IT hiring strategies, technology talent acquisition guides, and practical advice for employers recruiting software engineers, cloud architects, DevOps engineers, data scientists, cybersecurity analysts, and other in-demand IT professionals.
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 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 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
