Staff Chasers

We have a new opening for a Commercial Construction Estimator in the Colorado Springs area. Please visit our WEB site for the description. https://lnkd.in/gnH8B2Fz

I always wait at least 3 weeks before I call a company with a need to give hr plenty of time to secure the person. Once that has elapsed I call the Hiring Manager. Case in point. 10 days ago, I did just that. The Hiring Manager was thrilled to explain the urgency and what was needed for the open positions. They asked for my fee arrangement be sent in order for hr to sign off (tail wagging the dog?). I followed up 2 days later; no response as to where the authorized agreement was. Called the Hiring Authority yesterday, again. They responded immediately via text that they wanted to speak to me at 4:30 and would call me---ended up calling me at 4:15. Excited about what I had for them.... I asked, "Oh, were you expecting candidates? I would certainly have them by now, yet hr never sent back our agreement". He apologized and said he'd get it done. Agreement authorized within an hour. My Mom always said, "It depends on whose ox is being gored". There is a huge difference between the head of talent seeing 1 opening amongst many, and the Hiring Authority whose promotion is on the line.

We multiple new openings this week for Superintendent (Colorado Springs), Project Manager (Colorado Springs) and Estimator (in Denver and Colorado Springs), all within Commercial Construction. You can view and apply online by visiting our "JOBS" page at www.staffchasers.com

We have a great new opening we've been asked to work on for a Commercial Construction Superintendent in the Colorado Springs area. https://lnkd.in/gcU7DUGR

Saw this in one of the groups I belong to: That moment you realize "upgrade" only means there is a tech department whose very existence depends on changing something/anything on the platform. "We're excited about our new dashboard" means having to learn where the hell things are now.

Just saw a poll by an "influencer" on LinkedIn. The subject revolved around what value people placed on Skills vs Character. Was surprised how many responded that character is where it's at, and anyone can be taught the skills. I wish it were so! If it were, anybody could be a recruiter. So, here was my response: I think what clients are looking for are recruiters who have the ability to secure people who have the right skills, and the character/personality that fits in and can help the company prosper. Inasmuch as I'd love to convince my clients in the construction industry a candidate ought to be hired because they have the right character and personality, truth is, that ought to be a given. My clients are looking for people who have a track record of leading teams that get stuff done ---under budget and on time.