Hiring the wrong person costs more than you think.

Cost is the number one reason so many organizations choose to handle their own hiring needs rather than working with a recruitment firm, like Riderflex. However, that cost can quickly get out of control if the organization chooses to hire the wrong person and has to go through the process all over again.

The dollars and cents of hiring the wrong person vary widely depending on the position being filled. According to a study conducted by CareerBuilder, even an entry-level position has an average cost of anywhere from $7,000 to $10,000. The same study found that the average costs of hiring the wrong manager are closer to $40,000. Imagine how much more money is at stake when you’re hiring for C-level executive...


Want to recruit the top talent to your organization?

When you’re looking to fill a technical position, like a software engineer, a full stack developer, or an IT manager, you don’t want to settle for just any candidate. You want the best of the best, but how do you prove that you’re the right organization for them?

Attracting the top talent isn’t easy, and that’s especially true for tech positions, which are notoriously difficult to fill. Today, we hope to give you a little know-how into what you can do to attract the top talent to your organization.

How to Attract the Top Talent:

#1. Figure out what you’re looking for in a candidate.

Before you can go about attracting the top talent to your organization, you first have to have some kind...


Not every position requires the help of a recruiter to fill, and it’s important to recognize when working with a recruiter is the best option for your needs.

5 Signs That You Need Help From a Recruiter:

#1. You’re hiring for a difficult-to-fill position.

Some positions within your organization will be easier to fill than others. Positions like salesperson and customer service representative will be easier to fill because there are so many available candidates out there looking for work. However, tech positions, for example, like software engineer, full-stack developer, tech manager, etc., aren’t nearly as easy to fill.

When you’re looking to hire for tech positions, you need a tech recruiter on your side who can help you get it right. The right...


#1. Have an honest conversation about compensation.

If you’re leaving a position at an established company to work with a startup, you need to be prepared for the reality that you’ll make less money. However, you’re not sacrificing that income for nothing. You’re exchanging that potential income for equity in the startup. But, it’s still a sacrifice that will require a change in your living standards.

Going from making $100,000 a year to $40,000 is going to be an adjustment. It’s important that you have an open conversation about how you’re planning to make that adjustment.

Maybe your spouse recently got a raise or you’ve saved up to cover the limited salary in order to be a part of the startup. Whatever it is, be honest and talk about...