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Here are some more Frequently Asked Questions to edify you... If you don’t see the answers to your questions on this site, please email us at the address below. What about poaching? Recruiting? Are you hiring? Firing? It is our policy to never recruit from our current client or consulting firm. As for poaching us, it is flattering but highly improbable. We tend to recruit on a project basis from the pool of qualified consultants we have worked with in the (distant) past. How do I hire you as off-site consultants? How can I be sure I’m not cheated? Trust is always an issue, isn’t it? Even with your own employees, how sure can you be that their pay isn’t wasted? We understand your concerns. We have to trust you not to cheat us too. We have our share of dead-beat clients just as you have your share of dead-beat techies. The best way we have found to handle off-site projects is to have the CLIENT (meaning you) realistically estimate the time it would require for your staff to handle the project and then send us a detailed statement of what the project is and what resources you’re willing to dedicate to it. We in turn will tell you whether we can do the project under your constraints. Once we reach an agreement (your responsibilities, our responsibilities, payment terms, dispute resolution, etc.) and you have provided us the earnest money, the job is ON! You get to decide how much client/consultant interaction we have. If you want daily/weekly reports - you got it! If you want us to take full responsibility and just provide you with a finished product - that works even better! I pay the broker a ludicrous hourly rate! How come there’s no takers? Why do some contractors quit when I’m paying them more then I pay my employees? When you use a broker, the agency deducts it’s costs of doing business and then pays the contractor a portion of the remaining funds. The contractor’s actual rate is based upon the agreement they (not you) have with the broker. In some cases, it may be as low as 50% of the bill rate! In one of the more notorious cases, the contractor recieved 12% of the bill rate - not surprisingly he felt underpaid and the client felt gouged! Currently, most brokers seem to settle for 10-30% of the bill rate. As the IT market heats up, we’ll see the percentage shrink. That’s good news for all of us! Our preference is for direct contracts (naturally). But some clients like the security of dealing with a broker and knowing the broker will find the candidates for them. With a 1099 consultant, it is nice to have a go-between to ensure an arm’s-length relationship. Thankfully, a relationship between our corporation and yours already ensures the arm’s-length relationship. Whatever happened to loyalty? The social contract between employeers and employees? Why aren’t you begging for the security of being an employee? Loyalty is alive and well! Instead of one-way loyalty, it has webbed - we are loyal to our families, our clients, our peers, our associations, our teams, our projects, our professions, etc. And they are loyal to us. We’re all in this life together. Our loyalty is to each other. The social contract didn’t hold up. In turn for loyalty and dedication to employers; employers were supposed to reward employees with income, security, and a life-long home. Due to the economic times, employers can’t afford to hold up their end of the bargain. Many of them would if they could. The security of employment isn’t what it used to be. You’re only as good as your last project. The only security we have is: to make ourselves more valuable (in terms of skills and experience) tomorrow than we are today. We are all (contractors, employees, and employers) independently responsible for our livelihoods. If there are any questions you have that were not answered above, please send them to us at: and we will add them to this list as needed. |
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FireHorse Inc. 5190 Neil Road Suite 430 Reno, NV 89502 |
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