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1、salaryguide2025 United StatesContentsIntroduction 1Finance&Accounting 2Engineering&Manufacturing 8Procurement&Supply Chain 13Technology 18Sales 23Human Resources 27 About Michael Page 31Additional resources 321IntroductionWhat does the landscape look like for hiring and recruitment in 2025?Get in to

2、uchof organizations struggle to match salary expectations40%37%of organizations struggle to find candidates with the right skillsSubmit a job descriptionIn 2024,businesses across the U.S.faced several challenges,including tight economic conditions,political uncertainty,and changing workplace expecta

3、tionsall of which,unsurprisingly,impacted hiring.These obstacles have led to widespread caution as employers and employees across multiple industries hesitate to hire or move jobs,extending hiring timelines.To avoid potential risks,employers have become increasingly selective,while candidates remain

4、 reluctant to move for roles that fail to meet their expectations on salary,flexibility,and more.Despite their opposing views,they share the need for trust and transparency.Remembering this will be pivotal in 2025 as employers and professionals adjust to the changing political and economic climate.W

5、hile it was common for hiring managers to hold out for the perfect candidate in 2024,conducting multi-step processesthat extended for weeks,overcoming the hesitation to hire will be crucial when the demand for qualified professionals rises.This year presents an opportunity for organizations like you

6、rs to get ahead,especially if you lead with clarity,communication,and confidence.To secure top talent,employers will need to clearly define their needs,refine their hiring strategies,and collect accurate salary data to appeal to professionals main motivator:compensation.Our 2025 Salary Guide include

7、s all the information you need to craft compelling offers.Inside,youll find updated U.S.salary ranges,hiring trends,and workers motivations across various roles,sectors,and locations.Leverage these data-driven insights as you prepare to grow your team and position your business to thrive in the evol

8、ving work landscape.Kurt Jeskulski Regional Managing Director,PageGroup North America2Finance&Accounting3Hiring timelines with Michael Page We streamline the hiring process and connect you with the right talent faster,saving time and resources.Heres what you can expect when filling your open roles w

9、ith us.PermanentContract1573Most in-demand roles Staff AccountantControllerDirector of FinanceFinancial AnalystWhile the active candidate pool was relatively small in 2024,we expect this to grow in 2025.The most effective placements weve seen were those involving a more condensed hiring process.By a

10、voiding unnecessary steps organizations are more likely to secure the talent they want and prevent top talent from removing themselves from the running.Hiring on a temporary basis is an increasingly common practice,which can also be an efficient,cost-effective way to fill vacancies,and something we

11、expect to continue as organizations adjust to changing economic conditions.Annie OConnorDirectordaysdaysdaydaysMarket overview and hiring trendsFinance&AccountingSourcing,screening,and shortlisting candidatesConducting first interviews4Deirdre ZirnAssociate DirectorCandidates remain cautious about m

12、oving jobs,especially those who are currently employed by a company that allows flexible work arrangements.As such,organizations that provide flexible work arrangements are likely to attract more talent than those that dont.Therefore,we recommend businesses looking to hire in 2025 are more agile in

13、their approach to offers if they want to secure their top candidate.What factors are most important to candidates job satisfaction?What areas of flexibility are most important to candidates?Work-life balanceSalaryHybrid work arrangementsFlexible working hoursAbility to manage their hybrid scheduleFu

14、lly remote work arrangementsSpeak to one of our experts about your hiring needs59%59%59%68%46%39%Candidate motivations for Finance&Accounting professionalsSource:2024 Talent Trends Report.Click here for more findings.5Salary benchmarking*New York,New Jersey,and Connecticut.FINANCECALIFORNIA(USD000)I

15、LLINOIS(USD000)*TRI-STATE AREA(USD000)PENNSYLVANIA(USD000)POSITIONMINMAXMINMAXMINMAXMINMAXChief Financial Officer250650250500250700200500Vice President of Finance225350200300225550150250Director of Finance170250175250180350150200Finance Manager130180125150140180130175Senior Financial Analyst/FP&A An

16、alyst 100140100130110150100130Financial Analyst90120801109013075110ACCOUNTINGCALIFORNIA(USD000)ILLINOIS(USD000)*TRI-STATE AREA(USD000)PENNSYLVANIA(USD000)POSITIONMINMAXMINMAXMINMAXMINMAXVice President of Accounting 225350175250200350150250Controller200400140230150400130200Director of Accounting17025

17、0160250180280150200Accounting Manager130180110140120170110140Financial Reporting Manager130180120175120180110160Cost Accounting Manager130180110140120150120150Senior Accountant90130901109012085110Senior Cost Accountant90150851109512590110Cost Accountant9011075100851107090Staff Accountant709070907090

18、7090Permanent rolesDisclaimer:This document is intended to provide additional value to our clients.The salary data is based on positions we have placed in the last 18 months and should be considered interpretive and indicative rather than conclusive.*New York,New Jersey,and Connecticut.6FINANCE&ACCO

19、UNTING*TRI-STATE AREA(USD/HOUR)POSITIONMINMAX*Chief Financial Officer100150*Controller5070Senior Accountant4050Senior Staff Accountant3540Staff Accountant3035AP/AR Specialist2535AP/AR Coordinator2225*New York,New Jersey,and Connecticut.Salary benchmarkingContract salaries*Rates for these positions m

20、ay vary depending on years of experience,organization type,and other market factors.For specific data,please reach out to one of our consultants.Disclaimer:This document is intended to provide additional value to our clients.The salary data is based on positions we have placed in the last 18 months

21、and should be considered interpretive and indicative rather than conclusive.7Salary benchmarkingPermanent rolesAUDIT&TAXCALIFORNIA(USD000)ILLINOIS(USD000)*TRI-STATE AREA(USD000)PENNSYLVANIA(USD000)POSITIONMINMAXMINMAXMINMAXMINMAXChief Audit Executive200400200300200400200300Director of Internal Audit

22、180240180240180240175250Senior Audit Manager160180160180160180150175Audit Manager135170125160135170120160Senior Auditor13517090120135170100120Internal Audit701007090701007090Staff Auditor7085708570856585Tax Manager 130170110140130170120160Tax Accountant90120801009012090110*New York,New Jersey,and Co

23、nnecticut.Disclaimer:This document is intended to provide additional value to our clients.The salary data is based on positions we have placed in the last 18 months and should be considered interpretive and indicative rather than conclusive.8Engineering&Manufacturing9Automation EngineerEngineering P

24、roject ManagerManufacturing EngineerQuality ManagerIn 2024,organizations commonly implemented multi-step interviews and large hiring panels for Engineering and Manufacturing roles.This,coupled with companies becoming increasingly selective in finding candidates with specific skills and backgrounds,l

25、ed to longer hiring timelines.This practice caused hiring managers to lose out on the talent they needed,especially considering there was a scarcity of qualified candidates.Moving forward in 2025,we recommend hiring managers aim to reduce the number of steps in the interview process and move quickly

26、 if a candidate meets all or most of the job requirements.Steven HoubenExecutive DirectorHiring timelines with Michael Page We streamline the hiring process and connect you with the right talent faster,saving time and resources.Heres what you can expect when filling your open roles with us.71Most in

27、-demand roles daydaysMarket overview and hiring trendsEngineering&ManufacturingSourcing,screening,and shortlisting candidatesConducting first interviewsPermanent10Candidate motivations for Engineering&Manufacturing professionalsDavid DvoskinDirectorWhile many firms held back hiring in the high-inter

28、est-rate landscape,we expect further rate cuts to spur investment in 2025.Employers who remain flexible with their role requirements will attract a wider applicant pool and shorter hiring timelines.This will be especially beneficial for those looking to fill in-demand roles,such as Control Engineers

29、,as the landscape for these positions is increasingly competitive.What areas of flexibility are most important to candidates?What factors are most important to candidates job satisfaction?Work-life balanceSalaryCareer progressionFlexible working hoursFully remote work arrangementsUnofficial flextime

30、Speak to one of our experts about your hiring needs52%52%48%45%30%62%Source:2024 Talent Trends Report.Click here for more findings.11Salary benchmarkingManufacturingCALIFORNIA(USD000)ILLINOIS(USD000)*NEW ENGLAND(USD000)POSITIONMINMAXMINMAXMINMAXChief Operations Officer275400250400275400Vice Presiden

31、t of Operations180270175325180270Site/Plant Director170250160250170250Site/Plant Manager140200140210140200Operations Manager130180125175120180Production Manager951408512585130Production Supervisor801106510070100Process Engineer901307011570140Vice President of Manufacturing180240175250175240Director

32、of Manufacturing150200150220145220Mechanical Engineer1001407011575125Manufacturing Engineer901207512570125Product Engineer901208011080120Automation Engineer901309013590150*Connecticut,Maine,Massachusetts,New Hampshire,Rhode Island,and Vermont.Disclaimer:This document is intended to provide additiona

33、l value to our clients.The salary data is based on positions we have placed in the last 18 months and should be considered interpretive and indicative rather than conclusive.12Salary benchmarkingEngineeringCALIFORNIA(USD000)ILLINOIS(USD000)*NEW ENGLAND(USD000)POSITIONMINMAXMINMAXMINMAXVice President

34、 of Engineering200275170260170260Engineering Manager130170120170120170Project Manager1001309013090130Program Manager1001409013590130Chemical Engineer901208012075125Design Engineer1001308011065105Electrical Engineer901208513090145Industrial Engineer901208012085135Mechanical Engineer901307512575140Vic

35、e President of R&D/Product Development180275180270180270Director of R&D/Product Development160215150220160210R&D/Product Development Manager120150120170130180CALIFORNIA(USD000)ILLINOIS(USD000)*NEW ENGLAND(USD000)POSITIONMINMAXMINMAXMINMAXVice President of Quality 180250180250160220Director of Qualit

36、y150175140200140180Quality Manager120150100140115160Quality Supervisor901159011090125Supplier Quality Engineer901259012580135Quality Control Manger10014010014090140Quality Engineer901157012070130Continuous Improvement Manager120175110165120175Continuous Improvement Engineer901208012090145Environment

37、 Health&Safety Director140180N/AN/A130180Environment Health&Safety Manager105150N/AN/A90150Quality*Connecticut,Maine,Massachusetts,New Hampshire,Rhode Island,and Vermont.Disclaimer:This document is intended to provide additional value to our clients.The salary data is based on positions we have plac

38、ed in the last 18 months and should be considered interpretive and indicative rather than conclusive.*Connecticut,Maine,Massachusetts,New Hampshire,Rhode Island,and Vermont.13Procurement&Supply Chain14While on the surface,it may seem like employers hold all the cards,Procurement&Supply Chain candida

39、tes have more influence than we think,especially those with a technical background and experience in certain systems like Oracle,Tableau,and AI-focused tools.As a result,weve witnessed clients who move quickly to engage qualified candidates with comprehensive offers have the most success.Sam Firesto

40、neSenior ManagerDemand Planning ManagerLogistics ManagerProduction PlannerOperations SpecialistHiring timelines with Michael Page We streamline the hiring process and connect you with the right talent faster,saving time and resources.Heres what you can expect when filling your open roles with us.Mos

41、t in-demand roles Market overview and hiring trendsProcurement&Supply Chain8daysSourcing,screening,and shortlisting candidatesConducting first interviews5daysPermanent15Candidate motivations for Procurement&Supply Chain professionalsBrooke GautierAssociate DirectorFlexibility is closely aligned with

42、 a healthy work-life balance for workers and is,therefore,a major draw for those in Procurement&Supply Chain.This is especially true for younger talent in urban areas who want to avoid long commutes.When employers appeal to this priority by offering flexible work arrangements,they can access a wider

43、 talent pool and more likely secure their top choice.What factors are most important to candidates job satisfaction?What areas of flexibility are most important to candidates?Work-life balanceSalaryGratitude,recognition,and appreciationFlexible working hoursAbility to manage their hybrid scheduleHyb

44、rid work arrangementsSpeak to one of our experts about your hiring needs55%49%33%78%72%61%Source:2024 Talent Trends Report.Click here for more findings.16Salary benchmarkingCALIFORNIA(USD000)ILLINOIS(USD000)*TRI-STATE AREA(USD000)POSITIONMINMAXMINMAXMINMAXChief Operations Officer275325250350275400Vi

45、ce President of Supply Chain225275180300225350Vice President of Operations200250180300225325Vice President of Logistics200225180225200250Supply Chain Director150200150200175250Logistics Director 150200150200150200Transportation Director 150175150200150200Demand Planning Director 175200165200175250Su

46、pply Planning Director 150175165200150180Customer Service Director140160140160140160Supply Chain Manager120140120160130170Logistics Manager100130100130120140Operations Manager110130110130120150Warehouse Manager110140110140110150Demand Planning Manager120140120150120160Customer Service Manager1201401

47、20140110140Transportation Planner801108011090120Demand Planner10012080120100130Supply Planner901109011090120Master Scheduler8010080110110150Materials Planner901009010090110Production Planner8090809095130Operations Specialist809080908595Allocation Analyst8090809085110Warehouse Supervisor9011090110801

48、10Fulfillment Specialist80100801007090Supply ChainDisclaimer:This document is intended to provide additional value to our clients.The salary data is based on positions we have placed in the last 18 months and should be considered interpretive and indicative rather than conclusive.*New York,New Jerse

49、y,and Connecticut.17Salary benchmarkingCALIFORNIA(USD000)ILLINOIS(USD000)*TRI-STATE AREA(USD000)POSITIONMINMAXMINMAXMINMAXInventory Control Specialist801008010095115EDI Coordinator901009010085100Supply Chain Specialist901109011085100Customer Service Specialist901109011075100Logistics Analyst80100801

50、0095120Operations Analyst8090809095115Allocation Analyst8090809085110Supply Chain(cont)Disclaimer:This document is intended to provide additional value to our clients.The salary data is based on positions we have placed in the last 18 months and should be considered interpretive and indicative rathe

51、r than conclusive.*New York,New Jersey,and Connecticut.CALIFORNIA(USD000)ILLINOIS(USD000)*TRI-STATE AREA(USD000)POSITIONMINMAXMINMAXMINMAXChief Procurement Officer225250225300275450Vice President of Procurement180220175250225300Procurement/Purchasing Director160180160180170225Supplier Diversity and

52、Sustainability Manager100120100130130175Strategic Sourcing Manager120140120140130160Procurement Manager110130100140120150Purchasing Manager110130100120110150Contracts Specialist12014011513085120Senior Buyer9011090110110140Strategic Sourcing Specialist10012080120100130Sourcing Analyst901007510090130S

53、ourcing Specialist901009010090110Procurement Coordinator708065807590Procurement Analyst/Buyer8090759590120P2P SpecialistN/AN/AN/AN/A90110Procurement*New York,New Jersey,and Connecticut.18Technology19After the pandemic-induced tech hiring spree,the market has corrected itself and companies are now re

54、structuring to match current economic conditions.Decision-makers are now inundated with applications due to the large number of active job seekers,causing selection processes and hiring timelines to lengthen.For those struggling to find the right candidate and wanting to remain competitive,its benef

55、icial to have a recruitment partner who swiftly identifies and engages top professionals,especially those in high-demand fields,such as cloud and security.Alex McClymontSenior ManagerSoftware EngineerIT ManagerDevOps EngineerData ScientistHiring timelines with Michael Page We streamline the hiring p

56、rocess and connect you with the right talent faster,saving time and resources.Heres what you can expect when filling your open roles with us.Most in-demand roles Market overview and hiring trendsTechnology71daydaysSourcing,screening,and shortlisting candidatesConducting first interviewsPermanent20Ca

57、ndidate motivations for Technology professionalsJoshua KerslakeAssociate DirectorFlexibility and work-life balance remain major pulls for tech candidates,along with a competitive base salary that reflects their skills and market value.In 2025,employers will need accurate salary data,coupled with fle

58、xible work arrangements,if they want to engage the talent they need.What factors are most important to candidates job satisfaction?What areas of flexibility are most important to candidates?Competitive salaryWork-life balanceHybrid work arrangementsFully remote work arrangementsFlexible working hour

59、sHybrid work arrangementsSpeak to one of our experts about your hiring needs68%55%54%54%43%66%Source:2024 Talent Trends Report.Click here for more findings.21Salary benchmarkingSoftware EngineeringData&DevOpsCALIFORNIA(USD000)*NEW ENGLAND(USD000)*TRI-STATE AREA(USD000)POSITIONMINMAXMINMAXMINMAXVice

60、President of Engineering to C-Suite220400220400220400Director of Engineering180300180300200300Engineering Manager170250170250170250Lead/Staff/Principle Engineer170275170275170275Senior Software Engineer140210140210140210Software Engineer8015080150100160CALIFORNIA(USD000)*NEW ENGLAND(USD000)*TRI-STAT

61、E AREA(USD000)POSITIONMINMAXMINMAXMINMAXData Architect180220170220180220Data Engineer150180130180150190Data Scientist145175125170145175DevOps Engineer150200120200130200Site Reliability Engineer140190120200130200Disclaimer:This document is intended to provide additional value to our clients.The salar

62、y data is based on positions we have placed in the last 18 months and should be considered interpretive and indicative rather than conclusive.*New York,New Jersey,and Connecticut.*Connecticut,Maine,Massachusetts,New Hampshire,Rhode Island,and Vermont.*New York,New Jersey,and Connecticut.*Connecticut

63、,Maine,Massachusetts,New Hampshire,Rhode Island,and Vermont.22Salary benchmarkingCALIFORNIA(USD000)*NEW ENGLAND(USD000)*TRI-STATE AREA(USD000)POSITIONMINMAXMINMAXMINMAXVice President of Design200280200280200280Head of Product Design180230180230180230Product Design120185120185120185Vice President of

64、Product Management200300200300200300Director of Product Management200240200240200240Senior Product Manager160200160200150200Product Manager130160130160130170Associate Product Manager100130100130110140Product ManagementDisclaimer:This document is intended to provide additional value to our clients.Th

65、e salary data is based on positions we have placed in the last 18 months and should be considered interpretive and indicative rather than conclusive.CALIFORNIA(USD000)*NEW ENGLAND(USD000)*TRI-STATE AREA(USD000)POSITIONMINMAXMINMAXMINMAXChief Information Officer200400200400200500Chief Technology Offi

66、cer190300300400250500Vice President of IT180250180250180250IT Director160250160220160220IT Manager120175120175120175IT Support Engineer 601207511075110ERP Business Analyst801608014080140ERP Developer801658015080150CRM Business Analyst751508014080150CRM Developer801608016080160Business Applications&I

67、T*New York,New Jersey,and Connecticut.*Connecticut,Maine,Massachusetts,New Hampshire,Rhode Island,and Vermont.*New York,New Jersey,and Connecticut.*Connecticut,Maine,Massachusetts,New Hampshire,Rhode Island,and Vermont.23Sales24We anticipate the demand for sales professionals to be strong in 2025,es

68、pecially during the first half of the year.While we didnt see a consistent theme in hiring timelines across the level of sales roles in 2024,employers who are more open-minded throughout the interview process had better luck securing top talent when they need them most.Cody PaynterSenior ManagerDire

69、ctor of SalesRegional Sales ManagerNational Account ManagerAccount ExecutiveHiring timelines with Michael Page We streamline the hiring process and connect you with the right talent faster,saving time and resources.Heres what you can expect when filling your open roles with us.Most in-demand roles M

70、arket overview and hiring trendsSales9daysSourcing,screening,and shortlisting candidatesConducting first interviews3daysPermanent25Candidate motivations for Sales professionalsMadison WilderAssociate DirectorSales employees continue to be motivated by financial compensation.Organizations that can of

71、fer competitive remuneration will attract the best professionals.However,that doesnt minimize the importance of other factors.Before accepting an offer,candidates will also consider perks beyond the paycheck,including PTO,car allowance,flexible work arrangements,and other benefits.As a result,its im

72、portant to consider the holistic package beyond pay if you want to secure the best talent in 2025.What factors are most important to candidates job satisfaction?What areas of flexibility are most important to candidates?SalaryWork-life balanceRelationship with managerFully remote work arrangementsFl

73、exible working hoursAbility to manage their hybrid scheduleSpeak to one of our experts about your hiring needs68%48%53%36%75%57%Source:2024 Talent Trends Report.Click here for more findings.26Salary benchmarkingNATIONAL ANNUAL GROSS SALARIES*(USD000)POSITIONMINMAXVARIABLE COMPVice President of Sales

74、 17525030-50%Director of Sales16022030-50%Regional Sales Manager14017520-30%National Account Manager/Key Account Manager13016020-30%Business Development Manager/Account Manager12015020-30%Outside Sales/Territory Manager10012010-25%Inside Sales Representative 709010-20%*The salary ranges provided abo

75、ve are specific to roles within the Industrial,Consumer Packaged Goods(CPG),and Packaging sectors.The majority of sales roles in these sectors are fully remote,providing flexibility for professionals across various locations.SalesDisclaimer:This document is intended to provide additional value to ou

76、r clients.The salary data is based on positions we have placed in the last 18 months and should be considered interpretive and indicative rather than conclusive.27Human Resources28In the last year,weve seen organizations become more selective with candidates,which led to extended hiring timelines.Ho

77、wever,hiring managers who are more open to non-traditional candidates can find what theyre looking for in a shorter timeframe and,once theyve signed the offer,upskill as necessary.Therefore,were encouraging decision-makers to identify high-potential candidates with transferable skills and an eagerne

78、ss to learn.Jaymee NusbaumAssociate DirectorTotal RewardsPayroll/HRISHR Business PartnerHead of HRHiring timelines with Michael Page We streamline the hiring process and connect you with the right talent faster,saving time and resources.Heres what you can expect when filling your open roles with us.

79、Most in-demand roles Market overview and hiring trendsHuman Resources9daysSourcing,screening,and shortlisting candidatesConducting first interviews6daysPermanent29Canidate motivations for Human Resources professionalsChristina LibuttiAssociate Practice DirectorWe saw a surge of activity in the Total

80、 Rewards space in 2024 as employers aimed to elevate their rewards and recognition programsa trend likely to continue in 2025.The challenge we predict organizations will face is finding candidates willing to come into the office four to five days a week as more employees prioritize flexibility.If yo

81、ure unable to compromise on in-office policies,elevating your offer with top-range salaries can compensate.What factors are most important to candidates job satisfaction?What factors are most important to candidates job satisfaction?Work-life balanceSalaryFlexible work arrangementsFlexible working h

82、oursHybrid work arrangementsAbility to manage their hybrid scheduleSpeak to one of our experts about your hiring needs39%63%49%65%75%90%Source:2024 Talent Trends Report.Click here for more findings.30Salary benchmarkingGENERALISTNATIONAL ANNUAL GROSS SALARIES(USD000)POSITIONMINMEDMAXVice President20

83、0250300Director150175220Business Partner120150180Manager 100120150Generalist7590100Coordinator556575TOTAL REWARDS,COMPENSATION&BENEFITS NATIONAL ANNUAL GROSS SALARIES(USD000)POSITIONMINMEDMAXHead of Total Rewards200250300Director of Payroll150175200Director of Benefits150175200Director of DE&I150175

84、200Payroll Manager100125150Benefits Manager100125150Payroll Specialist7590100Benefits Specialist7590100TALENT ACQUISITION/RECRUITMENTNATIONAL ANNUAL GROSS SALARIES(USD000)POSITIONMINMEDMAXDirector 150175200Manager115130150Senior Recruiter90110130Recruiter7585100Human ResourcesDisclaimer:This documen

85、t is intended to provide additional value to our clients.The salary data is based on positions we have placed in the last 18 months and should be considered interpretive and indicative rather than conclusive.31CHICAGOHOUSTONBOSTONSTAMFORDNEW YORKTORONTOMONTREALLOS ANGELESPHILADELPHIAORANGE COUNTYUnl

86、ock top talent across North AmericaSalary is just one piece of the puzzle.Once youre armed with accurate salary data,the next step is determining how to leverage it to find and retain top talent.Thats where we can help.Our expertise is finding the right professionals for your business,whether you ne

87、ed employees on a permanent,temporary,or contract basis.Our recruitment consultants are dedicated to connecting you with employees that drive meaningful results,saving you time,money,and resources.Our services include:Expert advice:Were more than just recruiters.Our consultants are experts in your i

88、ndustry,equipped with the latest knowledge and skills you can lean on during the hiring process and beyond.Extensive candidate network:With over 75,000 candidates applying to us each month,we have a large network of qualified U.S.professionals across industries and experience levels.Tailored search:

89、Looking for a niche skillset?Lack the time to handle the hiring process alone?Whatever your goals or circumstances,our customized,consultative approach guarantees a recruitment solution that works best for you.About Michael PageOur search capabilities:Temporary and interim solutions On-demand hiring

90、 Flexible assignment length Contingent workers Temp to perm Payroll servicesPermanent recruitment Contingent search Exclusive contingent search Retained searchContract recruitment Project-based recruitment Experienced consultants Fixed-term contractorsOur extensive candidate network,spanning the U.S

91、.and Canada,allows us to provide region-wide recruitment solutions tailored to your business needs.Whether youre expanding in North America or seeking talent across borders,we help make it happen.32Additional resourcesTalent TrendsCurious to know how workers really feel about the workplace?Download

92、our report,“The Expectation Gap,”to learn more.Gain access to more industry insights by clicking on the links below.Get your copyShare your job opening and let us help you find the right candidate.Ready to hire?Get in touch with one of our consultants.Start a conversationSubmit a job descriptionLook

93、ing for more information about our recruitment services?Learn moreRegular insightsRead our blog posts and stay up to date on the latest hiring trends.Read moreClient success storiesOver 95%of our clients are happy with our services and the results they generate.Learn how and what we deliver for businesses like yours.Read case studies33