Caravel’s Post

Some things your recruiter should always do... Sort your pay 🫡💯 ✅ Getting you the best rate available ✅ Advising on tax/putting you in touch with the experts ✅ Making sure your payment terms are the best they can be And if there's an issue.... And they don't sort it as soon as they can. And come back with solutions so it doesn't happen again... Then get a new recruiter. We all know mistakes happen, but the way you're dealt with matters. 🫶🫶🫶

The post below was intended for rookie real estate investors, but I think the framework outlined can apply to anyone contemplating a new job in 2024. For example, 2 categories of lawyers who come to mind immediately include: (1) law firm associates contemplating a move to an in-house role (and, corresponding salary cut), and (2) big law associates contemplating a move to an “off-track” role (also involves a salary cut). Attorneys contemplating these or other roles (especially ones that might include a salary cut) could apply the framework for 90 days as follows: * Analyze salary ranges in job postings for your target role and track the salaries for these roles — review/analyze 2 job postings a day (for 90 days) * Apply to 2 target roles per week (for 90 days) * Identify 2 lawyers who made the transition from your current role to your desired role — perhaps identify 2 per week and aim for 2 meetings/lunches/conversations per month for 90 days/3 months

Stanton House's 2024 Change & Transformation Salary is now available to download! Our guide is a comprehensive resource offering insights into crucial industry shifts, proven hiring strategies, and essential salary benchmarks. Inside you will find day-rate, FTC and permanent salary guidance for Change and Transformation specialists this year. Here’s your download link: https://lnkd.in/ekPX3Aq5 Please don’t hesitate to reach out to me directly for a confidential discussion about your professional career or hiring needs. #changeandtransformation #2024Insights #changemanagement #salaryguide #transformation

Moving from Perm to Contract?? Make sure you crunch your numbers... 🔢 Here's an example of how much detail it takes to really know if the move is worth it... Real detail 🧮 Not just comparing the take home for the old role to the new one... But a breakdown of the ins & outs of what your current employer offers you & how much you would lose if you were to move. See image below 👇 #eujobs #costbreakdown

Happy Independence Day! Let's talk about that word "independence"... specifically as it pertains to being an independent contractor. A very common hiring mistake is calling someone an IC when they should really be classified as a full-time employee (FTE), and given benefits and protections that come with that classification. What are the risks of misclassification? How can you avoid them? Let's explore: https://bit.ly/4eKvwg7

Hiring word often creates confusion, because it is used for both employees & contractors. Employees get W2 and company’s control, whereas Contractors get 1099 and freedom of life! Message me for starting a side business to make extra income!

Have you ever considered the true cost of hiring an employee over contracting out? Leah Norman from Yellow - People & Culture has crunched the numbers using expert statistics from KPMG and Deltek reports. Leah calculates hiring an employee can cost the company almost 𝘁𝘄𝗶𝗰𝗲 the base salary in hidden costs. These hidden costs are in the form of breaks (12.5%), lost productivity and colleague distraction (6.77%) and also include overheads such as providing office space and equipment (25%), fringe benefits such as healthcare and retirement contributions (35%), as well as general and administrative costs (18%). Totalled, this equates to 97.7% in extra costs! Obviously there are other factors to consider when filling the position, for example must the position be filled by an employee as tested under IRD? If this does not apply and you're looking for a skilled team member to take on tasks in your business, then your budget may be better suited to outsourcing to a skilled business support agency such as ours. Ready to delegate? book a call with me today https://lnkd.in/gdJaW5g6 Thank you to Leah for permission to share your article. #ZestyVirtualAssistants #ZestyVA #VirtualAssistant

Have you ever considered the true cost of hiring an employee over contracting out? Leah Norman from Yellow - People & Culture has crunched the numbers using expert statistics from KPMG and Deltek reports. Leah calculates hiring an employee can cost the company almost 𝘁𝘄𝗶𝗰𝗲 the base salary in hidden costs. These hidden costs are in the form of breaks (12.5%), lost productivity and colleague distraction (6.77%) and also include overheads such as providing office space and equipment (25%), fringe benefits such as healthcare and retirement contributions (35%), as well as general and administrative costs (18%). Totalled, this equates to 97.7% in extra costs! Obviously there are other factors to consider when filling the position, for example must the position be filled by an employee as tested under IRD? If this does not apply and you're looking for a skilled team member to take on tasks in your business, then your budget may be better suited to outsourcing to a skilled business support agency such as ours. Ready to delegate? book a call with me today https://lnkd.in/g5i56Ctx Thank you to Leah for permission to share your article. #ZestyVirtualAssistants #ZestyVA #VirtualAssistant

CSMs should be the highest-paid individual contributors in the company. Because they own up to 90% of the revenue and get all the heat from unhappy customers. But instead, they often find themselves at the bottom end of the salary list. Want to get paid what you are worth? Create a monthly report that contains: 1. Revenue at risk, saved and recovered --> cherry on the cake if you can present a customer case that was e.g. oversold but you saved them anyways 2. Customer portfolio growth through expansions and upsells --> it does not matter whether you closed them, they are only happening because you created the demand for 3. Revenue from new acquisitions through referrals --> Ask marketing for the data about revenue per channel 4. Revenue from repeat customers --> former customers who brought your product to their new employer because of you Remember: Your leadership cares about revenue. If you keep showing them product usage and customer health figures you will never get the "cost-center-corner". PS: Here's how I can help --> https://lnkd.in/gGRSjD_v

Here’s why you need to ask for details when applying for jobs: Individual applies for a job where the salary is $72,000 and includes “competitive” benefits. During the interview process, the employer indicates they pay 80% for the employee, and the employee pays for any family member. The individual is the insurance carrier in the family. They have a spouse in their early 60s and five children who range from 17 to 25. The employer offers the individual the job, which the individual accepts, assuming the cost for family coverage will be similar to what they paid at their last employer. Their cost for family coverage ended up being $1,384 per week. $6,000 per month. $72,000 per year. Their entire salary. They’re two-plus months into their new job. Don’t make assumptions. Ask for details.