EdgeLink Supports ChickTech at MidSummer Picnic


On July 26, 2014, I had the great experience to volunteer for ChickTech at their MidSummer Picnic.  EdgeLink encourages all its employees to get involved with organizations or programs that are important to them or that they are passionate about.  This was the first ChickTech event that I was a part of – but is sure not to be the last.   Continue reading

The 2014 Semi-Annual EdgeLink Loyalty Index Results Are In

ELIWe’re excited to announce that the latest results for our ELI customer and candidate survey are in! Semi-annually, Inavero administers the EdgeLink Loyalty Index (ELI). ELI measures EdgeLink’s Net Promoter Score and customer service performance directly from the customers and candidates we work with every day.

Being able to analyze our performance and making changes to improve service to our candidates and clients is the contributing factor to EdgeLink being awarded the 2014 Inavero Best of Staffing in Talent and Client Satisfaction.  The candid, honest feedback we receive each quarter serves as the bedrock for continuously improving our service quality.

Continue reading

How To Give An Effective IT Interview

How To Give An Effective IT InterviewFinding top IT talent in today’s market is no walk in the park.  The unemployment rate in IT remains low at 3.5% (Dice.com) and less college graduates are picking technology as a major, shrinking the talent pool.  However, the growth in IT projects and jobs has not slowed.  In fact, the Bureau of Labor Statistics predicts employment in IT growing 3.9% annually over the next 10 years while all other industries average only a 1.3% annual growth.  As a result of all this, professionals in charge of hiring IT talent are having a harder time finding the right people to fill their jobs.  This makes the recruiting and hiring process that much more important. Continue reading

Contract versus Full Time Employee: A Comparison for IT Professionals

Contract versus Full Time EmployeeIt’s a great time to be an IT professional.  Unemployment in the technology market remains low (Dice.com last reported it being around 3.5%). With unemployment being low and the industry vastly growing, it’s giving IT professionals more opportunities to work in a certain role, technology or with a specific company.

Another benefit to being an IT professional is the amount of contracting that happens in this industry.  While contractors exist across many types of jobs, it’s extremely prevalent in technology.  IT professionals get the choice of whether they want to work as an independent contractor or if they want to work full time for their employer.

There’s no right or wrong answer when it comes to working on a contract assignment versus being a full time employee.  It depends on the employee’s situation and what’s right for them.  However, there are pros and cons to both.  If you’re considering moving from a contract role to a full time one (or vice versa) check out our advantages and disadvantages to both below:

The biggest benefit to being an IT contractor is receiving a higher wage per hour than a full time employee would.  Employers don’t have to pay contractors benefits, unemployment insurance or holiday and vacation pay (this can also be found under contractor disadvantages!) so IT contractors are able to make a higher paycheck because those things aren’t being deducted out.

Also, contractors usually work for a specified length of time on a contract.  Working a 6 or 12 month contract allows them to gain experience on many different projects, across various companies and industries.  Additionally, these companies are likely to use different technologies, giving the contractors the ability to constantly add new skills and experiences to their resume.

As we already mentioned above, while contractors make a higher wage than a full time employees in that same role, the contractor does not receive any benefits (health, 401K, etc.) or PTO from their employer.  Contractors need to purchase it on their own, which can be a costly expense.

Another disadvantage is that sometimes contractors don’t feel like they’re apart of the company they work for.  Full time employees get to know each other and build camaraderie.  This can be difficult for contractors as they are only employed for a specified amount of time before they move on to another company.

Full Time Employment
As we just mentioned, full time employees get to know their coworkers and build relationships with them inside the workplace.  This not only helps increase teamwork with in day-to-day projects but also helps with networking for the future.  Full time employees get to know the company as well as the technology they are working with and get familiar with it, making them an expert in their field.

We also mentioned, full time employees get the advantage of having their company provide them with benefits such as health, retirement and PTO.  Some IT professionals value the security these benefits add.

The biggest downside to being a full time employee could be the opposite of what we just listed as a benefit (depending on how you look at it).  Contractors have the ability to work across many industries and with various technologies.  Some IT pros love being able to move around to different jobs and companies.  It could be seen that full time employees are missing out on opportunities to increase their skill-sets or gain additional expertise.


What one IT professional might see as a disadvantage, another might see as a benefit.  It just depends on the goals you have for yourself and your career.  The good news is, that whichever type of role you decide to take, there are plenty of opportunities in the technology field for you today.

EdgeLink is looking for talented IT employees for BOTH contract and full time positions.
View our open jobs here.

EdgeLink Wins Inavero’s 2014 Best of Staffing™ for Client Satisfaction and the Talent Diamond Award

Winning service quality scores are more than double industry average, indicating widening gap between industry leaders and laggards.

Portland, OR (February 19, 2014)—EdgeLink announced today it has been named to Inavero’s 2014 Best of Staffing™  Client list of award winners and has also earned the 2014 Best of Staffing Diamond Award for achieving five consecutive years of industry-leading satisfaction scores from the talent they place.  Presented in partnership with CareerBuilder, the fifth annual Best of Staffing list provides the only statistically valid, objective service quality benchmarks in the industry and reveals which staffing agencies are delivering exceptional service to the permanent and temporary employees for whom they find jobs. Yet again, this year’s award outcome highlights a growing divide among the industry’s leaders and laggards, and identifies EdgeLink as one of the best staffing agencies for job candidates to call when they are in need of employment.

Less than 2% of all staffing agencies in North America receive the Best of Staffing Award for service excellence. EdgeLink was one of 11 companies in the nation who earned the 2014 Best of Staffing Diamond Award for outstanding service over five consecutive years. Utilizing the Net Promoter® methodology, the 2014 Best of Staffing Talent winners achieved satisfaction scores nearly double the industry average. This contrast in scores is a clear indication that the firms who have earned the 2014 Best of Staffing Talent Award truly stand out for their service quality. EdgeLink received satisfaction ratings of 9 or 10 out of 10 from 73 percent of the permanent and temporary employees they placed, significantly higher than the industry’s average of 53% percent.

It’s a distinct honor to not only be awarded Best of Staffing in Client Satisfaction but also be recognized with the Diamond Award signifying winning Best of Staffing in Talent for five straight years. These accomplishments are a direct reflection of the hard work of our team and the drive we all share to make this organization a success.”
–Mike Miadiach, Co-Founder and VP, EdgeLink

“Few things are more important to companies than the employees you hire,” said Inavero Founder and CEO Eric Gregg.  “The same holds true for candidates on their quest for employment.  Staffing agencies have proven to successfully connect companies with permanent and temporary employees.  Since the end of the recession, the staffing and recruiting industry has created more jobs than any other single industry in the country**, yet so many companies and job seekers don’t take advantage of this expertise and resource. Our hope is that both companies and job candidates use the Best of Staffing lists as a benchmark to help select a staffing agency that can either secure the talent or employment opportunity they need.”

®Net Promoter, NPS, and Net Promoter Score are trademarks of Satmetrix Systems, Inc., Bain & Company, and Fred Reichheld. Net Promoter Score is calculated by taking the percentage of respondents who, on a scale of 0 to 10, rate their likelihood to recommend the staffing agency with a score of 9 or 10 (promoters) and subtracting the percentage who rate the staffing agency a 6 or lower (detractors).
**Bureau of Labor Statistics

About Inavero
Inavero administers more staffing agency client and talent satisfaction surveys than any other firm in the world.  Inavero’s team reports on satisfaction surveys from more than 500,000 staffing agency clients and talent each year and the company serves as the American Staffing Association’s exclusive research partner.

Inavero’s Best of Staffing™ is the nation’s only award that recognizes staffing agencies that receive remarkable reviews from their clients and the people they help find jobs (employed talent).  The Best of Staffing winner lists are a central place that businesses and talent go to find the best staffing agencies to call when they are in need.

Jeff Miller, Managing Director
p 503.246-3989
f  503.246.4375