comes down to two main factors, the “fee” and the “guarantee”. We’ll address the guarantee today.
Most candidates are unaware that their recruiting firm, for the most part, works on 100% commission and is not paid until a new hire has reached “guarantee”…anywhere from 30-90 days (sometimes more) from their start date.
The majority of contingency recruiting agreements include a guarantee clause, which was originally intended to address rare instances of poor performance or disconnect (misrepresentation by a company, candidate, or both). At Redfish Technology, we guarantee our candidates fully for 30 days…if anything should happen either on our clients’ or the candidate’s end within that time, we’ll offer a full refund or replace the candidate, whichever our client prefers.
What was meant to serve as a reasonable accommodation has morphed into an unconditional assurance that regardless of the circumstances, recruiting firms are being held responsible for any cause in the event of a resignation or termination of employment. At the end of the day, recruiting firms have very little control over the working relationship(s) and environment created by company & candidate.
Some examples we have heard from people over the years, none of which were a reflection of a recruiting firm’s service:
– Company hired a candidate to do a contract job (under the guise of a full time position) and then let her go on day 88 of a 90 day guarantee.
– Candidate hired as software engineer was put into a QA role.
– A hiring manager left before a candidate started their new position.
– An abusive hiring manager.
– The hiring company was suffering from undisclosed financial/legal distress.
– Company morale and/or reputation turned out to be terrible.
– Undisclosed travel (50%+, international vs regional).
– Pay cut shortly after joining the company.
– Change of scope, responsibility, title of role once employment was started.
– Company was merged/acquired.
– Company retracted their commitment to process a visa transfer/sponsorship.
The decision to hire or not hire is up to the company, and good companies take ownership in keeping their employees happy – that cannot be part of a 3rd party recruiter’s job.
A good contingency recruiting firm should find you high caliber candidates, facilitate and manage them through the interview & screening process, and give you the best odds to hire those who you ultimately want to bring onto your team. If they can’t do that, they don’t get paid.
Written by: Jon Piggins, Director of Business Development – Redfish Technology
“Tech companies have employed a host of tactics to help lift the scant number of women and minorities who work within their ranks, like anti-bias training, affinity groups, and software that scans job postings for gendered language. Yet the numbers remain dire. Of men with science, technology engineering, or math (STEM) degrees, 40 percent work in technical careers; only 26 percent of women with STEM degrees do. That means that qualified women are turning away from the field before they even get started.”
Written by: Jessi Hempel WIRED/BUSINESS