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 Year-end budget hiring works when contract talent starts early enough to bill real hours before the fiscal year closes, because contract spend lands as hours are worked, not when a purchase order is signed. A senior contractor who starts in the third week of October bills about … Read more
By Devin Hornick, Co-Founder and Partner, KORE1 A Kubernetes engineer job description should name the Kubernetes version and managed service you run, say how far behind upstream you are, state whether the Ingress NGINX migration is part of the job, and post a pay band. For a senior hire in 2026, that band runs about … Read more
By Jennifer Burdick, Recruiting Manager, KORE1 An MLOps engineer job description should name the models already in production, say whether they score in batch or answer in real time, identify the platform underneath them, and state who gets paged when one goes wrong. Base pay for mid-level and senior MLOps engineers runs about $145,000 to … Read more
By Tom Kenaley, President and Senior Partner, KORE1 A NetSuite consultant job description should tell candidates which engagement they are walking into, a new implementation, a rescue, an integration build, or support inside a validated environment, and whether the seat configures NetSuite or writes SuiteScript. Most postings list modules instead, and a module list sorts … Read more
By Mike Carter, Managing Director, KORE1 An LLM engineer job description should say which layer of the model the hire owns (API integration, self-hosted serving, or the weights) and who runs the upgrade when a provider retires the model underneath your product. For the build seat most companies actually need, expect a base of $150,000 … Read more
By Robert Ardell, Co-Founder and Strategic Advisor, KORE1 Good mobile developer interview questions in 2026 ask about a store release the candidate owned, an app that survived process death and a dead network, and the exact point where their framework ran out. Trivia predicts nothing. A candidate can define a TurboModule, a composable, and a … Read more
By Tom Kenaley, President and Senior Partner, KORE1 Contract buys hours against a defined scope, interim buys a full-time leader to hold an empty seat until it is filled, and fractional buys senior judgment part-time on an ongoing basis. Duration is what most people compare first, and it is the axis that tells you the … Read more
By Mike Carter, Managing Director, KORE1 Direct sourcing fills contingent roles from a private talent pool a company already owns, usually alumni, retirees, and silver-medalist applicants, while a staffing agency recruits people the company has no relationship with. Neither one is a program by itself. The decision worth your time is which requisitions go down … Read more
By Robert Ardell, Co-Founder and Strategic Advisor, KORE1 No federal or state law caps contractor tenure at 18 months. The rule is a private risk-management convention, and the court case that inspired it was lost over benefit plan language and IRS control tests, not over calendar time. Somebody at your company can probably recite the … Read more
By Jennifer Burdick, Recruiting Manager, KORE1 Most mid-market contingent programs run well on three to six staffing suppliers per job family, not three to six across the whole company. The number is set by how much requisition flow each supplier gets, not by headcount or total spend. Fourteen years of recruiting, thirteen of them at … Read more
