By Mike Carter, Managing Director, KORE1 As of October 2026, a mid-level contract recruiter or HR generalist bills about $52 to $68 an hour nationally, median $59, which is roughly $30,700 for a three-month full-time contract. KORE1’s own HR and recruiting placements (n=17, primarily Southern California, 2023 to 2026) billed $52 to $70, median $69. … Read more
By Mike Carter, Managing Director, KORE1 Worker misclassification penalties in 2026 depend on the state: 28 states and the District of Columbia have a fine written for misclassification, from $200 per worker in Texas to $50,000 per employee in Colorado, while 21 have none. Federal back taxes and wage claims apply everywhere on top of … Read more
By Gregg Flecke, Senior Talent Acquisition Partner, KORE1 A Workday HCM consultant job description should name the tenant size, the live modules, which Workday Pro certification area the work falls in, and the release cycle the hire inherits. Base bands run $100,000 to $175,000 in 2026 depending on where the seat lands. There is a … Read more
By Tom Kenaley, President & Senior Partner, KORE1 Workday HCM consultant interview questions in 2026 should test staffing-model judgment, effective-dated data corrections, security-group reasoning, and one real open-enrollment or payroll failure, not module definitions any candidate can recite. The training-site question banks all test recall. Recall is the cheapest part of this hire. What you … Read more
By Mike Carter, Director of Partnership Success, KORE1 Workday HCM consultants earn $104,000 to $154,000 on average in 2026 depending on which tracker you read, and the module they own moves pay further than seniority does. Payroll and Advanced Compensation specialists clear $170,000. In July 2025 Workday did something it had declined to do for … Read more
By Robert Ardell, Co-Founder and Strategic Advisor, KORE1 To hire a Workday HCM consultant in 2026, scope the req by module rather than by title, because Core HCM, Absence, Time Tracking, Benefits, Advanced Compensation, and Recruiting each draws from a different pool at a different price. The title tells you almost nothing about who can … Read more
By Mike Carter, Director of Partnership Success, KORE1 An employment background check is a third-party report on a candidate’s criminal, employment, education, and sometimes credit history, governed federally by the FCRA and Title VII and further restricted by fair-chance laws in fifteen states. The report itself is rarely the problem. The paperwork around it is. … Read more
Managing employee leave may seem straightforward, but as organizations grow, manual processes often become difficult to maintain. What starts as a simple spreadsheet or email approval system can quickly turn into a time-consuming task that creates confusion, payroll errors, and scheduling conflicts. To address these challenges, many businesses are adopting Leave Management Software that automates … Read more
By Robert Ardell, Co-Founder and Strategic Advisor, KORE1 Boomerang employees are workers who leave a company and later return, and by March 2025 they made up 35 percent of all new hires in ADP’s payroll data, the highest share since 2018. Most articles on the subject treat that as a feel-good story about loyalty. It … Read more
By Robert Ardell, Co-Founder and Strategic Advisor, KORE1 A U.S. tech recruiter earns a median base near $90,000 in 2026, with most in-house offers landing between $70,000 and $130,000, while agency recruiters run lower bases plus commission and big-tech recruiters clear $200,000 total. That spread is not sloppy data. It is three completely different pay … Read more
