navigating contract to hire pt. 1

full transcript

auto-generated from the audio, so expect a few typos. the audio is the source of truth.

and for today the guys catch our 2.0. So this is the few announcements as always. Q House keeping items. First off, this is my last live show for the week. Last one for the week. I'm going on vacation. And take some time off for my birthday. My birthday is in five days, 32. So very excited to take some time off to unplug John Good morning, what's going on buddy. So I will not be doing live shows for us the week. Also that being said, I am going to move my live show time. Again, I'm going to move my live show time to 9.30 central. The reason for that is because we have our morning stand-ups for my team and sometimes they run long and I have to leave.

So I want to stay on those longer. And also to my mornings are just kind of crazy in general with a lot of catch up and do diligence from the day before with some offers coming into whatnot. So I just want to be respectful to all that. So 9.30 central, 9.30 and mark your calendar. If you had a reminder what not, 9.30 central is going to be the new guys' council 2.0. Also it corresponds with unicorn finders when we go live at 9.30. Speaking to unicorn finders, really excited if you want to put some specific dates on your calendar, check in my dates, February 25th.

I'm the unicorn finders. We are interviewing Ryan Burgess. He has an engineering manager at Netflix. Very excited about that. We're going to talk about Netflix culture, how to build cultural within Dev Team. So that is the 25th of February at 9am central. We will be going live as a unicorn finders crew. And then the following week, March 4th at 10am central, we will be going live with a lady named Kelly Vaughn. Kelly Vaughn is in Atlanta. She runs a consulting agency that specializes in Shopify. So if you ever use Shopify or have questions about Shopify, that's going to be an awesome one. So tune into that.

As always, a few shoutouts, Brandon Ravey, Brandon 78. I put out a video yesterday that he came down and recorded with me. We filmed four or five hours of content. He's slowly editing all those. I put out a video yesterday about me and kind of where my motivation comes from to help my team. And the growth I've experienced is to check that out, comment like it. Again, comment like this post. If you're watching it and share it with your community, that will be huge. And then yeah, Alex Porter's on Summer Living in Drew Skeleton, all those guys and girls. They're doing a great job. So shout out to them.

If you're a hiring manager watching this, we love to work through in 2021. I've been randomly in my mouth too long. But again, if you're hiring manager, I'd love to work with you. So let's go and dive into the live show about contracting contract to hire. This is a topic that I think I probably should talk more about, but I haven't. So we're going to dive in. So first off, there is a lot of angst and consternation as I like to say around contract contract. And most of the reason for that is because of the lack of communication with recruiters. Right. I also, by the way, if you have questions, comments, venting about contract contract hire, please comment at me.

It will pop up. Let's talk about it. Again, the whole point of guidance counts to 2.0 is the developed community. With Danesh Stewart, Ron, Amy, John, Kathy, Lee, like Leah, like community. So comment, ask questions about contract hires I'm talking. So the first thing, the issue with contract to contract hire is lack of communication with recruiters. Because let's face it, a lot of times you get placed on a contract with a recruiting company that recruiters gets fired, halfway through your contract, they do a terrible handoff. The recruiting company has a terrible handoff, and then you have no idea. Like what's next? Like you have no context whatsoever.

And so that's where you have to sign up and you have to work with a recruiter and a recruiting firm that has tenure. The recruiters been around for at least two years or so. Because if they're new, there is a risk that they will bounce. The recruiting industry is super high turnover. I've been blessed, humble brag with my team. We haven't had a lot of turnover. But again, please make sure you work with the crew. It's been there long enough. That's the first thing. So let's talk about some questions with contracts. So let's say recruiter calls you with with a contract job. Here's the first question.

Ask one. How many people have you placed with this manager as a contractor? This is a great question. Ask. Right? You need to ask this question. Hey, recruiters, thank you again for messaging me about this job. How many people have you placed with this? There is one client. And the reason why I'm bringing this to you live is because we have stepped up 15 positions that are so ish, a lost count of for 10, 15 or so positions, 10 or so positions with one company here in Nashville, which is fully remote, by the way, they close their doors, fully remote. And we staff them up.

So if you ask me that question, I'm going to say, hey, we've staffed at least 10 individuals contract, it's contract higher with them. So that's going to give you so much more confidence to work with me if I tell you, hey, John, I placed 10 people with this firm. Catia, 10 people, right? Oh, wow. Okay. All right, this makes you feel better. Next question you need to ask. Right? Does this position, this is more for a contract, does this position go full time? Or has the opportunity to go full time? Right? And so the company that we've placed 10 people with, they convert all of their contractors if they're doing a good job.

Right? I've had two people convert. Right? So again, I have experienced is the big thing that you need to ask recruiters with contract to hire jobs is what is their experience? What is their experience with the managers? What is their experience with, you know, the project and the duration and the amount of people they placed. What is your experience with this company? If you get anything, if you need the log off now, that's the one thing you need to remember is you need to ask the recruiters, hey, let's talk about it. What's your experience with this manager? What's your experience with this company? Right? The next thing, and I want to talk to you about this, is there's a lot of misconceptions between freelancing and contracting with the recruiting company.

I want to go ahead and put a combustion on this right now, a combustion on a Tuesday morning. Right? If you're contracting with the recruiting company, unless stated otherwise by the recruiting company is a full 40 hours a week, right? All of my gigs that are contract jobs are 40 hours a week. 40 hours. Actually, no one even talking to y'all. I'm just gonna do a session when I get back from vacation, I'm gonna do a session just on contract hire, pros, cons, all that. So we're gonna talk about contract hire. We're gonna talk about contract and contract hire for a bit. So I'm gonna hit kind of some high points and then we'll kind of break you down in the next few weeks.

Next few days. So that's, so tell me about your experiences, right? Ask the recruiting company, hey, it's a full time 40 hours a week, almost all the time it's gonna be yes. Sometimes you get 20 hours. The biggest difference, and this is why people, I feel like, don't want to do contracting with recruiting companies. When you're contracting with recruiting company, you're a full time employee of the recruiting company. Right? I'm an FTE, you are an FTE of ACO. You're a W2 employee of VACO during your contract. Right? Now, I'm not gonna get to labor laws. That's HR, that's like way above my head. Again, I know there's different things in different states.

Right? But like, you can get fired in Tennessee just as fast as in the firm job as you can in contract job. So, I mean, again, there's not a ton of negatives there. It's just the same. So, the biggest, again, final difference is W2, you have benefits, right? The recruiting firm shirt off for benefits, if they don't offer benefits, they should provide you other areas to go find them. We provide benefits of ACO, and then I give my consultants two other options as well. So that's good. And 40 hours a week, and you're W2, right? Freelings, and I think people were like, oh, contracting gross, I gotta be a 1099, I gotta take out my own taxes, no.

No, no, no, you're W2 of ACO. We take out your taxes, right? LinkedIn user, I'm assuming Jason, this is you, Jason, and Amber, consultants don't have to accept the FTS for the client if they love work with ACO. Yeah, that's another thing. We'll get into all the breakdown. I just realized talking to you all this morning that there's so much to kind of uncover and break down. So I'm keeping a high level, right? Some questions, the differences, right? So questions, tell me about your experiences with the manager, tell me your experiences with the company, right? Because again, with this manager, with this one company, I'm referencing two, I placed four developers, but my team has placed over 10 people with the IT organization, right?

So that's huge to know that. And then, ask them, hey, I'm on W2 for the recruiting company. Do you, does your recruiting from offer benefits? No, they don't. Do you have other avenues where I go search for them? Right? And you're not 10.99, right? So I'm gonna stop there, right? That's like super high level, in short of contract, contract higher, and equipping you with some questions, there's some differences. I wanna leave you with that today. That was it. Very simple. I don't wanna get ahead of my skis. No pun intended, cause it's a snow outside. Don't wanna get ahead of my skis. But I wanna get equipped with something as a head notification over the next few days.

Contract contract contract higher is great, is fine, is normal, is just like a W2, a UR, W2, it's like a full time job. As long as you work with the recruiting company, it's reputable and has experience with that client. And that's key. And also make sure you're W2.99. Any questions, comments, concerns? Throw them up in the chat, at me real quick, that you have with contracting. I know this is a topic that most people have questions with. So, surprise there's no questions, but that's okay. Again, moving guidance comes from live to 930s from here on out, 930 from here on out. We got some pretty cool guest kind of unicorn finders.

If you wanna join my texting community, one text to your phone a day, does a practical job tip. You wanna check out my LinkedIn master class, how to write a perfectly LinkedIn dayker.com back to us Taylor. Y'all have a good one. Be safe, enjoy your week. I'm on plugging after today, and I'm looking forward to being with y'all next Monday. Have a good one.