purplesquirrelusa, Author at Curate Partners

10Aug

How we’re developing the next generation through education

How can organizations and communities develop happy, productive employees? By starting with the next generation and empowering young people to learn essential skills, mindsets, and behaviors they’ll need to become successful adults.

At Curate Partners, we believe in granting the opportunity for students to learn these types of skills early. We believe that businesses play a valuable part in developing professional skills in partnership with schools— and as part of our community programming, we partnered with Dress for Success to deliver a workshop to local students.

Workshop with Dress for Success

In May 2021, we partnered with Empower by Dress for Success to team up with two local schools in the Greater Boston Area to create a confidence-building, professional development program for local students. Together with several local organizations, we conducted an online, daylong learning workshop for an audience of middle- and high-school students. Our goal? To help students discover the career possibilities of IT and digital innovation, as well as teach some of the basic skills they’ll need to prepare for their future careers.

The workshop, led by Curate Partners employees, covered a wide range of topics and skills, including: how to build confidence at work; believing in yourself and the value of your contributions professionally; exploring the different types of roles within IT; understanding the day-to-day of the industry; how to get into the field; dressing professionally for digital and in-person interviews; building a great LinkedIn profile; and lots more. Curate Partners employees Natasha Thomas (Diversity Business Partner), Mike Correia (Recruiting Consultant), Jess Rousseau (Marketing Manager), Cathy Panah (Account Executive), Taylor Shea (Account Executive), and Johnny Cail (Recruiting Consultant) all participated.

Beyond work experience, we also shared stories and valuable life skills for becoming a successful adult, both in and out of work. We co-presented with Budget Buddies to lead a workshop on budgeting and why it’s critical for students to learn how to manage the money they’ll eventually earn, as well as the importance of savings, planning and managing income.

And, not least, we discussed networking: what it is and is not, why it’s critical to keep in contact with professional contacts, how to ask questions, how to optimize their LinkedIn profile and utilize its tools and functionalities to be one step ahead of the competition; and how to reach out to people for feedback and advice at every stage in a career. After all, many great minds don’t have a built-in network—but the earlier students learn to develop those communication skills, the more successful they will be!

Above all, we wanted the students to know that at every point in their life, there’s a professional that’s willing to lend a helping hand; no student is alone in navigating the journey towards becoming a productive adult.

Why it matters

As an organization, we passionately believe in our ability to give back. Empowering students with this information will help their eventual careers; but this type of education also develops a future pool of prepared, professional, and diverse talent. When we reach out to students and younger community members, we can help them discover where they want to go, equip them with connections and practical education, and help them identify paths to pursue in the future.

We’re committed to supporting the next generation through community development programs and partnerships like this one. And as an organization, we believe in the value of “learn, earn and return”: our employees have put in the time, grit, and passion to get where they are. Now, they can earnestly give back.

28Jun

What inclusivity means for us—and for you

What does inclusivity actually mean at work? And why is it important to the staffing industry?

Many organizations today talk about the concept of inclusivity as part of their diversity initiatives. But what does inclusivity actually mean at work? And why is it important to the staffing industry?

When we talk about inclusivity at Curate Partners, we’re talking about creating an environment where everyone feels supported to do their best work and to be their authentic selves at work. From the employer perspective, that means:

Listening to employees and their concerns
Making everyone feel welcome after they join
Creating spaces where people can be themselves at work
Paying attention how we represent our own company

Inclusivity is critical to creating a truly diverse company. That’s because diversity is about more than simply recruiting people with different backgrounds and perspectives to an organization. It’s also about retaining people and supporting their long-term development after they’ve joined the company; and ensuring that all voices are equally valuable. Inclusivity intersects with diversity to build productive, happy workplaces—and at Curate Partners, we believe that all our employees deserve to grow and to be heard, however long they stay with us.

So, how do we do this?

It’s not enough to ask people how they want to feel included. Instead, we challenge ourselves and ask our employees in what ways we can be better. How can we create a more inclusive environment? How can we provide more listening and learning opportunities for everyone who works with us?

Curate Partners has always been a company that prided itself on commitment to diversity and inclusion—and we continue to learn from our consultants and applicants every day. We’re learning from our employees, too.

We recently launched employee resource groups, where our employees share suggestions and experiences. We offer anonymous virtual suggestion boxes to anyone in the company, encouraging employees to share ways for us to grow together. We continue to invest in relationship-building among our employees after they join us. Managers are trained to conduct effective 1:1s that support the development of every individual and focus on creating development plans for unique strengths that every person in our company brings to the table.

Our consultants are a critical part of our community and are welcomed to our employee resource groups. In fact, we treat our consultants in the same way as full-time employees – offering access to resources, team building activities, benefits, and supporting their passions.

How we present ourselves to the broader community matters too. We’re updating our website to reflect the diversity of the people in our community, and to ensure that all our applicants see themselves represented in the industry. We’re strong advocates of intentional hiring to represent a broad spectrum of backgrounds and voices, and we want to show that to the world.

And most importantly, we hire based on qualifications and skillset, ensuring that people of all walks of life and backgrounds have equal access to the opportunities that we offer.

Our commitment to inclusivity is deep. While we’re early on the journey, we’re excited to work towards meaningful results from our efforts. We hope to see our own employee retention rates rise. And we’re optimistic that employees will feel that the company cares for them, that we’ll continue learning together, and discovering more ways of building an inclusive, modern, collaborative, positive workplace.

We’ve been a people-first company from that start because our people are our best asset. So, what can you expect when you work at (and with) Curate Partners?

You’ll have authentic conversations about your experiences in and out of work
You’ll receive ongoing support for your passions and talents from your manager and colleagues
You can count on us for ongoing commitment to creating an inclusive staffing industry

04Jan

Nathaniel White Promoted to Recruiting Manager

We are thrilled to announce the promotion of Nathaniel White to Recruiting Manager at Curate Partners. Nathaniel has been with us for several years and has proven to be an invaluable team member during that time. He not only has extensive experience in recruiting, he also understands what it takes to manage people. In his previous role, Nathaniel demonstrated a unique ability to fight for his candidates while still maintaining integrity towards the clients. He has sat on site at clients and has worked directly with hiring managers, giving him great insight into what they are looking for while also being able to empathize throughout the process. For these reasons and more, we are confident he will continue this same level of dedication and commitment in his new position as Recruiting Manager.

23Sep

Curate Partners Ranks 3rd Fastest Growing US-Staffing Firm

Staffing Industry Analysts (SIA), the global advisor on staffing and workforce solutions, has announced the 2020 List of Fastest-Growing US Staffing Firms. This year 75 companies qualified for inclusion on the annual list. The list ranks firms by compound annual growth rate (CAGR) for staffing revenue from 2015 through 2019, excluding acquisitions.To qualify for the list, companies needed to have had at least $1 million in staffing revenue in 2015 and at least 15% CAGR between 2015 and 2019. The median CAGR for the top 10 companies this year was 56.3%. For the full list, it was 27.4%.

“This year’s fastest-growing firms stand out as staffing industry leaders, accelerating growth in a rapidly evolving talent landscape and rising to market challenges and opportunities for success,” said Barry Asin, SIA President. “Congratulations to all of the 2020 Fastest-Growing companies on their competitive performance and strong organic growth rates as they set the pace across staffing segments and business lines, and provide an industry roadmap for future success.”

The ten fastest-growing US staffing firms are:

California led the list as the state with the most company headquarters for firms on the list, with seven, followed by Georgia, New Jersey and Texas with six each. IT was the most prevalent segment, with 31 firms operating in the space, while Healthcare was the second most common segment, counting 25 firms active in the space.

The largest companies (7) exceeding $300 million in revenue on the 2020 list include Aya Healthcare, Health Carousel, HealthTrust Workforce Solutions, Medical Solutions, Rose International, Signature Consultants and US Tech Solutions.

The September/October 2020 issue of Staffing Industry Review magazine features interviews with executives and business leaders from the 10 fastest-growing staffing firms on growth and strategies for success. These profiles, along with the full list of the 75 fastest-growing companies for 2020, debuts on http://fastestgrowing.staffingindustry.com/ this week.

The full 2020 List of Fastest-Growing Staffing Firms US report is available for SIA’s Corporate and CWS Council Members

About Staffing Industry Analysts (SIA) SIA is the Global Advisor on Staffing and Workforce Solutions Elevating the Workforce Solutions Ecosystem

Founded in 1989, SIA is the global advisor on staffing and workforce solutions. Our proprietary research covers all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labor. SIA’s independent and objective analysis provides insights into the services and suppliers operating in the workforce solutions ecosystem including staffing firms, managed service providers, recruitment process outsourcers, payrolling/compliance firms and talent acquisition technology specialists such as vendor management systems, online staffing platforms, crowdsourcing and online work services. We also provide training and accreditation with our unique Certified Contingent Workforce Professional (CCWP) program.

Known for our award-winning content, data, support tools, publications, executive conferences and events, we help both suppliers and buyers of workforce solutions make better-informed decisions that improve business results and minimize risk. As a division of the international business media company, Crain Communications Inc., SIA is headquartered in Mountain View, California, with offices in London, England.

01May

Why Digital/Tech Leaders are viewing COVID-19 crisis as an opportunity

Necessity is the mother of invention.

It is no secret that COVID-19 has made a huge impact on the US economy including all facets of business. However, among the chaos, one thing that has transpired, is the rapid adoption of digital and technology innovation within organizations who are making efforts to stay afloat. In fact, digital leaders are viewing this as an opportunity to reinvent themselves and push the envelope to deliver more advanced, customer-centric solutions.

Those who dove head first into adopting new ways to innovate their products and services in response to the pandemic have, already begun to reap the benefits of their labor.

These progressive companies are now servicing customers with new advanced technologies; Banking & Insurance has taken on a fully digital journey, Healthcare providers are operating under a telehealth model and Online Retailers and Delivery Services are booming with innovation! Not only are these companies making strides to go completely digital but they have done so by implementing new workplace methodologies to stay relevant, resourceful and competitive in the talent market knowing they need highly skilled talent to keep the cadence of business.

“Those companies able to use technology well to keep going and rethink their business model for the future by fast-tracking digital transformation will be ones ahead of their competition”

Bernard Marr, How The COVID-19 Pandemic Is Fast-Tracking Digital Transformation In Companies, FORBES, March 17, 2020 (source link)

Below is a glimpse at just some of the ways companies have been making waves thanks to technology:

To further iterate, here is a list of brands who are emerging as leaders in these chaotic times: HERE

Embracing disruption as an opportunity

Economic experts are claiming COVID-19 might be the great catalyst for digital transformation. Businesses are accelerating ways to completely virtualize their operations from the inside out; remote working and learning, contact-less services, virtual events and collaboration tools all fueling fundamental shifts in the workplace.

To stay nimble and ahead of the curve, companies are revamping their workplace standards and hiring models to acquire the talent they need for this digital rapidity. Companies have shifted their focus towards how to attract digital experts and get them on-boarded fast. To get a sense for how companies are able to 1) find skilled talent 2) secure them and 3) do so while minimize overhead costs, check out this article relating to new ways to hiring: Companies Progressing Find Relief Through Hiring Remote “Gig” Workers.

We already know how disruptive and unpredictable new technology can be, now add in a global crisis and you’ve got yourself a recipe for chaos. However, if you take a step back to look at the bigger picture, the challenge actually lies in ones ability to see the possibilities that can come from disasters.

Consider these:

Working from home increases productivity.

Creativity leads to innovation. Right now, creativity is booming.

COVID-19 crisis has opened the talent pool immensely.

Gig economy workers are already fully equipped to kickstart projects, meet tight deadlines and implement new technologies.

Now more than ever, the experts you need are more accessible with 95% of Americans under the stay at home order.

07Apr

Companies Progressing Find Relief Through Hiring Remote “Gig” Workers

Technology leaders have been successfully adopting a flexible work model to close the skills gap.

Now more than ever, the need to continue to push digital solutions and advancements in healthcare and other related industries is evident. Tech roles have been the fastest growing profession on the market due to the rising interest and need for newest tech trends / processes. As most know, this has led to an increase in demand for specialized tech skills which means companies are experiencing a shortage of tech talent to keep apace with the rising need for innovation in an uncertain world. So what are digital leaders doing to stay competitive in the talent market?

Advanced organizations are starting to tap into the gig economy (as known as contractors, freelance, contract-to-hire) to access a broader talent pool who meet the needs of their specialty business initiatives.

While the world undergoes new government regulations surrounding the COVID-19 pandemic, employers that are progressing are finding relief through hiring remote workers within the “gig” economy. These highly skilled candidates are more mobile, flexible, accessible and also carry the expertise to accelerate pressing digital/tech goals.

If your organization falls under any of these three scenarios, you have an opportunity to hire faster and smarter with contract talent:

Final Thoughts

In a fast-paced tech world, organizations should be prioritizing their ability to go-to market faster in efforts to increase ROI. And by adopting a flexible workforce model, companies are able to interview and onboard contractors much faster than FTE talent.

SOURCES:

https://hackernoon.com/project-based-jobs-is-it-the-future-of-recruitment-a17d5640de48

https://www.cio.com/article/3405570/full-time-or-contract-tech-professionals-when-to-hire-tech-contractors.html

02Apr

Curate Cares Team Donates 200+ Thank You Gifts to Local Hospitals

Each day we read and hear about the evolving news surrounding COVID-19 and it’s impact across the globe. Most of us are lucky to have the ability to stay in the safety of our own home to flatten the curve, while others do not. Health care workers brave each day working under strenuous conditions to treat their patients with the most amazing care. Our entire team is so thankful for these front liners as they work tirelessly each day to selflessly take care our friends, family, colleagues and community. There will never be enough ways to truly thank them, however we wanted to do our small part to recognize their sacrifices. We proudly donated over 200 hand sanitizer bottles along with custom treats from Cakes By Manda and a bunch of healthy, hearty snacks to frontline workers at Massachusetts General Hospital, Boston Medical Center (BMC) and Lowell General Hospital.

We got to see the smiles (even behind the masks)! Check it out:

If you are interested in making a donation to any of these hospitals see below:

…and so many more around us!

30Mar

Amidst COVID-19 Pandemic, Tech Innovators are Continuing to Hire

Organizations across the globe are learning to adapt to the new norm, and yet despite the COVID-19 pandemic, some are able to continue the pace of business. In fact, many have been and will be hiring over the next few months.

As the U.S. Government mandates social distancing to combat the spread of coronavirus, technology within the workplace is more important now than ever. Virtual interviewing and hiring was on the rise even before the outbreak. Organizations have been utilizing live video conferencing and experienced several benefits relating to cost savings and quality of hires.

Learn more about the need for video interviewing and how companies are reaping the benefits:

According to the National Association of Colleges and Employees(NACE), the average recruiting teams time-to-hire hovers around 62 days.

That’s a long time, which is why video interviewing has become so popular. Anything can do to cut that time down in any way is seen as beneficial to interviewers and interviewees.

Benefits of video interviewing:

Progressive Brand Image: In a competitive talent market companies need to promote themselves as a progressive organization. This will improve your employer image and give you an advantage in the market.

Better Quality: Video allows to you read facial expressions, tone of voice, personality, etc. This is especially helpful when analyzing soft skills for remote employees.

Streamlined Scheduling: With video, the screening process speeds up because hiring manager + candidates have more flexibility in their schedules since you are removing the commute. Plus if you record the interview, decision makers are able to review at convenient times.

Speed-to-hire: Live video interviewing reduces the time to hire for a company by 10% to 80% when compared to other traditional interviewing methods. You will eliminate waste time from bringing people to you for interviews.

Broadened candidate pool: video allows to you connect with even more qualified candidates all over the globe (perfect for remote roles or those looking to relocate). You’ll discover a broader pool of quality talent!

Cost savings: Save as much as 67% in travel costs. Video speeds up the recruitment process which means you won’t lost money on unfilled positions.

Final thoughts:

With more than 5 million jobs in technology expected to be added globally by 2027, time is everything if businesses want to get the best candidate out there.

Sources:

22Nov

4 Simple Steps to Picking the Best Internship for your Career

An internship can be one of the most important building blocks in a college student’s career development. Internships give a unique opportunity to learn by doing in a setting that gives direct exposure to seeing your college classes unfold outside of the classroom. Many of the life skills that are important for your career, can only come from getting real world experience.

But not every internship opportunity is created equal. In this article we’ve highlighted some of the best practices to select the internship that best aligns with your career goals and future. We also tap into some of our internal resources who share their insight and how they suggest navigating through the sometimes overwhelming and daunting process of finding the “right” internship.

1. What do you hope to get out of your internship?

Starting with the end in mind will allow you to be intentional as you are evaluating each opportunity. While there are many things to consider when selecting an internship such as location, industry or size of company; one of the most important questions to ask yourself is: Is this internship program relevant to my career interests and long-term goals?

Below are 3 reasons why you should make this a top priority:

You need experience to get experience. Employers want to see that you have experience outside of the classroom and an internship is a great way to fill that gap.

You will be making connections and building relationships with professionals in your industry. These new connections are the beginning of your new network. Sometimes it is not just about what you know…but also who you know!

What better opportunity will you have to test drive your chosen career? Experiencing a summer working in a company’s fast-paced, high-demand marketing department may give you confidence that you are on the right career track or it may give you the insight that you need to redirect. Either way, you are one step closer to making the most out of an internship and paving a successful path for your career.

2. Has the internship been clearly defined?

Imagine starting an internship and realizing there is no real plan or clear set of responsibilities for you?

KAREN

Sr. Talent Acquisition Manager
“One of the most common complaints I hear from students is that their internship didn’t allow them to make an impact because their days were filled with busy work and there wasn’t a plan in place for their success.”

A great way to avoid this is to ask well thought out questions throughout the interview process that will give insight into how interns are valued and the role they will play within the organization. Remember asking questions demonstrates you are invested and serious about this opportunity.

3. Do your homework. We know…more homework.

There are endless opportunities for you to learn about a company. From checking out the company’s social media presence to viewing their Glassdoor page- this can give you great insight into the company culture. If the employees look happy and engaged, this could be a good indication of what your internship experience could be.

Additionally, ask yourself- does your personality fit in well with their culture? Do you share similar values, and will you thrive in this type of environment? A great way to evaluate this is thinking about how you felt throughout the interviewing process. Did you feel comfortable and was it easy to build a connection with the people you met with?

ERIC JOHNSON

Recruiting Consultant
“When I interviewed at Curate for my internship, I immediately felt comfortable and shared a very similar background and story to the people I was meeting with. This made me feel confident that I could also be successful here.”

4. Who will be responsible for your internship experience?

It can be intimidating and overwhelming to start something new. The type of training and support you receive as an intern can greatly reduce the amount of time it takes for you to get acclimated.

Finding an internship that offers a mentorship program is an excellent way to ensure you will have the support and guidance needed to get the most out of your internship experience. A mentor will be there to help overcome any obstacles that may keep you from having the most beneficial experience possible. They will often help make introductions, show you around the building, and most importantly- where the good snacks are kept!

MIKE CORREIA

Recruiting Consultant
“My experience at Curate was unlike any other internship I’ve had. From day one they treated me like a member of the family, and the training and mentorship I received has proven to be very helpful”

with that said…

In the end, you know what they say; “You get what you put in”. It can be easy to find an internship but finding the “right” internship takes hard work and planning. When you invest the time into truly understanding what the ideal internship looks like to you and follow these easy steps, you’re guaranteed to kickstart a successful career.

At Curate Partners, we dedicate time, energy and resources into understanding what makes an internship desirable to upperclassmen like you. Through continuous communication with our interns, we’ve developed a program that is engaging, challenging and mutually beneficial to both parties.

MIKE GIGLIO

Managing Partner
“Seeing the younger Curate purple squirrels grow has been one of the most rewarding aspects of starting this company. It is so much fun to see the new generation build relationships with our consultants and see them grow individually.”

Once you’ve found your match, you should expect to experience a sense of belonging, excitement and maybe even some nerves (and that’s perfectly normal!). Remember- You are in the driver seat, so start exploring your opportunities!

09Jul

Curate Partners Taps Nate Kamp to Lead Mid-Atlantic Expansion

Digital Transformation and Technology Innovation Agency Adds New Managing Partner.

Curate Partners, a digital transformation and technology innovation provider, announced their plan to expand operations today with the selection of Nate Kamp as the company’s new Managing Partner of the Mid-Atlantic Region.

Mr. Kamp brings 13 years of experience in talent management within the region, including work on behalf of some of the largest technology staffing firms in the world. Throughout his career, Kamp has worked with clients undergoing business and technology transformation in the recruitment of technology consultants to support growing public sector and commercial teams. Kamp has also had a long history with the founders of Curate Partners, having successfully built the metro D.C. market together at a previous firm.

“We are excited that Nate Kamp will lead our expansion into the Mid-Atlantic region,” said Sean Brady, COO & Founding Partner, Curate Partners. “As we bring our change management solutions to support new clients and new markets, his character, values, work ethic, and wealth of experience in the market make him the right leader for our growing organization.”

As companies and organizations change the way they do business through digital transformation and technology innovation, Curate is bridging the talent gap with its dedication to building quality relationships and providing best-in-class talent. The company works with a diverse set of the most innovative companies, from healthcare to financial sectors and throughout the technology field.

“The Mid-Atlantic region has welcomed the expansion of some of the country’s largest tech firms over the last few years. This is driven by the growth of digital transformation within the public and private sectors, and the wealth of high-class talent in the area,” said Nate Kamp, Managing Partner of the Mid-Atlantic Region, Curate Partners. “The expansion is causing a disruption in the talent pool and a real need for agencies like Curate. We excel in developing a high-quality digital workforce in order to help organizations that are struggling to connect with the talent they need.”

Curate specializes in retained, project teams, and contract work in the areas of digital strategy and technology, customer experience, data analysis, marketing, mobile, development, and cloud computing. The Boston-based company has achieved numerous awards in its history including the Boston Business Journal #1 Fastest Growing Private Company in Massachusetts (2018), Inc5000 #20 Fastest Growing Private Company in the US (2018), and Inc Magazine Best Place to Work (2019).

“Curate’s expansion into the Mid-Atlantic will make an immediate positive impact on the digital talent management industry,” said Kamp. “We understand that traditional recruiting methods don’t work for today’s tech workforce and we are focused on innovative ways to identify hard to find talent and connect them with our clients.”

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