Sentences with phrase «times companies hire»

Many times companies hire unqualified drivers, perhaps they didn't do a proper background check or didn't check for previous accidents and prior traffic violations or license suspensions.

Not exact matches

The facts: A spokeswoman for Amgen confirmed to the Los Angeles Times that the company plans to hire 1,600 people across the U.S. in 2017 — some of which will be new positions and some of which will make up for attrition.

«In connection with our transactions with Time Warner Cable and Bright House Networks last year, we reaffirmed this resolve, stating that we expected to hire 20,000 new employees at Charter, many in customer service,» the company said in a statement on March 24.

Priest put his company philosophy in place «as soon as I was hiring a full - time employee because I was hiring her from a much bigger company and her question was, «what do you stand for,» so she challenged me.»

In order to meet their tax obligations, the 89 companies surveyed hire 19 full - time equivalent staff and spend, on average, $ 3.96 million annually to comply with Canadian tax legislation.

Dig Deeper: The 10 Best Slogans of All Time How to Create a Company Philosophy: Hire People Who Match the Culture Understandably, many companies don't think about their principles until they start making hires.

All of these things take time to learn, and this knowledge base is part of the unique culture and shared language of the company; when employees leave, or when new hires get brought on board, the company needs to have a plan in place to preserve the continuity of the company's institutional knowledge.

The most common problem when hiring freelancers is a lack of information within the company about the past relationship with their freelancers; who the company used for the particular type of project, or how the freelancer performed previously — did the freelancer deliver work on time, did they go over budget etc..

The result: something like half of new hires fail within 18 months, costing companies boatloads of wasted time and money.

More times than I would like to admit in my career, I've «fallen in love» with a candidate on paper and hired them quickly to avoid the pain of not having their skill set in the company.

I've been spending a lot of time lately talking about how fastest - growing startups should negotiate when they are trying to hire experienced, relatively senior talent (especially in the sales area) for their companies.

Companies have the comfort of working with a familiar team minus the expense of hiring full - time employees, while temporary workers get the certainty of steady work without sacrificing the chance to accept other projects.

Many companies do not have the capacity, or money, to hire a human assistant to work full time within their business.

These companies understand that the cost of hiring the wrong person is a significant waste of money and time.

«When you are looking to hire someone full - time, you want to know how they will add value to your company,» Meyer says.

He shared details on goals to increase the company's full - time engineering hiring rate to 30 percent female and 8 percent minorities.

Flying in job candidates is expensive and time - consuming, he says, but hiring the wrong person could turn out to be much more costly for a geographically spread - out company with a small head count.

The $ 15 million company, which has 60 employees, recently hired a full - time purchaser to negotiate better terms with vendors.

In the early days of the company, Rovello and Rosenblatt worked with a few contract programmers in Ukraine and eventually hired them full time.

Washkewicz says his firm grip on Parker's business and culture have been good for the company — too many times, he says he has seen «outside hires come in and ruin a company or a product line.»

The company announced Thursday it's hiring 120,000 temporary employees to work in fulfillment centers across 33 states, adding to 125,000 existing full - time employees.

Occasionally the company hires people who aren't ready to settle into steady work; other times it has hired too many former felons at once.

If tech companies focus on hiring full - time employees only for the core mission, they can be more adaptable.

Policies on limited vacation time deny companies the opportunity to hire the best of the best.

What's so flawed about that way of thinking, Clark says, is that it doesn't leave time or space for the best practices of hiring that are proven to be conducive to finding employees who either become great for their company or stay with the company for the desired amount of time.

While a full - time CFO may not be required today, high - growth companies can benefit immensely from hiring a financial consultant or asking an engaged board member with strong finance background to chip in.

This pain is especially acute for entrepreneurs and small business owners, who may not be able to justify full - time hires and who may have to compete against larger companies.

In addition to the money, companies are also investing time and patience into finding and hiring great talent.

Those stuck in any kind of silo risk missing opportunities, not only for growth, but also for quickly raising funds in times of emergency, finding the product idea that will turn your company around or hiring a leader with a different perspective who can pull your organization out of the mud.

There have been reports for some time that Ricky Van Veen — the CollegeHumor co-founder Facebook hired last year — was looking to sign deals with a wide range of media companies, TV networks, and individual artists for anything video related.

At the time, she said the company would collaborate with higher education institutions, invest in women and minority - owned companies, and create bolder hiring and retention incentives to encourage diversity at Intel.

The company also hired Environics, a marketing analytics company, to help identify their target market: folks who spend lots of time on their mobile devices, are open to trying new things and have a high degree of control over their finances.

The company has been a one - woman show until recently, when Graeme hired two people part time.

While companies can hire temporary customer - support reps, they'll need some time to be trained on the products, services and the way the business works so the quality of support doesn't suffer.

Moritz, a former Time magazine journalist, went on to lament the lower numbers of women studying math and sciences as the reason why it's so difficult for the firm to hire more women — a popular excuse often used by the tech companies with low diversity numbers.

Despite these uncertain times, many companies are in a position to hire again, filling the ranks of those previously let go or adding new team members to complete new projects.

«When a company hires someone new, the expectation is that they will need time to get up to speed,» he said.

Such risks, uncertainties and other factors include, without limitation: (1) the effect of economic conditions in the industries and markets in which United Technologies and Rockwell Collins operate in the U.S. and globally and any changes therein, including financial market conditions, fluctuations in commodity prices, interest rates and foreign currency exchange rates, levels of end market demand in construction and in both the commercial and defense segments of the aerospace industry, levels of air travel, financial condition of commercial airlines, the impact of weather conditions and natural disasters and the financial condition of our customers and suppliers; (2) challenges in the development, production, delivery, support, performance and realization of the anticipated benefits of advanced technologies and new products and services; (3) the scope, nature, impact or timing of acquisition and divestiture or restructuring activity, including the pending acquisition of Rockwell Collins, including among other things integration of acquired businesses into United Technologies» existing businesses and realization of synergies and opportunities for growth and innovation; (4) future timing and levels of indebtedness, including indebtedness expected to be incurred by United Technologies in connection with the pending Rockwell Collins acquisition, and capital spending and research and development spending, including in connection with the pending Rockwell Collins acquisition; (5) future availability of credit and factors that may affect such availability, including credit market conditions and our capital structure; (6) the timing and scope of future repurchases of United Technologies» common stock, which may be suspended at any time due to various factors, including market conditions and the level of other investing activities and uses of cash, including in connection with the proposed acquisition of Rockwell; (7) delays and disruption in delivery of materials and services from suppliers; (8) company and customer - directed cost reduction efforts and restructuring costs and savings and other consequences thereof; (9) new business and investment opportunities; (10) our ability to realize the intended benefits of organizational changes; (11) the anticipated benefits of diversification and balance of operations across product lines, regions and industries; (12) the outcome of legal proceedings, investigations and other contingencies; (13) pension plan assumptions and future contributions; (14) the impact of the negotiation of collective bargaining agreements and labor disputes; (15) the effect of changes in political conditions in the U.S. and other countries in which United Technologies and Rockwell Collins operate, including the effect of changes in U.S. trade policies or the U.K.'s pending withdrawal from the EU, on general market conditions, global trade policies and currency exchange rates in the near term and beyond; (16) the effect of changes in tax (including U.S. tax reform enacted on December 22, 2017, which is commonly referred to as the Tax Cuts and Jobs Act of 2017), environmental, regulatory (including among other things import / export) and other laws and regulations in the U.S. and other countries in which United Technologies and Rockwell Collins operate; (17) the ability of United Technologies and Rockwell Collins to receive the required regulatory approvals (and the risk that such approvals may result in the imposition of conditions that could adversely affect the combined company or the expected benefits of the merger) and to satisfy the other conditions to the closing of the pending acquisition on a timely basis or at all; (18) the occurrence of events that may give rise to a right of one or both of United Technologies or Rockwell Collins to terminate the merger agreement, including in circumstances that might require Rockwell Collins to pay a termination fee of $ 695 million to United Technologies or $ 50 million of expense reimbursement; (19) negative effects of the announcement or the completion of the merger on the market price of United Technologies» and / or Rockwell Collins» common stock and / or on their respective financial performance; (20) risks related to Rockwell Collins and United Technologies being restricted in their operation of their businesses while the merger agreement is in effect; (21) risks relating to the value of the United Technologies» shares to be issued in connection with the pending Rockwell acquisition, significant merger costs and / or unknown liabilities; (22) risks associated with third party contracts containing consent and / or other provisions that may be triggered by the Rockwell merger agreement; (23) risks associated with merger - related litigation or appraisal proceedings; and (24) the ability of United Technologies and Rockwell Collins, or the combined company, to retain and hire key personnel.

While fresh hires may require some time to adjust to your company's unique culture, these hires have several advantages.

The New York Times reports that two of Gravity Payments» «most valued» members have left the company, «spurred in part by their view that it was unfair to double the pay of some new hires while the longest - serving staff members got small or no raises.»

The company is hiring for an additional 40 full - time positions in its new factory.

Because talent is such a precious commodity in the startup community, hiring skilled full - time employees can actually increase a company's valuation.

According to an evaluation by Hired, female candidates in the field are offered an average of four percent less than their male counterparts, and «63 percent of the time women receive lower salary offers than men for the same job at the same company.»

As my company's founder, I was essentially its first sales rep.. But as we've grown, I've needed to scale sales and hire new reps.. One of the most important lessons I've learned from growing a sales team is that spending time with newly hired sales reps early on can yield exponential jumps in productivity and revenue.

There are examples of on - demand companies who already hire part - time and full - time employees in what are normally contract worker positions.

In a surprising shift, several banks and other companies decreased their recruitment efforts on campus in the fall of 2013, especially investment banks that rely heavily on their intern pool for full - time hires.

«Our sole objective was to hire the most talented scientists and engineers to help lead the company and our cities to a driverless future,» he said in a statement (as reported by the Times.)

Her stinginess with herself paid off in 1994, when Time Line Productions obtained a $ 200,000 bank loan earmarked to buy a 3,800 - square - foot office building, pay the company's taxes, and hire a vice-president of sales and marketing (husband Tim).

Companies that can't afford a full - time SEO specialist can hire a part - time consultant — but finding one that's a good fit takes time and effort.

For companies that have an especially hard time replacing staff on leave, there can be an inclination, as the Alberta survey suggested, to simply avoid hiring young women or, worse, to fire them before their maternity leave kicks in.