We position your firm for long term success.
We live in an economy that is unpredictable. Business needs force priorities to shift constantly. Budgets grow and shrink. Teams move with the conditions at play. But the needs and goals remain. With a client and partner list that spans over 300 organizations of varying sizes, Genesis Global Professional Group has become the premier partner in addressing project staffing needs through staff augmentation. Genesis Global Professional Group’s long standing success in this area has been driven by careful management of client expectations where we prefer to under promise and over deliver.
Genesis Global Professional Group can provide a variety of project-based consultants outside of our 2 Specialized Divisions of Accounting and Finance and IT Consulting, we have been matching your project-based needs throughout many departments within your organization for over 10 years.
Much like our dedication to our client, our commitment to both our internal as well as our large network of resources is to give them the opportunity to be placed in the right situation where they can be productive. Our recruiting managers are professionals in many of the areas listed below which puts them in an excellent position to aggressively qualify and match the need with the resource.
This Project based needs have included:
We provide our candidates access to a wide range of opportunities within our client base, varying from contingent to consulting to direct hire at companies as diverse as small, privately held to some of the largest multinationals. Our temporary staffing solution is designed to augment an organization’s workforce during expected and unexpected staff shortages. Our professionals’ backgrounds and work history allow them to “hit the ground running” and begin contributing immediately. Our consultancy practice focuses on specific projects with a defined scope of engagement.
Genesis Global Professional Group provides highly specialized Contract Specialist to supplement your existing departmental function. We help your organization implement a cost effective program that lowers your cost-per-hire, minimize the impact of employee turnover, and positions a foundation to build an effective employee retention program.
We possess the industry knowledge, experience and commitment to Customer satisfaction required to fulfill the most discriminating requirements. Your organization’s most valuable asset is its people. Succeeding tomorrow depends upon choosing the right leaders today. We provide our clients with a competitive edge by identifying outstanding leaders with critical and strategic skills. We excel by not just finding people but by finding the best people.
Whether your organization is a complex global enterprise, a growing mid-sized business, or somewhere in between, we can help you:
Increased Wages
For comparable assignments, a contract employee generally receives 30 – 100% higher gross pay than a permanent (or direct) employee does. Frequently there is overtime available for the contract employee, which can substantially increase take home pay. Contract employees are paid higher wages because their jobs are temporary, and therefore less secure than those of permanent employees. In addition, a contract employee must pay for their own overhead costs such as medical insurance, retirement savings plans and travel costs (in most instances). Contract employees are usually released from their assignments upon completion of a project. In an ideal situation, their contract services company will be able to locate another suitable assignment immediately. However, contract employees must be prepared for the possibility that they will be out of work for a period of time. Thus, a contract employee should always budget their paychecks when they are working to cover those times when they are not working.
Travel
A contract employee may frequently accept jobs that allow them to discover different areas of the world. Contract employees are often willing to move, particularly for long term or highly paid assignments. A contractor may also wish to work in the northern part of the country during the summer months and might only accept an assignment in a warm area during the winter. Occasionally a contractor is willing to travel when a particularly interesting job is available, or if they want to work for a specific client. It is important to remember that a contract employee is usually responsible for the costs of their travel.
Diversification
A contractor can build an impressive resume by accepting assignments on the leading edge of technology. A contract employee usually possesses a broader range of skills than a direct employee does due to the fact that a contract employee works in many companies that use different equipment, software, and techniques. Contract employees’ resumes may be very long and detailed to show their broad technical background.
Freedom
Contract employees can concern themselves primarily with the task at hand, rather than get caught up in office politics or a difficult boss. The contract employee knows that their situation is temporary, however, a contractor knows that they cannot be perceived as a job hopper either. A contract employee may occasionally choose not to work at all, especially if they have recently completed a long, lucrative assignment.
Pride of Accomplishment
The pleasure derived from a job well done provides real satisfaction to the technical artisan. Many important projects in many fields were completed on time and were done right the first time by contract professionals.
For more information, please contact us directly at +1 (800) 780-2232.