By Nora Bright, Jack Foraker

Image by Emily Zheng

Goodbye, Zoom webinars and kitchen-table conferences. B2B tech events are back in person, and expectations have never been higher. Attendees want more than swag bags and bad coffee: They’re seeking real connections, fresh insights, and a compelling reason to step away from their screens. 

To make the most of events, you need a professional who knows how to attract the right crowd, spark meaningful engagement, and turn a conference into a driver of business value—for you and your attendees. The key to finding that person? Asking the right questions during their interview. 

Here are six must-ask questions when hiring your next B2B tech events manager: 

1. How have you tailored events to meet the needs of different audiences like developers and executives? 

B2B tech isn’t a monolith. Developers might prefer events with technical deep dives, while executives may value curated conversations instead of shouting to be heard in chaotic expo halls. Ask for specific examples of how they’ve adapted event formats and strategies to create real value for attendees. Strong candidates will demonstrate a customer-first mindset, understanding not only who is attending but also what they need. 

2. What makes an event successful? 

Hint: The answer is not “a packed room.” While attendance is great, that alone doesn’t translate into business impact. Look for a candidate who can define clear, measurable goals—think engagement, pipeline growth, or ROI—and has a strategy to achieve them. 

3. How do you structure an event to generate leads? 

Events are about more than brand awareness. Find someone who values them as the key business drivers they are. Your next events manager should be able to explain how they’ve structured past events to encourage meaningful interactions, from well-placed networking opportunities to strategic follow-ups that turn interest into action. 

4. How do you collaborate with marketing and sales? 

No one plans corporate events for the thrill of it—they’re part of a larger business strategy. The best candidates know how to work with marketing teams to drive attendance and help sales teams ensure leads are captured and nurtured. Ask how they would align departments on priorities (no easy task). You want someone who approaches collaboration thoughtfully and has ideas that will keep your team focused on shared goals. 

5. What innovations in event technology are you excited about? 

B2B tech audiences want more than PowerPoint slides. A strong candidate should be eager to incorporate the latest technology, and ideally they’ll already have some hands-on experience. Whether it’s AI-powered networking, AR/VR demos, or event apps—your next events manager should be able to speak to how they’ve kept events current, relevant, and engaging. 

6. How do you design events that maximize engagement and networking? 

Attendees may come for the content, but they stay for the connections. A thoughtful event strategist will create seamless networking opportunities—whether through curated matchmaking or unique social gatherings that go beyond the standard cocktail hour. 

Skip the hiring hassle 

Successful events need a lot more than someone to manage logistics. At their best, events create new connections and drive business. But finding the right hire takes time (and hours of resume-sifting). 

That’s what our Embedded Consulting practice is for. We’ve already vetted top talent, so you can skip the search and start planning your next great event sooner. 

Let’s find your next events pro.

By Nora Bright, Jack Foraker

Image by Nicole Todd

B2B tech is a noisy, crowded space. When that tech comes with a lot of hype, it’s even noisier and more crowded. To be noticed requires creativity, strategic thinking, and an ability to convert jargon into something people actually want to talk about. (Does the world really need another webinar on cross-platform synergies?)  

The best B2B marketers are creative but pragmatic, strategic without being stuck in the weeds, forward-thinking but not flinging ideas at the wall. The challenge, of course, is how to identify a candidate who can make your marketing stand out.  

If you’re on the lookout, here are some questions to ask during the interview process that will help separate the visionaries from the buzzword enthusiasts. 

Can they turn ideas into results? 

Start by asking for examples of how they’ve successfully made a splash. Maybe they spearheaded a campaign that repositioned a product from “nice to have” to “must-have.” How did they build their strategy and get buy-in from stakeholders on their ideas? Most importantly: What were the results? Standing out requires new approaches to marketing, and those won’t always be successful. The right candidate can talk through what they did and why it worked. (And, if it didn’t work, what they learned along the way.) 

Can they sell a good idea? 

A live case interview or take-home project can reveal a lot about the way a candidate thinks outside the box. Ask them to develop a campaign or go-to-market strategy for a hypothetical product. Look for an approach that is considered yet creative: Does their strategy stand out against traditional B2B marketing expectations? Can they pitch left-field ideas effectively to win over a leadership team? Better yet, do you actually want to run with their plans? (Hire them first!) 

Do they know what’s happening in the B2B landscape? 

Trends shift fast in B2B marketing, and making a splash means staying in the loop. After all, how will you know if you’re doing something different if you don’t know what everyone else is doing? Ask your candidate which marketing campaigns they admire and why. Their answer will point to what they see creative success as—and whether they’re plugged into the industry in a way that will help your brand stand apart. 

Are you setting them up for success? 

Even the best marketer needs the right tools and support to deliver results. Be ready with clear expectations, open communication, and a culture that fosters ideas and innovation. That’s why you hired them, right? If you’re looking for tips on how to get the most out of your contract talent, we wrote about that here. 

And if you’d rather ask candidates the important questions than sift through resumes, we can help. Our Embedded Consulting practice carefully vets B2B marketers so you interview only the best. Let’s find your next great hire. 

By Nora Bright

Image by Jenni Lydell

Bringing in a marketing consultant can be a great way to tackle short-term tasks or get a fresh perspective on strategy. But how do you know that your consultant has what it takes to get results? 

2A regularly interviews marketing consultants for our Embedded Consulting practice, assessing whether to add them to our talent network and consider them for client opportunities. Over the years we’ve refined a screening process that identifies consultants that will deliver results for clients. Whether you’re seeking expertise in product, partner, digital marketing, or another marketing area, the following questions can help you secure the right consultant:  

1. What do you like about consulting? 

Whether your potential consultant appreciates the flexible hours or the autonomy to choose their projects, make sure they love freelance work. You want to know they’ll be available to work with you in the future—and aren’t likely to ditch you mid-project for a full-time gig. Also, people who love what they do are generally more pleasant to work with! 

2. How long have you been consulting? 

From making decisions independently to staying organized when working with multiple clients, it takes a specific skill set to run a successful consulting business. Ideally, your consultant has experience in their marketing specialization as both a consultant and an FTE, as full-time work is a great environment for professionals to build expertise. 

3. How do you prefer to communicate with clients? 

You want your consultant to have a thoughtful approach to client communication. And, know that they’ll work well with your team’s communication style. Do they enjoy face time, or prefer to talk over email or chat? You’ll likely appreciate someone who wants to get on a call once in a while but can also work independently.  

4. How would you approach this project? 

The right consultant will have experience with projects similar to yours, and have an approach in mind. This question is also a good way to test their listening skills, and to make sure you’re aligned on scope. Look for a response that shows they understand your needs and demonstrates their expertise as they walk through the steps they would take.  

5. Is the scope achievable within the time frame? What potential pitfalls do you see? 

Less experienced freelancers might hide their concerns about a scope of work to secure a new client. You want someone who is experienced enough to spot potential issues, and confident enough to share them with you. And if your proposed scope isn’t realistic with the time or resources you’ve allotted—you’ll want to know that now. 

6. Can you provide examples of work? 

Consultants who do great work are happy to show it off. It’s never a bad idea to ask for examples! 

7. Can you provide references? 

Checking references is an important step in the hiring process, even for freelancers. Ask for a quick call instead of an email, so you can hear the reference’s enthusiasm and tone of voice. Phone calls also make asking follow-up questions easier. 

Are you interested in hiring a marketing consultant or other contract or temporary hire? 2A has a network of excellent candidates that have already been vetted. Reach out, and we’ll fast-track the consultant-finding process for you! 

By Mollie Hawkins

Image by Brandon Conboy

2A Embedded Consultants (ECs) are highly skilled, experienced professionals who function as contracted members of our clients’ teams. For the past two years, 2A EC Matt deWolf has been using his graphic designer talents at Microsoft Research (MSR). In this Q&A, Matt shares how he got here, what he’s doing, and why he loves it so dang much. 

Mollie: What do you do at Microsoft Research? 

Matt: So, the classic designer joke is that I “make things pretty,” right? Well, it’s more than just making things look nice, especially at MSR. Because of the global inflection point we’re at in technology, design is also about ensuring our visual language clearly communicates the message that we’re explicitly trying to send. An example of this is making sure our communications around AI visually align with our intentions. When we discuss AI, it’s important to ensure that our audience doesn’t get brought into a scene that inaccurately depicts what we want to say. The words in any asset tell one part of the story, but the imagery, color, and composition play a key role in reinforcing that textual direction. 

Mollie: That’s a fun challenge! What’s the most interesting part of working at MSR? 

Matt: It’s great getting to work with cutting-edge researchers who are wholly devoted to our mission statement: “Advancing science and technology to benefit humanity.” Something special about MSR is the non-product-related approach; not every development or mission immediately ties into something commercialized. I get to see new developments in AI research that range from determining the accuracy of image generation against a description to applications in healthcare. The breadth of work is truly impressive. 

Mollie: Can you tell me about a cool project you’ve been working on? 

Matt: MSR is piloting an episodic approach to our previous annual Research Summit called Microsoft Research Forum. This forum shares the latest findings with the global research community in real time. The event is considered a “tier 1” event for Microsoft, and it allows us to work with many vendors to develop the visual identity, web platform, and production for it. Not only is it the inaugural forum, but also we’re working collaboratively to build something great together. 

Mollie: How have you grown in your role over the past two years? 

Matt: The Research Forum project gave me opportunities to act as an art director, coordinating between design vendors, animators, developers, and internal production teams. This was a much more direct opportunity to explore these skillsets compared to some of my previous roles. I have definitely grown personally, learning to deliver constructive feedback and communicate clearly to multiple stakeholders, getting us closer to the outcomes we want. I hope to continue developing design leadership skills that support my team’s ability to do their jobs. 

Mollie: Where were you before Microsoft, and what about Microsoft makes your heart sing? 

Matt: Before MSR, I worked as a package designer at Hasbro. Yes, the Hasbro that makes Star Wars figures, Nerf Blasters, and Monopoly! But at MSR, I feel much more interested in the work. I enjoy technical things—bridging the gap between abstract concepts and visuals. Perhaps some of this comes from an adjacent design interest, web development. Let’s just say that when I write a JavaScript function and it doesn’t throw any errors, I basically feel like an MSR computer scientist. (LOL) 

Mollie: So, what else do you bring to the table? 

Matt: I think of myself as the Swiss Army knife of designers because of the different ways I’ve applied my knowledge. I have designed for print the old school way, on presses, and have designed for digital mediums. I know how to design and animate motion, as well as develop for the web, and I’m always growing and refining my leadership skills. 

Mollie: Now that we’ve talked business, let’s get down to the fun stuff. What do you do when you’re not designing? 

Matt: Outside of work, I’m an avid consumer of music and coffee. To me, music is something sacred and goes beyond listening to the radio. I love understanding the period from which the music originated, learning more about the artists, and seeing where it takes me. Layering this on top of my foundational understanding of music theory gives me a profound sense of pride when I uncover something new or view a piece of music from a new angle. And, of course, without overthinking it or applying any of that background, as humans, we all know when we like something. 

The coffee part is perhaps two-sided—not only do I appreciate coffee itself, but also I love the exploration and adventure in finding new cafes where I can enjoy music. 

Interested in becoming an EC? Check out our open roles or submit a general job inquiry if you don’t find exactly what you’re looking for.  

Want to hire an Embedded Consultant? Learn more here. 

By Nora Bright

Image by Emily Zheng

In the fast-paced world of cloud technology, hiring managers often turn to contract talent to fill critical roles and execute projects with agility. This approach can bring fresh perspectives, specialized expertise, and flexibility to your team. However, integrating new contractors seamlessly can be challenging, especially for short-term projects or maternity leave coverage roles. 

Contract engagements often require a rapid ramp-up period, leaving less time for a traditional onboarding process. Additionally, contractors may not have the same context or institutional knowledge as full-time employees, making it crucial to provide them with the right information and support quickly. 

Below are four key steps to setting your contract talent up for success: 

1. Start with clarity: Establish clear expectations before the engagement starts by providing a detailed job description and scope. This will help the contractor understand the role and feel confident they can meet your expectations within the time frame of the position. Need help getting the role’s responsibilities down on paper? We often collaborate with our clients on the job description. Here’s how we approach writing job descriptions for openings here at 2A.  

2. Be ready for day one: Before the start date, make a plan for how you will provide a company orientation and introductions to key stakeholders. Send calendar holds for the people you want your contract hire to meet and include context on the purpose of the meeting and the roles of each meeting attendee. Gather all the necessary tools, software, and access to company resources before the role starts so they can get started on day one. 

3. Make communication a priority: Like full-time employees, contractors do their best work when they have consistent feedback and open lines of communication. We recommend having 20 to 30 minute 1:1 meetings at least every other week to facilitate great communication throughout the engagement. We also meet regularly with both our Embedded Consultants and clients so that we can flag potential issues and support the feedback process. 

4. Show your appreciation: Acknowledge the contributions of your contract talent and celebrate their work. We do our part to make our Embedded Consultants feel valued by surprising them with gifts and swag, inviting them to in-person and virtual events, and providing professional development opportunities. And feedback shows that the feeling is mutual! 

There’s no better way to get a contractor started on the right foot than by setting them up with the right agency. Our practice is built on the principle that treating people well helps them shine in their roles. We focus on providing a top-notch employee experience, comprehensive benefits, and a commitment to diversity, equity, inclusion, and belonging.  

Reach out today to learn more about how our Embedded Consulting practice can find the perfect contract hire for your next project and set them up for success. 

By Nora Bright

Image by Julianne Medenblik

The economic environment is still slow, and many companies are in a hiring freeze. If you’re thinking about hiring but not sure about making the commitment, bringing a new teammate on through a consulting or staffing agency could be a smart choice! Below are a few considerations to decide if an agency is your best bet. 

Go in-house 

You have a certain, long-term need. Hiring in-house is a great route if you need someone for the long haul and have the budget to support them. Once you train an in-house employee, you get to keep their knowledge within the organization, whereas a consultant is likely to move on more quickly. 

You want a transferable skillset. Even if you’re just hiring for a project or short-term need, it’s possible the person you bring into the organization may have a valuable skillset that can be used elsewhere in the organization. For example, if you’re bringing on a data analyst to evaluate the efficiency of your digital ads spending, there are likely other initiatives or programs where they could apply their skills. 

Your team has the bandwidth to support interviews. Hiring can be time-intensive for you and anyone else sitting in on interview loops. If you go in-house, make sure your teams have the capacity to meet candidates and participate in multiple interviews. 

You can wait a while. An FTE hiring process can take weeks to months, but can be worth the time and effort to find your long-term candidate. If you don’t have an immediate need—and can wait a while before the position is filled—going through the process in-house makes sense.  

Call up the experts and use a consulting agency 

You have a short-term need. If you need help with a quick project, hiring a temporary teammate through an agency can be a great option. You can skip a lengthy recruiting and interview process that might be overkill for a short-term role, and get someone started ASAP. Plus, your agency handles the  vetting process for you to save you the effort. 

You need a specialized skillset. Even in this labor market where employers have an upper hand, it can be a challenge to find someone with a specialized skillset. This is especially true in our world of marketing and creative roles, where motion designers, video editors, or marketing analysts may be hard to track down. An agency that specializes in your industry or function will have experienced talent ready to go for even hard-to-find skillsets. 

You’re in a pinch. Need someone, like, yesterday? Working with a consulting agency is going to be a lot faster than going through the typical in-house hiring process. You can skip the legwork of sifting through hundreds of resumes, emailing back and forth with candidates, and setting up loops with your team.  

You want to try before you buy. Whether you have an open role that’s hard to fill, or you want to work with someone before making a long-term commitment, a consulting agency is a great option for you. Most agencies offer a temp-to-hire option if you’re impressed with your consultant and want to keep them on for the long haul. If they’re not a fit, the consulting agency can find you a replacement quickly. 

Want to learn more about what a consulting agency can offer? 

2A’s Embedded Consulting practice matches tech industry clients with top-notch marketing, creative, and program management talent. Our superior employee experience and benefits put people first—and attract the best talent in tech. Learn more about our EC practice or get in touch. 

By Kate Forster

Image by Julianne Medenblik

Telling stories about robotics and artificial intelligence in an engaging and attention-grabbing manner is a rare talent. Chris Stetkiewicz, 2A Embedded Consultant (EC), has been applying this talent for the past two years as a writer and editor at Microsoft Research—one of only a few computer science research centers outside academia.

2A’s ECs are highly skilled and experienced professionals who function as contracted members of our clients’ teams, and Chris is one of our most accomplished. He and I recently sat down to talk about writing contests, robotics, and dog parks. Here’s a snippet from our conversation.

Kate: With all the groundbreaking work going on, Microsoft Research sounds like an incredible place to work.

Chris: It really is. I feel lucky to get to work with some of the most accomplished people in technology and science. I learn from them every day, and it makes my job interesting. I also work alongside some very talented writers and content creators, and I learn a lot from them too.

Kate: Working with some of the most renowned computer scientists in the world must be exciting, and slightly intimidating I imagine. How do you see your role?

Chris: I find it inspiring. For my part, I bring an external perspective and an appreciation for how people think about technology outside the company, which the researchers don’t always have. I help them understand what they’re doing in the larger context.

Sometimes I craft a story that isn’t exactly the story we were initially setting out to tell, but it’s an effective story to tell for our audience.

Kate: Can you share an interesting story you’ve worked on?

Chris: I recently completed a story on robotics. It’s about a technology called MoCapAct, which is a dataset intended to make it easier for robots to physically move the way people do.

There’s an existing database called MoCap, which stands for motion capture, in which technology is used to track and record people’s physical motions. It’s used to create animated films or computer-generated imagery (CGI). But it’s a lot harder to get robots to move in precisely the same way that people do. MoCapAct—motion capture in action—solves this problem.

Kate: You’ve been writing and reporting in some form or another over your entire career. What first drew you to writing?

Chris: Oh, I’ve been writing since I was a little kid, and I always enjoyed it. In elementary school, I would enter every writing contest and always win. When I took a high school journalism class, I had a letter to the editor published by a local newspaper. After that I was hooked! I knew I wanted to be a journalist. I would read three of our local newspapers every day, cover to cover.

Kate: Seems like news and writing are in your DNA. I understand you started your career as a journalist for news organizations. Now you’re writing for a tech company. What connections do you see between the two?

Chris: A good story is a good story, no matter who’s telling it. The only difference is how the content is delivered. At Microsoft Research, the biggest part of my job entails writing and editing blog posts and social media content, but I’ve also written video scripts, built newsletters, and launched new content programs.

Kate: Sounds like you need to be pretty versatile. On a different note, I know you‘re a dog owner. In fact, your dog has made some cameos in video meetings we’ve both been in.

Chris: Heh. It’s as if he arrives on cue. He knows when it’s a bad time to come and interrupt me, and there he is.

Kate: Ha ha. As a new dog owner, I can relate. Do you have any recommendations for good dog parks in the area?

Chris: I recommend the dog park at Marymoor Park in Redmond. It’s near the Microsoft campus, and it’s got great swimming options. There are multiple spots where you can go on down to the Sammamish River and let your dog take a dunk or get a drink.

Kate: Hmm. I’ve yet to discover if my dog likes the water. Sounds like there’s a good opportunity to find out. Thanks.

Chris: You’re welcome. This park has a way of turning unsuspecting canines into water-loving dogs. Watch out.
_________________________________________________________________________________________________________

Interested in becoming an EC? Check out our open roles, or submit a General Job Inquiry if you don’t see exactly what you’re looking for.

Want to hire an Embedded Consultant? Learn more here.

By Nora Bright

Image by Thad Allen

We know our people are what make 2A special—so we take hiring seriously. For the marketing agency, we need folks who can understand complex technology AND craft beautiful prose or designs. For our Embedded Consultants, our clients are often seeking a specific skillset that takes some serious 2A elbow-grease to find. On top of that, we’re always looking to build a stronger and more diverse team by hiring individuals who bring new perspectives and come from different backgrounds. 

Last year we decided to research the latest and greatest strategies for writing job descriptions that attract a diverse talent pool—and see how we could take our own job postings to the next level. Read on for our top 3 tips. You may discover something new! 

Use growth mindset language 

Fascinating research shows job descriptions that use growth mindset language instead of fixed mindset language are twice as likely to result in a woman being hired. What’s a growth mindset? It’s a term coined by Carol Dweck that describes the belief that if you work hard, you can grow your talents. Language like “hard-working,” “curiosity” or “thoughtful” reflects that. 

The opposite of a growth mindset is a fixed mindset—the perspective that talent is something you’re born with (or not). Examples of fixed mindset language would be “genius” or “super star.” Words like this can make candidates decide not to apply for the role at all, because they don’t feel like they’ve got it all figured out yet (who does?). 

At 2A, we hold growth mindset ideals close to our hearts but realized our job descriptions had plenty of fixed mindset words. We combed through our job descriptions and changed phrases like “expert” to “passionate.” We love that our job descriptions better reflect our values. 

Cool it on the requirements 

You need someone who can write a 500-word blog article in under 20 minutes—while juggling a litter of kittens? We’ve all read job descriptions with requirements that seem to target someone who doesn’t really exist (we’ve got a phrase for that in recruiting, unicorn candidates.) Not only are these job descriptions unrealistic, but they can also scare people off from applying who don’t meet every single bullet. We know from research that women are less likely to apply if they don’t meet all the requirements in a job description. 

Instead of wish list of every attribute, we culled our requirements to a concise list of skills and experiences that are essential for getting the job done. 

If you’ve got it, flaunt it (great benefits, that is) 

Benefits like parental leave and health insurance are an important way that companies care for their employees. Including your benefits in a job description is a great way to help candidates from different backgrounds see themselves thriving personally and professionally at your company.  

We have pretty sweet benefits here at 2A. In addition to great health, dental, and vision insurance, plus a generous PTO plan, we also have an enrichment stipend, donation matching, and more. Where were these benefits in our job descriptions? Nowhere, and candidates needed to click a few times to find any information about them. Now our benefits are easy to find along with the role’s salary range. 

So, are you ready to see what it looks like when growth mindset language, concise requirements, and show-stopping benefits come together? Check out our careers page! 

By Nora Bright

Image by Suzanne Calkins

Hiring for short-term roles can be tricky. Especially now that the labor market is cooling off, candidates are warier about taking on short contracts knowing they’ll be back on the (possibly less favorable) job market soon.

Luckily, we’ve learned a thing or two over the years from sourcing talented embedded consultants for our clients’ short-term roles, ranging from parental leave coverage to quick-turn projects. Whether you’re working with an agency or not, these tips can help you land a stellar hire that can make a major impact on a reduced timeline.

1. Write a clear and realistic scope of work

When a role’s timeline is limited, the position’s responsibilities and goals must be tightly defined. A clear scope will not only set engagements up for success, but also help attract a strong candidate pool. Candidates (especially the most experienced ones) will sniff out an ill-defined or unrealistic scope from miles away—and might withdraw from the interview process or not apply in the first place. Sharing a clear scope of work in the job description and during interviews will assure candidates that they can be successful in the role and deliver the results you expect.

2. Know what skills and experience are essential—and how that aligns with your budget and resources

We find that candidates interested in short-term roles often fall into two camps. Either they’re experts with a long track record of completing the role’s responsibilities, or they’re early in their careers and eager to ramp up their skills quickly in a fast-paced environment. The experts tend to hit the ground running but come at a high price point (understandably so). Meanwhile, the newer folks generally need more support and sometimes need a reduced project scope. However, their overall rate is less.

Ask yourself what skills and experience are truly necessary for the role and whether you have the budget and support to set them up for success.

3. Decide on an interview process and proceed quickly

Before getting started, decide how many interview rounds there will be and who will join from your team. Sharing these steps upfront with candidates will show that your team is organized and ready to bring them on.

Keeping the interview process rolling along will reduce the risk that you lose your dream candidate to another opportunity. With candidates often interviewing for multiple roles, moving quickly will give you an advantage.

If you’ve got a short-term role to fill, we’ve got your back. Reach out to learn more!

By Nora Bright

Image by Emily Zheng

Tech workers have a lot of options to choose from when it comes to their next gig—and for experienced contractors considering their next position, they’re discerning not just about the role, but about the consulting agency they’ll be employed by. Agencies can be a lot more than just a way for contractors to get paid—they can also provide benefits like health insurance and 401k plans, and crucial support like professional development opportunities and coaching.

If you’re looking for great talent to join your team on a contract basis, make sure you’re working with an agency that has what it takes to attract an experienced and diverse talent pool. Ask these four questions to determine if an agency can deliver the best talent out there.

1. What benefits and PTO do you offer your employees?

In our recent survey of Microsoft contractors, 94% of respondents said an agency’s PTO policy is important in deciding whether to accept a position, and 80% said the same about medical, dental, and vision insurance. Other benefits to ask about include 401k plans and whether the firm provides the software needed for their engagements (or if contractors are expected to buy it themselves).

2. How do you support your employees during an engagement?

Does the agency meet with employees regularly, or “set it and forget it”? Agencies can offer crucial support to their employees—coaching them on navigating their roles and hitting the ground running in a new position.

3. What professional development opportunities do you offer?

According to our survey, contractors feel their biggest challenge at work is a lack of career growth. Some firms offer a professional development budget or internal workshops and events that can keep talent engaged and retained on your team.

4. What is your DEIB (Diversity, Equity, Inclusion, and Belonging) strategy?

Agencies with an effective diversity recruiting strategy have a more extensive and diverse talent pool to choose from when sourcing candidates for your role. Working with an agency that takes diversity recruiting seriously will up the likelihood that your contractor will make an impact and provide a fresh perspective on your team. An agency’s DEIB strategy could include inclusive language in job descriptions, posting on job boards with diverse talent, and culture initiatives.

Ready to bring on your next great hire? Learn more about our Embedded Consultants.