ECI Group’s Post

Loyalty is a Two-Way Street! It is often perceived that employees should be more loyal to employers than they give in return. Employers being loyal to employees doesn’t seem familiar, does it? You cannot see it, but you can observe it through actions. And it is a beautiful outcome of expressing gratitude. In today's profit-driven world, having a reliable support system can be rare. And that is where loyalty comes in! Organisations can show loyalty by; - Providing opportunities for professional development and growth. - Offering fair compensation and benefits. - Creating a positive and supportive work environment. - Recognizing and rewarding them for their hard work and dedication. - Being flexible and understanding when employees have personal needs. - Listening to and valuing feedback. - Retaining top talent. When both become loyal to each other, it develops a culture of trust and respect. This process results from an engaged and productive workforce benefitting the bottom line. And making it evident that 'Loyalty is a Two-Way Street!' Happy Hiring! Happy Being Hired! Happy Growing Together!

I'm Hiring! My business has grown considerably in the past couple of years but I do a lot (maybe 'most') things still myself. To some extent this is how I like it. However, there are many areas where my personal capacity is limiting the growth of my business e.g. staying on top of implementing different ideas I've had, follow up, managing my team, etc. There's too much in my head, and there's too much to do, and I can't 'hold' it all (in my brain) or fit it all in my calendar. Plus I have ADHD and 2 young kiddos The closest commonly used term for this role would probably be Executive Assistant. The implementation in this role is minimal (it's not like OBM or COO). Your primary job is to manage/supervise/assist me in all the things I've got to do/think about/juggle/make decisions on/etc. Your secondary job is to liaise and communicate with people as needed who want something from me. I'm not really fussed what you currently call yourself (VA, OBM, etc), just that you have experience, enthusiasm and space for the role. Important: I'm looking to hire someone in the UK. Applications close Friday, 9th February at 7pm UK All the deets application form: https://lnkd.in/e5xwF9Jq

Hiring nightmare? 😫 We've been there. Our VA matching process takes the guesswork out of finding your perfect team member. 💪 We have worked with clients from newbies to hiring a Virtual Assistant, to those who have tried almost 1/2 a dozen times and each time it ended up in disaster. We know it can be overwhelming and down right discouraging. But I promise you, we have proven insights to make it easy, worthwhile and actually a little fun if you give us the opportunity. 🤚 Raise your hand if you you have been there and finally found your amazing VA? #hiring #outsourcing #virtualassistant #teambuilding #businessgrowth

When you have work that doesn’t need a full time employee When there’s a task that only requires a few hours of work per day or week. Hiring someone full-time for it is impractical. For example, recruiting an employee solely to schedule appointments isn’t a smart idea. 💡 In such cases, when there are small tasks or one-off projects, it’s better to use a virtual assistant. 📧 Here are some industries below that hire VA's. ☎

📊 Our recently published State of Tech Salaries Report is our most-read report yet!! It's clear people are looking for data on trends in this period of volatility. (Link in comments ICYMI) 🎯 A trend we reporting on - companies sticking to a fully remote hiring strategy are aggressively eyeing lower-cost-of-living markets. 🌟 Surprisingly top markets for targeting new candidate acquisitions include: Portland St. Louis Detroit Huntsville Louisville Vancouver Ottawa 🤔 If your company is hiring fully remote, which markets are you focusing on?

We've all heard "only hire A players". Typically, "A player" is used to describe a very select sort of person. A team member that looks a lot like a founder. They’re adaptable. They can see the big picture and the details. They can solve problems from the ground up. These people *are* massive contributors and they are rare. But does that make everyone else a B, C or D player? In its most positive light, "only hire A players" could mean hiring people who respect their jobs, who work hard, who give their all (and then some). You bet I want to work at a company with an engineer obsessed with eeking out the last millisecond of speed on our website, with the account executive who leaves no LinkedIn profile unvisited, with the office manager who prides themselves on the back office and with the support representative who finds a unique solution to a customer problem because they couldn’t stand to see it unsolved. But I only want to work there if all of these people are treated equitably. When they’re all treated as "A players" in their own right. Of course not all roles at a company have the same direct economic impact but a company is more than any one individual: it’s absolutely a team effort. Those who might contribute most to the bottom line on an individual basis *could not do so* without the wider team. I love working with the team at Vero because I think we do an above-average job at "only hiring A players", in the best sense. I'm proud of it and that’s part of why I like going to work each day. On that note, we're hiring an EU-based Technical Account Manager (TAM). If this resonates with you check out the link to the job description in the comments.

Asia economy zone

The rule of thumb for hiring

Companies: "It's hard to find candidates." Also companies: - Low salary or "competitive" - Hybrid, United States We're a leading AI startup seeking a rockstar Marketing Specialist to join our fast-paced environment. You must have 14 years in brand, growth, and product marketing, plus 10 years working directly with Neil Patel. Please include a 2-page cover letter explaining why you want to work with us. We're a family here, and we like to work and play hard. Our process has 7 stages. We'd also love it if you answered this fun question: "If you were a sandwich, what kind would you be and why?" 🙄 If you want to hire top candidates: ✅ List and pay an above-market salary. ✅ Allow remote work from anywhere. ✅ Identify key skills needed vs. skills that can be taught. ✅ Remove unnecessary application requirements. ✅ Simplify your process to 3 stages. ✅ Don't ask random questions. I see companies offering senior marketer roles in San Francisco for $60,000/year and $18,000/year in Latin America. These salaries are barely suitable for junior positions. Top talent worldwide is looking for jobs, but they won't settle for less. Want A-players on your team? Raise your game. ___ Hey! I'm Gina, your go-to marketer and career coach. I help people create fulfilling remote careers starting in Latin America and Asia.