Troi’s Post

How do our clients decide to hire a software consultancy like Codingscape over recruiting new team members? They often just compare the upfront cost of salary versus the cost of working with us. But there are other costs to consider: 1/ Time to value - the cost of lost work postponing the project while they hire 2/ Recruiting costs to hire exceptional talent 3/ Their fully burdened employee costs, things like office, equipment, benefits, and switching costs. The bigger the company, the harder it becomes to recruit great people quickly. When they consider costs more holistically, hiring a consultancy is the more cost-effective option. When our clients work with the Codingscape team they work with is the best of the best. Our team integrates seamlessly to create great technology outcomes.

🚀 Introducing NEXUS - Bridging the Gap Between Skills and Opportunities 🌟 I'm thrilled to announce the official launch of NEXUS, an initiative aimed at revolutionizing the way students and employers connect in the professional world! 🎓 As a junior in college, I've seen firsthand the challenge students face in finding the right opportunities post-graduation. The gap between skills and job requirements often feels like an insurmountable barrier. That's why I founded NEXUS—to bridge this gap and make the journey smoother for both students and employers. 🤝 NEXUS is a platform where employers can tap into a pool of talented college students possessing the exact skill sets they need. Simultaneously, students can explore a variety of opportunities that match their skills and aspirations. It's a win-win! 🔍 Our goal is simple: to create meaningful connections that lead to fulfilling careers. By facilitating these connections, we aim to make the job search process more efficient and enjoyable for everyone involved. Join us on this exciting journey to reshape the future of career connections! 🚀 Let's unlock incredible opportunities together. #NEXUS #CareerConnections #FutureOfWork #SkillsMatch #Opportunities #Students #Employers With ❤️, Team NEXUS

How to hire a great VA? 1. Hiring for attitude. -Look for someone who loves self-growth. -Look for someone who cares more about you than money. 2. Hiring for communication. -Know your communication tools. -Use the one that suits both of you. 3. Possession of an SOP before hiring. -Have in place all the standard operating procedures showing exactly how each task is performed with the necessary tools. 4. Give a test task. -This complements the portfolio and the testimonials owned by the VA.   Add your 5, 6, 7, 8 etc.  

Is remote hiring for you? Switching from in-person interviews to Zoom is a whole new challenge for recruiters. Something that is still being fine tuned since Covid changed the game. It's tough to get the full picture of someone through a screen, a bit like trying to guess a meal's taste from a photo. And hiring someone you've only met online can feel a bit like a leap of faith. Thankfully, tech helps a lot. We've got video calls, online tests, and a bit of social media digging (for work stuff, not gossip!) to help you decide. But, trusting your gut when you're not face-to-face is something we're all still figuring out. What's your take on remote hiring?

REMOTE

Enhancing Lead Conversion with Pre-Retainer Intake and Closers Pre-retainer intake is the process where law firms assess potential clients before signing a retainer agreement. This involves gathering information, evaluating case viability, and building client relationships. In sales, this is the initial stage of converting leads. Closers play a crucial role by taking qualified leads and guiding them to become clients. They handle objections and finalize deals, making the intake process more effective. Hiring skilled closers ensures higher lead conversion rates and more satisfied clients.

Top 5 Fears Of Hiring (Debunked) Struggling to hire? Never hired before? This post is dedicated to you P.S. I am on a mission to make entrepreneurship simpler for millions 🔥🔥

Repeat after me. Hiring someone is an emotional decision. Hiring someone is an emotional decision. Hiring someone is an emotional decision. Hiring someone is an emotional decision. Hiring someone is an emotional decision. Hiring someone is an emotional decision. Most candidates are trying to prove logically why they are a good fit for the role. They are trying to check all the boxes. Yet they fail to demonstrate why they are an awesome candidate in general. Someone that the hiring manager should WANT to work with. Someone that is just awesome, a high achiever. Someone that has a personality. Someone who they will be proud to hire and bring on the team. Don't just try to check the box. Stand out, don't just fit in.

When you are a businessman or an entrepreneur who manages all aspects of your company in-house, you will quickly realize that managing all facets of your company is challenging. This is particularly true for the firm’s IT aspects. Hiring IT consulting services can prevent risk for a company and has one primary purpose, which is to secure a good function of the operation of a company. http://dlvr.it/T0NxMG

The biggest scam on LinkedIn: I am hiring for multiple positions. "Like this post and I will review your profile" "Share email & phone and we will contact you" "Comment interested below and I will review your profile" Please understand no recruiter or a talent acquisition professional will ever hire talent in such an unprofessional manner. They are only creating a database out of your responses and also increasing their visibility, nothing else. These so-called jobs don't exist at all. we r hiring 3 positions now, dont share ur email or phone in post. find our email and apply and dm me. i do repond to all dm and most comments