Comprehensive hiring guides, talent acquisition strategies, and workforce planning resources for employers — covering everything from sourcing and screening to offer negotiation and onboarding across IT, engineering, and finance roles.
By Tom Kenaley, President and Senior Partner, KORE1 An AWS solutions architect job description works when it names one Well-Architected pillar the seat actually owns, one certification rung, the real account topology, and whether the architect writes infrastructure code or reviews it. Most reqs name none of the four, then wonder why the funnel arrives … Read more
By Jennifer Burdick, Recruiting Manager, KORE1 An Android developer job description has to name the surface the app runs on, say whether the codebase contains native NDK code, describe the Compose or Views situation honestly, and state who owns the Play Console release. Skills lists are interchangeable. Those four facts are what decide whether the … Read more
By Robert Ardell, Co-Founder and Strategic Advisor, KORE1 A BI developer job description has to say which layer of the stack the seat owns, what condition the existing report estate is in, who arbitrates metric definitions, and the salary band. Skip those and the posting describes a dashboard builder, a data engineer, and a report … Read more
By Tom Kenaley, President & Senior Partner, KORE1 CIO interview questions in 2026 should test budget defense, AI value realization, board communication, and one real incident the candidate owned. Vision questions are theater. Every serious finalist has rehearsed that answer twice this month. The published lists all ask some version of the same five things. … Read more
By Jennifer Burdick, Recruiting Manager, KORE1 Automation engineer interviews in 2026 should test startup behavior, safety judgment, and OT network sense. PLC trivia is free. Anybody can memorize scan cycle mechanics in a weekend, and the plants that screen on it keep hiring people who cannot run a commissioning. I run delivery at KORE1 and … Read more
By Tom Kenaley, President and Senior Partner, KORE1 Hiring an automation engineer starts with deciding who the seat reports to, because that one choice sets the platform experience, the pay band, and which candidates ever apply. Plant floor, engineering group, or IT. Three genuinely different jobs wear the title, and every published salary figure blends … Read more
By Mike Carter, Director of Partnership Success, KORE1 Hire a SCADA engineer by screening for who owns the path into the control network, not who can build an HMI screen, because remote access is where these systems fail in 2026. Base pay clusters near $123,000 across every major aggregator, and a properly scoped search closes … Read more
By Mike Carter, Director of Partnership Success, KORE1 An AI/ML org chart works when the ratios do: roughly one platform engineer per three modelers, one data engineer per two, and no more than eight people reporting into any single lead. Argue about the rest of it all you want. Those three numbers hold, and the … Read more
By Tom Kenaley, President and Senior Partner, KORE1 An engineering org chart runs on six staffing ratios, and only one of them has real research behind it. That one is span of control, and it lands near six engineers per manager. Everything else on the chart is convention borrowed from a company that looked nothing … Read more
The top embedded systems recruiting firms for 2026 are KORE1, PRA USA, SPECTRAFORCE, Net2Source, Hunter Recruiting, EV.Careers, and TRIAD Engineering Corp. These firms were ranked using the Placement Authority Score, a 7-factor methodology weighted heavily toward recruiter reputation and embedded-specific industry depth. KORE1 ranks first for its combination of active engineering bench, W-2 staffing model, … Read more
