Each technical recruiter at AVID takes the time to meticulously screen every candidate. After a thorough conversation to determine if the candidate is not only a technical fit, but also a cultural, our technical recruiters ask non-technical questions to help ensure that we’re providing the best possible candidates to our client. How long would the daily commute be? Will the candidate be taking the train, a bus or driving? Has the person had a similar commute in the past? How many other technical job opportunities is the candidate looking at? Is he or she close to accepting another position?

These non-technical questions are often just as important as the technical ones. However, to further assist with technically qualifying each candidate, we often have our clients put together a list of information technology questions that we can ask each prospective job seeker. If a candidate scores lower than a specified score, we will not proceed with that person.

If the candidate passes our initial phone screening process, our technical recruiters will immediately check two professional references. We dig deep with each reference to ensure we’re providing our clients with a proven technical professional that have demonstrated they are not only technically sound, but reliable and trustworthy as well. The references must come from a former manager who oversaw their work and can speak in depth about his or her ability. No personal references are permitted. No peers. Only direct supervisors or managers.

Finally, before a resume is sent to a client, our technical recruiters go out of our way to meet most every job seeker. If the candidate cannot come into our office to sit down with us in person, we will go to them. Only after the candidate passes our thorough in-person screening process is his or her information finally sent to our client.

AVID will always first check to see if you have a budgeted rate with each new job order before we proceed with our technical recruiting process. If there is no predetermined amount, the rate will depend upon the experience level and quality of each candidate.

AVID typically can recruit a candidate within 24 hours of receiving the job order. Although we usually suggest a phone interview, in some cases, the urgency is too dire and there isn’t even time for a brief conversation. In this situation, our client’s can take advantage of our “Go to Work” solution. With every “Go to Work,” AVID technical recruiters will complete our thorough technical recruiting process and have a qualified resource on site the very day you need them. However, because there was neither a phone nor personal interview, AVID provides a 1-week satisfaction guarantee. If, for any reason, you are not happy with our technical consultant during their week of employment at your work site, AVID will not bill you for his or her time.

Whether an IT contractor, or full-time employee, unfortunately there is never a guarantee that an individual won’t leave an assignment or a company. However, there are steps to help mitigate the possibility. To help ensure all of our technical consultants complete each assignment, we offer a completion bonus to the majority of our contractors. Upon the successful completion of a project, we provide our consultants with a predetermined amount for every hour that they worked throughout the contract.

There is no commitment or guarantee that a client must give when engaging a consulting opportunity. This allows each company the flexibility to augment their staff for as long or short as they desire. Before the start of any contract opportunity, we always inquire as to the projected duration of the assignment so we can accurately communicate the length with prospective candidates. If there are any changes or the contract assignment is suddenly expected to end earlier than originally anticipated, we always ask to communicate this to us as quickly as possible so we can accurately relay the information to our consultant.

AVID Technical Resources has created a flexible staffing option that provides our clients with the opportunity to hire one of our consultants directly. We understand finding hard-working, highly technical people who fit into your company’s long-term business plans can sometimes be difficult. Because of this, AVID is willing to release any one of our consultants after a six (6) month period of contingent contract employment. This allows both sides to ensure the opportunity is a long-term fit from both a technical and personal perspective. If you desire to hire one of our technical contractors on before the 6-month duration, AVID has a buy-out fee that we will prorate before releasing our consultant to our client.

AVID Technical Resources is headquartered in Boston, MA, with additional offices throughout the country. We have two additional offices in the New England area. For our clients within this geography, our recruiting model will not change.

Although some clients may not be located near one of our offices, AVID still believes in meeting each and every hiring manager face to face so we will come to you directly whether we have to drive or fly. If a client is looking for multiple resources, AVID has a relationship with a national provider of temporary office space. We will fly one or more of our technical recruiters to the client’s location to conduct our recruiting.