Salaries on job description

Salaries on Job Postings

Overview of Issue

In a recent survey, 91% of job seekers and 67% of recruiters want a salary to be listed on a job description. However, only 12% of jobs posted list a salary according to a Ziprecruiter interview with CNN. This issue has gained recent attention with legislation moving swiftly across the country and prominent leaders calling for transparence and equity.

And yet, many employers still express reluctance about including the salary in the job posting.

Watch the video below for our argument about the benefits for companies including salaries in job descriptions, featuring Peak’s Clarence Augustine.

Looking Up Salaries Online

In our modern Internet age, more and more job seekers are looking up the salary, or expected salary, on tools like salary.com or glassdoor.com.

Salary.com is an aggregator of data that helps employers and job seekers estimate the compensation range of a given role in a given area.

Glassdoor, by contrast, relies on user information where past and present employees report what they made in a specific role at a specific company.

Increasingly, job seekers can get a pretty good idea of how much they’re worth to you.

Transparency is Key

91% of job seekers want to see a salary listed. They also want to know what the benefits look like, what their upward mobility paths look like, and how the company culture is. Job seekers increasingly are doing extensive research online before the interview to vet a company, just as the company is vetting them.

For staffing agencies, we seek to get as much of this information ahead of time as possible. This helps us to be able to better sell your role. This information is always useful but is downright critical in the current tight labor market.

Sharing the salary on your own job posting is also estimated to pull in 2-3 times as many views on various job posting sites. So, if you’re struggling to find people, you should really think about including the salary in the job description.

Pay Equity

It’s currently estimated that women earn 80 cents to the dollar that a man does. This problem is also experienced by various marginalized groups of people: people with disabilities, racial and ethnic minorities, and LGBTQIA+ people. When a group is historically disenfranchised, they may be less likely to negotiate for the competitive wages earned by their peers.

Pay equity is still a huge problem in the workplace and including a salary on a job description is one of the first and easiest steps a company can take to beginning to correct for this continuing issue.

Why Companies Don’t Include Salaries

Companies might be reluctant to include salaries on job posting for a couple reasons (and why those arguments are flawed):

Attempting to payroll lower costs – many companies feel that they can get away with lowballing candidates in order to keep costs low. This often increasingly feeds into existing pay equity disparities. Also, candidates can just look it up online and will lose trust in your organization when they find out you’re lowballing them.
Not enough budget for required skill – some companies may not have the budget for the skills and abilities they need to recruit for so they don’t include a salary in order to get some unsuspecting candidates to accept the role. This will probably leave you spinning your wheels with recruiting and experiencing a higher turnover rate, thus costing you more money in the long run. You must pay people what they’re worth.
A company is worried about their existing employees pay – finally, some companies are concerned about their existing employees finding out what their new hires are making. Ultimately, this is an issue with pay equity and a company should be paying new employees close to what their current ones are making. Attempting to cover this up will lead to significant turnover and job dissatisfaction.

Let’s Talk about Salary Bands

Unfortunately, the other mistake many companies make is including a really wide salary band that doesn’t give an accurate expectation of how much people will actually be earning in the job. This too can drive a negative perception of the company as perspective employees suspect you’re trying to trick them into a role.

Try to express, as transparently as possible, the base salary (before commissions and bonuses) and keep the range between $5,000 – $10,000.

Engaging and Remote Workforce

Remote Workforce Engagement – A Guide for Businesses

Overview of Remote Work Challenges

Over the pandemic, we saw a huge shift to the number of employees working remotely. Even today, the number of remote and hybrid workers far outstrips those from before. However, employee engagement is a painpoint among remote talent and something many companies struggle with. How does your company engage with and include people not in the office?

In this video we share our advice for companies looking to better engage remote workers through an inclusive culture. Featuring Brandon Kline from our Disability Inclusion Management team.

The Changing Landscape of Remote Work

Prior to the pandemic only 6% of workers were remote. At the height of the pandemic, as many as 35% of the workforce was working remotely, and that has since dropped to 26% (December 2022). However, this still poses a five-fold increase in the number of remote workers.

Furthermore, remote work is one of the most in-demand job types out there. Many employees are even willing to take a lesser paying job for the flexibility, comfort, and work-life balance that remote work can afford. With our modern technology, remote work is not going away.

Remote Work – A Range of Employee Experiences

While remote work is very popular, many express feelings of loneliness or trouble engaging with with the company. While some workforces feel fully integrated, others feel fragmented with remote workers gaining less visibility and less recognition for their hard work.

Thus, as a company who hires remote workers, you want to make sure that you’re creating a consistently positive experience for all of your employees no matter where they are.

What Can You Do?

Regular check ins – just as you would with any other employee, its important for managers to have a cadence of regular check ins that are given the same priority as in-person check ins.
Respecting their time – it’s important to make sure that when you schedule time with remote workers that you recognize their time is valuable and seek to prioritize showing up for those meetings the same as you would for employees in your building.
Show your face – its important to utilize video chat in order to build rapport and have deeper engagement. This is especially important if you schedule a meeting and they show their face but you don’t show yours. Face time, even if 1,000 miles away, is still important.
Show your support – make yourself always available to chat and consistently provide them feedback. It’s also important to remember to build relationships with your remote staff the same as you would in-person staff. It’s also important to remember to help ensure they take breaks and disconnect the same as on-site employees. Finally, provide recognition company-wide so everyone to celebrate their accomplishments.
Host virtual events – it can be disappointing when an employee can’t join you for in-person event. Try alternating between on-site and virtual after-hours and team building events.

Respecting Boundaries

Many remote workers can feel challenges with being able to disconnect. If their bedroom is their office and if their phone and email goes off all hours of the day, it can be difficult for them to take necessary time away. As employers we need to be respectful of and honor those boundaries.

Finally, understand that differences in time zones may make it difficult for people to attend certain meetings scheduled earlier or later in the day.

Nobody wants to work any more

“Nobody Wants to Work Any More” Discussion for Businesses

Overview of Recruiting and Hiring Challenges

When the labor market gets tight, this becomes a familiar refrain. But actually we find there’s nothing different about the work ethic of people working right now compared with times past, and this refrain is actually quite an old one.

Many companies are now worried what if “nobody wants to work for ME any more?” So let’s talk about some of the hiring fatigue you’re experiencing and what you can do about it.

Join Peak Performers and guest Brian Crawley to for discussion on the hiring challenges companies are facing and why so many of us are saying “nobody wants to work any more.”

Not a New Phenomenon

The challenges companies are facing are turning them towards a familiar phrase “nobody wants to work any more.” This phrase dates back to newspaper clippings going to 1894.

In periods of difficult hiring, the people doing the hiring and interviewing often become frustrated in doing so and take out their frustration by minimizing the work ethic of the current workforce.

Let’s Talk about Hiring Fatigue

The average person stays in a job is around one year. This means that all your new hires and longtime employees are more likely to turnover, further frustrated hiring managers and recruiters. Hiring managers and recruiters are tired from the churn.

It can be exhausting to spin your wheels trying to recruit people only to not have them ghost you on interviews or not show up on their first day. It’s even more exhausting when those employees you work so hard to bring onboard leave soon thereafter.

What if “Nobody Wants to Work For ME Any More?”

This has caused a reckoning among hiring managers and companies as they realize that the problem may be with their jobs and company.

In times of a strong labor market, it can be difficult to make your job stand out. In times where pay is going up, it can be hard to retain your workers without doing the same. And when you’re short staffed, your existing staff feels more pressure and is more likely to burn out and leave. Meanwhile, all your employees begin to reevaluate the work culture of a company and how much they actually want to stay where they are.

What Can I Do?

For starters, its important to not externalize the problem. The talent is not less qualified or lazier than they used to be. They’re just shopping around for the best deal. So how do you make your job more attractive?

Once you find great talent, the single greatest barrier that can arise is a long onboarding process. Your hiring team needs to move swiftly to identify talent, interview them, make an offer, and get them started.

Once they’re there, focus on building an inclusive culture where people want to work.

What are Employees Looking for?

Besides pay and benefits, the single biggest consensus among job seekers is the desire for remote work. Many employees are even willing to take a job that pays less if it allows them to work from home at least some of the time, as we see with hybrid roles.

This matters since during the pandemic many people were forced into remote work and realized the advantages of being able to better manage their work-life balance.

If your competitors allow remote work and you do not, you may continue to face hiring and retention struggles.

Quiet Quitting: Advice for Employers

Quiet Quitting Guide for Businesses

What is quiet quitting

“Quiet quitting” is the phenomenon of employees doing the minimum to satisfy their job requirements but not going above and beyond. In doing so, employees are seeking a better work-life balance. This originated from a TikTok video in March 2022.

“Quiet quitting” has been last year’s verbal punching bag of many companies who are struggling to hire and retain workers as well as get more production out of them. However, “quietly quitting” is really just a signal of the changing times and shifting labor market. Furthermore, it’s a symptom or wide-spread burnout that has spurred the “great resignation” from last year.

In this video, we explain what is “quiet quitting,” where it came from, and how it’s affecting businesses featuring Peak Performers’ Kathi Workman.

Work-Life balance

An increasing importance is being placed on work-life balance in today’s company culture. This becomes increasingly important to retaining workers. While once upon a time work cultures might have been a “give me your all” environment, most successful companies today are finding it important to give employees some space and respect their time off.

While hustle culture is far from dead, it’s important to recognize that many valuable employees are seeking to strike a more even work-life balance. The prospect of being able to set boundaries is exciting and hopeful for many employees.

Effects of the pandemic

The COVID-19 lockdowns forced many people into remote work where it was difficult to find a physical separation between work and home, especially when one’s office is in their bedroom, and when phone calls and emails come through all day long.

Following the nationwide labor shortages, many employees and job seekers have felt empowered to ask for better separation between work and their personal lives and thus has spurred the social media trend of “quiet quitting”

Who is quietly quitting?

It’s estimated that as many 50% of workers have “quietly quit” or are doing the minimum to satisfy their job requirements. People from all levels in organizations as many people struggle to regain a better work-life balance.

Is quietly quitting bad?

Technically, if someone is quietly quitting they are still satisfying the job requirements.

Many employers may become frustrated with not being able to gain as much output from workers, but perhaps we need to be re-evaluating the role expectations for our jobs.

Many workers take offense to the term “quietly quitting” because they feel like it unfairly characterizes them setting boundaries at work.

As an employer, should I be upset?

You can be, but it might be more productive to understand the current trends of the labor market and what employees are seeking from your culture. It’s also important to recognize that some employees can be just as productive and effective even if they’re not available all hours of the day.

At the end of the day, many people want a better work-life balance and quietly quitting is one of the ways that employees are expressing this desire.

It’s also a moment to turn inwards towards company culture since many employees are seeking something deeper than a paycheck and are seeking a mission to stand behind and to be more involved at work.

What can employers do about quiet quitting?

Validate the experience of your employees and tell them they’re doing a great job. Seek to include them more in your company’s culture.

Show compassion and understanding when employees need to disconnect and respect their work-life balance by learning when to bug them and when business can wait.

Loneliness at Work

Loneliness and the Work World

Advice for Businesses to Combat Loneliness

Whether employees are working on-site, hybrid, or remotely, loneliness at work is an increasing challenge many individuals and their businesses are facing (though perhaps its felt most by remote employees). What employers may not realize is that this is hurting bottom line and productivity by causing higher rates of burnout and turnover.

Let’s talk about loneliness and building a culture of inclusion, especially in a world where many of our co-workers are half a continent away. Watch the video below with Peak Performers’ Nick Bergen.

Key Stats about Loneliness

36% of Americans feel loneliness at work on a regular basis
61% of young adults feel loneliness regularly
51% of mothers with small children feel lonely

Loneliness affects a lot of people. These statistics have drastically increased since 2014 and the COVID-19 lockdowns have accelerated the trend even more.

Despite the amount of connectivity we all have access too, many people are feeling more disconnected than before.

Why should you care as a business?

While this may feel like something that’s “not your problem” this can adversely affect productivity, employee engagement, and retention.

Employee engagement is most drastically affected by loneliness. If someone is feeling lonely, they are much more likely to disconnect at work. Employees want to like who they work with and seek social engagement in their work.

And when someone is feeling lonely their productivity tends to decrease. Additionally, they’re more likely to turn over or “quietly quit.”

When we talk about company culture, it’s important to recognize that for most people company culture is the people and the experience of going to work.

What can businesses do to positively impact company culture and loneliness?

First off, understand that socialization happening at work is not a drain or something that needs to be punished. Time spent around the proverbial “water cooler” is time well spent to increase a culture of inclusion and improve company culture

It can also be helpful to implement an employee wellness program. Many such programs focus solely on physical health but having a social and mental health component can help with employee loneliness.

Also make sure to include all of your employees in company events and social activities wherever possible. Be on the lookout for those who are most socially disconnected and make a concerted effort to include them

Finally, strive to make your workplace more inclusive by including more people of various different background. It’s important to remember that hiring just one person from a representative group is not enough for true inclusion and it helps to avoid multiple people from various diverse groups to mitigate “tokenship” effects.

All about staffing agencies

Staffing agency business overview

What is a staffing agency?

A staffing agency is a business that searches for workers on behalf of other organizations. They help these clients with temporary and/or permanent roles. (And they help job seekers find jobs.) Personally, I find this definition from Law Insider to be the most helpful:

“Staffing agency means any person who undertakes, with or without compensation, to recruit, refer or place individuals for employment, or to procure opportunities for work, or to with an employer.” – Staffing agency definition from Law Insider.

For temporary jobs, the staffing agency acts as the “employer of record” or legal employer and provides workers wages and benefits. For permanent jobs, the staffing agency operates as an extension of the HR team by helping them recruit, screen, and interview talent for permanent jobs within the company. This model, often called “direct hire,” is different in that the recruited person is never an employee of the staffing agency.

Staffing agencies tend to specialize in a particular kind of service or talent. For our part, we mostly focus on office and professional roles.

What else do you call staffing agencies?

Staffing companies are called many different things, some of which include:

Employment agencies
Recruitment companies
Consulting companies
Staffing firm

All of these terms are interchangeable and it’s mostly a matter of preference which label a staffing company prefers using.

Additionally, the service performed, staffing, is itself sometimes called different things, such as:

Staff augmentation (often associated with information technology staffing projects)
Consulting services (often associated with IT when the workers are 1099 contractors, not employees)
Temp service (usually associated with short term, less experienced positions)
Contingent labor (often associated with project-based staffing)
Employee leasing (this is a somewhat outdated term referring specifically to temporary employment)

These terms are also all interchangeable.

How much do staffing agencies cost?

Staffing agencies make money through temporary staffing, temp-to-permanent staffing, or direct hire staffing. Each of these models generate revenue for the agency a little differently.

Temporary staffing: the client is charged an hourly “bill rate” that accounts for costs associated with the employed individual. These include: wages, benefits, insurance, risk, operating costs, and profit. Costs might also be expressed as a “markup rate” or “markup percent.” For example, an employee makes $50 / hour and the markup rate charged by the agency is 50%. The bill rate is therefore $75 / hour ($50 + $50*.5).
Temp-to-permanent staffing: the client is charged an hourly “bill rate” as they are in normal temporary staffing. However, the client can hire the person on directly if they’re a good fit for the organization. If this happens, the client is charged a placement fee that decreases over time the longer the employee works temporarily.
Direct hire staffing: the client is charged a percent of the first year’s annual salary for the selected candidate. This is sometimes called a “placement fee” For example, if a person makes $100,000 / year and the placement fee is 25%, the amount charged is $25,000. Sometimes, a client asks for “executive search services.” This model is virtually identical except is usually a harder and more involved search reserved for leadership roles. It also typically costs more.

Actual out-the-door costs for staffing vary within the industry and is subject to negotiation based on a range of factors. The good news is that it usually doesn’t cost anything to have a staffing agency look for talent. It only costs if you decide to bring someone on board.

For our part, you can schedule a time to go over pricing with one of our business development team.

Is temporary or direct hire better for me as a client?

Different organizations will prefer various staff augmentation models. Generally, there are several key questions to ask yourself:

Is this project-based or short term? If so, I recommend temporary staffing.
Do I want to try the worker out? If so, I recommend temporary-to-permanent staffing.
Do I want help recruiting for internal roles? If so, I recommend direct hire.
Do I want to pay up front or spread out the cost? If up front, I recommend direct hire as a straight forward, one time fee. If spread out, I recommend temporary-to-permanent.

Who uses staffing agencies?

Many organizations use staffing agencies. Government, companies, nonprofits–most organizations use or have used staffing agencies to solve business needs such as finding talent quickly or completing projects.

Why hire a staffing agency?

This is the question I get asked the most: “Why would I hire a staffing agency when I could just recruit myself?

Some of the top reasons organizations hire staffing companies include:

Try before you buy: if you want to try out someone on a temporary basis before committing to hiring them, this can be a great reason to utilize temporary or temp-to-permanent models.
Unable or too busy to find talent yourself: sometimes you need help finding someone. Whether you need a whole bunch of people for a time sensitive project or are struggling to find a hard-to-find candidate, staffing agencies act as an extension of your HR to find and send you talent.
Cost effectiveness: it can actually be cheaper to bring on temporary personnel instead of paying staff by the time you account for wages, benefits, cost to train, and other hidden employment costs. This is especially the case if the work is not constant and you’d be struggling to find things for another extra employee to do. Similarly, it can be cost effective to utilize direct hire if not having someone in role is costing you money. In both cases, utilizing these services can also cut down on costs related to advertising jobs and employing recruiters.
Reduced organizational risk: whenever you employ someone, you’re taking on risk. A staffing agency absorbs the cost of workers compensation and health insurance. They’re also liable for unemployment claims. Finally, should any labor disputes arise, it is usually the staffing agency that is held accountable.
Access to their talent pool and expertise: staffing agencies spend all day, every day recruiting. Your HR team, by contrast, may only do it once in a while. When you sign up with a staffing agency, they often have recruited for similar previous roles before and perhaps have some candidates already ready to go. They can often find talent faster than you can and access talent that was not visible to you.

Need staffing help?

Our recruiters are ready to assist. Reach out to us today to schedule a consultation. You can also check out our guide to picking the right staffing agency for you.

Largest staffing agency in Austin award 2022

Peak Performers recognized in Austin

2nd largest staffing agency by hours billed

Peak Performers Staffing Agency is pleased to announce that in Austin Business Journal’s recent survey of staffing agencies, we are the second largest staffing agency in Austin with 863,696 local hours billed by temporary personnel in 2021.

Comments from Bree Sarlati, CEO:

Peak Performers is honored to accept this recognition as the second largest staffing agency in Austin. We are changing the world one job at a time by hiring professionals with disabilities. A big thanks to all of our customers who are helping us hire–we could not do this without you. Also, thanks to all of the talented, professional job seekers who seek us out looking for their next opportunity. We appreciate your trusting us to help you with your career transition.

If you’re hiring in Austin, we can help. Find out why we’re an award winning staffing agency who can help you find great talent and advance your DE&I goals through diverse hiring.

And if you’re looking for work, we can help you find Austin jobs.

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Media contact: myles@peakperformers.org – (512) 453-8833 X 116

2022 Peak Performers Employee of the Year

Employee of the Year

Peak Performers is proud to announce our employee of the year award. This year we’re recognizing Vincent H.

Vincent has been a dedicated Peak Performers associate for three years. He has been recognized by multiple clients for his personal initiative and can-do attitude.

Feedback from the clients:

“Vincent is an exemplary associate…a top performer doing great!”

We’d like to say a very special thanks to Vincent and recognize the hard work he does every day.

Did you know:

Peak Performers has an employee of the month program as well? We are looking forward to re-starting this program to recognize the hard work all our associates do each day.

Competitive, Integrated Employment for People with Disabilities

Sheltered Workshops vs Competitive, Integrated Employment

When you hear hear “employment for people with disabilities,” what do visualize? The first picture that enters many people’s head is a sheltered workshop. In sheltered workshops, groups of individuals with disabilities work side-by-side. Often these people with disabilities have similar disabilities to each other. Sheltered workshops help many people but are not competitive, integrated employment situations.

Sheltered workshop image — Light assembly work being performed by people with disabilities in a sheltered workshop

Sheltered workshops are often run by nonprofits to employ people with disabilities.
Employment in sheltered workshops is often based on their disability.
Their work is often light assembly.
Pay to people with disabilities in sheltered workshops is usually very low, sometimes even below minimum wage.
People who participate in sheltered workshops can often only earn up to a certain amount before they become ineligible for state assistance.

My great aunt participated in a program like this. Due to the extent of her intellectual disability, this was a good environment for her to do something during the day. Also, it gave time back to my grandparents, who were her full time caregivers. For this reason, I would argue that these programs do have an inherent value in our society and are appropriate for some people with disabilities.

Competitive, Integrated Employment Matters

When sheltered workshops are the only thing society envisions when they picture “work for people with disabilities,” we are discounting the abilities of many people.

Every person with a disability also has a unique range of abilities. We cannot make assumptions about a person’s ability because many people with disabilities are capable of competitive and integrated employment in the regular workforce.

Competitive and integrated employment means:

Competitive: Their employment is primarily contingent on their ability to perform the work.
Integrated: They are working side-by-side with people who do not have disabilities.

Peak Performers Staffing Agency was established to help people with disabilities find competitive, integrated employment. This means:

The most qualified applicant who has a disability gets the job. (We cannot help every job seeker with a disability find work.)
Some if our employees we have to terminate for failure to meet expectations.
Our employees are paid competitive wages and offered competitive benefits.
Some of our employees will work for Peak for multiple assignments.
Many of our employees will go onto get hired by the client or find other competitive jobs.
Sometimes a client will know an employee of ours has a disability (since it is visible) and sometimes they won’t (if it’s an invisible disability).

People with disabilities are a large group of people with varying abilities and also varying limitations–just like people without disabilities! If you are ready to hire people with disabilities, first look at the person and then at the disability. If you utilize this mindset, you’ll be surprised by what they’re capable of.

If you’re not sure how start but are interested in employing people with disabilities, we can help!

Best Staffing Agency Pflugerville

Finding the Best Staffing Agency Pflugerville

Picking a top rated staffing agency in Pflugerville is important for both job seekers and employers. Staffing agencies are important partners to finding talented personnel. Here are some of our tips for picking a top rated staffing agency in Pflugerville, Texas.

Staffing Agencies: What to Consider

Specialization of Staffing Agency

Industry specialization is important for picking the best staffing agency. Many staffing firms will specialize in particular kinds of recruitment. Staffing firms often have experience recruiting for that industry and many connections in the industry. Furthermore, the search process for an administrative assistant or enterprise architect may look very different than recruiting for a groundskeeper–the staffing firm will need to look different places to find those workers.

And if you’re looking for work, seeking out a staffing firm that specializes in your area of expertise means you’re more likely to find a job faster.

You may also want to pick a company that has the kinds of recruitment service offerings you’re seeking. Peak Performers, for example, offers temporary, temp-to-perm, and direct hire opportunities in Pflugerville.

Key Metrics: Retention and Re-deployment

Some staffing firms, even top-rated ones, have a “revolving door” reputation.

As a job seeker, you don’t want a company that doesn’t value your hard work and company loyalty. And as a business, having employees constantly turning over costs you time and money.

Ask the staffing agency about their retention and re-deployment rates. Both are key to Peak Performers success and our nonprofit mission. We have a turnover rate that is half that of the industry average!

What Benefits are Offered?

Benefits keep employees happy, retained, and happy. Many staffing agencies have little-to-no benefits that they offer, or their benefits are poor. Obviously, their employees will keep looking for other work and ultimately the staffing agency will struggle to hold onto talet.

We offer health, dental, and vision insurance after 60 days. We have an Employee Assistance Program. Finally, we recently rolled out a 403(b) retirement program to help employees save for retirement. This helps keep our workforce engaged and committed to their current assignment.

Ratings and Reviews of Staffing Agency

Every staffing business in Pflugerville is rated online (you can find our Google ratings and reviews here). If you are looking for work, this is important so you can hear honest feedback and gain insights into the company. It’s equally important for businesses to use in evaluating potential staffing agencies. Staffing agencies are acting as an extension of your brand and representing your open jobs–so their reputation rubs off on you.

It also might help to ask for referrals from your network.

Costs for Staffing Agency in Pflugerville

If you’re looking for work, a staffing agency should never, ever charge you to consider you for employment. This is probably a scam.

If you are an employer, consider staffing agency cost through multiple lenses: hourly bill rate, conversion cost, direct hire fees, and other add-on fees. Also ask about their “placement guarantee,” which is basically insurance on your direct hire employees. Keep in mind that you may not want to pick out the “cheapest” staffing agency–sometimes you get what you pay for if you pick out a cheap staffing provider!

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Are you a job seeker? If so, browse our jobs or join our talent pool. We’re happy to consider you for one of our many open jobs.

Are you looking to hire a top rated staffing agency in Pflugerville? Peak Performers has temp, temp-to-hire, and direct hire staffing solutions. We service both government customers and private companies.

Best Employment Agencies in Austin

Picking the Best Employment Agency in Austin

If you’re looking to work with an employment agency in Austin, you have many to choose from. ResumeSpice lists at least 100 of them!

So if you’re looking to compare agencies, here’s our tips for doing so:

Tips for Comparing Employment Agencies

Look at their jobs

An employment agency isn’t going to do you much good if they don’t have a job that aligns with your skills and career goals. Also, many employment agencies will specialize. For example, we don’t often staff for warehouse or janitorial roles and many of our positions are office and professional jobs.

However, as opposed to taking one look at the company’s job board and moving on, it’s important to get an assessment of the kinds of jobs they have and check back in periodically if it looks like they may have jobs in the future.

Look at reviews online

Fortunately, many people are eager to tell you about their experience with an employment agency. Less fortunately, you have to take this feedback with a grain of salt–people will be inclined to leave bad reviews for many different reasons, especially with something as important as employment. Read the five-star reviews as well as the one-star reviews.

That said, these reviews can give you a good benchmark. I recommend looking on multiple platforms such as Google, Glassdoor, and even Facebook to assess how positive people are about working for an employment agency.

Look at the culture

Employment and staffing agencies can get a bad reputation. Sometimes, they fail in taking an interest in looking out for their employees’ well being and growth and are more interested in just making a profit from their human capital. You can often get a sense for the ethos and culture of a company by its mission statement and social media.

As a nonprofit employment agency, we help professionals with disabilities find careers. We encourage a transparent and agile culture and a commitment to treating all clients, employees, and future employees with respect. We encourage employees to keep in contact with our staff and also issue an employee of the year awards. Furthermore, we have a redeployment rate of about half of our personnel, about 5X the national average for employment agencies.

Look at their clients

While you are an employee of the employment agency, often it will feel more like you are an employee of the client. Therefore, it’s important to partner with an employment agency who has refutable clients for whom you would be happy to work.

This may not always be obvious since many job descriptions leave it off. But you can often get a general idea from reading the job description and reading online reviews.

For our part, most of our clients are government agencies, nonprofits, and corporations who are committed to disability hiring as part of their DE&I efforts.

Look at their benefits

Benefits are expensive. Sometimes, evaluating an employment agency is a simple as asking them to “put their money where their mouth is.” Some employment agencies skimp, offering little or no benefits. (Especially avoid companies where you are “independent contractors” and not actual employees.)

Peak Performers offers health, dental, and vision insurance covered at 80% by the employer. We also have an Employee Assistance program and just launched a 403(b) retirement program.

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Are you looking for the best employment agency in Austin? We would be honored if you considered Peak Performers employment agency! You can find our open jobs here.