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 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
By Tom Kenaley, President and Senior Partner, KORE1 Extend a contractor’s contract when the work continues but conversion is blocked, convert when the work is permanent and you’d rehire the person tomorrow, and release them once either the work or the fit has run out. Two facts settle nearly every contractor contract extension question. Both … Read more
By Mike Carter, Managing Director, KORE1 Most companies hiring after layoffs rebuild with contract talent first, because contractors restore capacity in weeks without betting a permanent headcount line on demand that hasn’t proven itself yet. Permanent reqs come back later, once the work has shown up two quarters in a row. Run in that order, … Read more
By Jennifer Burdick, Recruiting Manager, KORE1 To interview contract developers and engineers, build a short process around the statement of work and use it to answer one question, whether this person can deliver that scope in your environment starting in week one. Two conversations usually settle it, a technical discussion with the engineer they will … Read more
By Jennifer Burdick, Recruiting Manager, KORE1 A Golang developer job description should say what the Go code actually does, whether engineers from Java or Python can learn Go on the job, what Kubernetes means in your shop, and the pay band. For mid-level and senior Go roles, that band runs roughly $125,000 to $190,000 base. … Read more
By Robert Ardell, Co-Founder and Strategic Advisor, KORE1 To hire a frontend developer in 2026, decide what the seat owns before you pick a framework, budget $95,000 to $170,000 in base salary for mid-level to senior talent, and screen with a pull request review instead of a portfolio. Portfolios and finished take-homes got cheap once … Read more
