How a Professional Recruitment Agency Can Help You Find a Job

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Let’s face it: the average recruitment agency gets a bad rap. They’re great for entry-level positions or commercial, transactional placements, but not experienced professionals.

At least, that’s the myth. In this article, we’re going to refute it.

Because if you have 10, 20, even 30 years of experience, you can certainly benefit from a professional recruitment agency to find your next job. Here are the benefits you get from choosing a firm that specializes in placing experienced professionals.

High quality recruitment agencies go the extra mile

Of course, everything we say in this article is predicated on choosing the right professional recruitment agency. By that we mean an agency that has the resources, networks, and expertise to place you in a career-advancing role where you can make a difference.

Every recruiting agency starts in the same place: gathering basic details about candidates and clients. Most staffing firms stop there. Agencies like Brightwing, however, go several steps further:

  • Deep understanding of our candidates’ skill sets to offer consultative career guidance—we don’t shoehorn you into roles you don’t like
  • Proactively going to market with your background in mind, skill marketing you to companies you may not have considered (without duplicating your own search efforts)
  • Multi-faceted assessments that bring in bosses, coworkers, and mentors to get a full picture of who you are and how others see you—so we can understand you and achieve better outcomes on your behalf
  • Pairing process with experience-tested intuition to achieve the optimal outcome for everyone

That probably doesn’t sound like your typical recruitment agency—because it’s not. Our unique process is built to help you advance your career and find a placement where you can make an impact.

Want to learn more about Brightwing’s unique process? See the full picture here. 

5 benefits experienced professionals can get from a professional recruitment agency

Let’s get into the five top benefits the right professional recruitment agency will give you. This isn’t theory or guesswork—these are real benefits based on our decades of experience and that can be validated by our own talent communities.

1. Dedicated career support

Who wouldn’t want someone in their corner, cheering them on and offering them ongoing career support? Sadly, too many professional recruitment agencies fall short of this vision. But those that do are a true asset and resource.

This formal and informal career support can run the gamut, including:

  • Access to jobs that aren’t yet publicly available
  • Insight into the market and which skills (hard and soft) are most attractive to employers in your field
  • Industry-specific expertise to help craft your resumé, prep you for interviews, etc.
  • A trusted advisor and someone to talk to, air concerns, and provide a sanity check
  • Ability to help you for years to come, regardless of whether there’s an immediate placement available—you gain a career counselor for life

It’s impossible to overestimate the importance of this support in helping take experienced professionals’ careers to the next level. One candidate described a Brightwing recruiter as follows: “She listens, explains, and has an understanding of the applicant’s needs as well as the clients. All of these are important for a successful placement.”

Another candidate described a Brightwing recruiter as “extremely professional and knowledgeable, but at the same time came across as a very caring person. Looking for a job is so stressful, and having a kind recruiter is such a positive experience for a candidate.”

In fact, working with a solid professional recruitment agency like Brightwing can lead to not just career support, but long-lasting relationships. As one of Brightwing’s candidates said, “I feel like I talk to [my recruiters] on the phone more than my siblings.”

2. Accurate job matches

We’ve all gone through the process of reading a job description, applying, getting an interview (if we’re lucky) and then learning the job was never a good fit to begin with. Often this happens because the person writing the job description—*cough* HR *cough*—doesn’t understand the nuances of the position and relies on canned language.

Alternatively, some hiring managers and agencies are so desperate for applicants they’ll write the job descriptions broadly, hoping to cast a wide net. Unfortunately, the result is they attract the wrong person, wasting everyone’s time.

With Brightwing, instead of blindly applying to roles, a dedicated recruiter can sort through available placements and, based on in-depth knowledge of both you and the employer, can suss out which placements are actually good matches.

Take it from one of our candidates: “[My recruiter] reached out to me based on my skill set and experience as opposed to trying to find someone just to fill a role at a company. He found a position that is the perfect match, and he got everything set promptly.”

3. Flexible career options

The vast majority of the time, experienced professionals are looking for full-time, permanent placements. But sometimes, a career opportunity can come at you from another angle.

Our president Jeff Genovich recently shared a story on his LinkedIn profile about this very thing:

One of our most successful contract engagements ended.

But I don’t consider it a failure. In fact, it’s one of our biggest successes. Here’s why. →

Our client needed a consistent crop of technical writers. Without a constant stream of technical documents, their sales processes were effectively stymied—they couldn’t ship products without the appropriate documentation.

Before working with Brightwing, their contractor force was spread across multiple agencies, who were little more than glorified go-betweens. They had no systems to guarantee the number of manhours needed to meet and beat urgent deadlines.

Brightwing, however, had the processes and pipelines in place to guarantee a specific amount of work every week. If a writer resigned or took time off, we had another ready to go.

The result: a consistent talent pool that exceeded anything they had built out before.

So why did the engagement end?

Because after nine years, 15 contractors went to work for the client—which happened to be a Fortune 200 company—full-time.

Without Brightwing, the client never would’ve built out those talent networks.

Without Brightwing, the contractors never would’ve built the relationships necessary to receive a full-time offer—and get all the perks of being hired by a Fortune 200 company.

And for us, we’re just happy to see everyone succeed.

That’s the difference between a transaction and partnership. Partners go the extra mile to help everyone succeed.

That’s why I love supporting Brightwing clients.

An entire team of technical writers found full-time placement with a Fortune 200 company because they started with and were open to contract work.

You may not immediately think “gee, I’d like to do a 12-month contract.” But working with a professional recruitment agency like Brightwing can provide you with non-typical ways of landing you in your dream job. These opportunities are closed off to those who go it alone.

4. Passive job hunting

Job hunting can be a full-time job in itself. And if you find the process stressful, you’re not alone: 73% of job seekers are stressed out by the job hunting process.

So if someone’s willing to take that process off your hands, why wouldn’t you let them provide you with a free service?

This can be especially helpful if, as inevitably happens, a job opportunity falls through. You have someone ready to tee up the next one—you don’t have to start the process over. A Brightwing candidate actually pointed this out recently: “When my first opportunity fell through [my recruiter] didn’t give up. He found a new opportunity the next day and we are progressing to an interview today. Definitely above and beyond what I have come to expect.”

5. Objective point of view

We mentioned above that the Brightwing process involves bringing in past employers, coworkers, and mentors to get a full view of who you are as a candidate. The reason: we firmly believe that the only way to truly understand a candidate is to get an outside perspective.

Ask yourself this: when was the last time you looked back on the last 3-5 years and tallied up all your accomplishments—big, small, and everything in between? Probably not recently, if at all.

If you did, you’d probably be surprised just how much you’ve accomplished, because you’ve re-objectified your own career.

Now that’s just what happens when you do that. Imagine what would happen if someone else could look from the outside and identify those areas you can’t see?

Sure, it’s scary. It’s vulnerable. But every experienced professional knows that it’s crucial for ongoing success. A top-notch professional recruitment agency can help do this for you.

Why you should choose Brightwing as your next professional recruitment agency

At the end of the day, you should choose Brightwing as your next professional recruitment agency because we can deliver the five benefits listed above. After all, if we’ve done it for other candidates, we can do it for you.

The Brightwing team is obsessed with understanding our candidates. We don’t shoehorn you into whatever job we have available. We wait until the right opportunity comes along—because we don’t want you coming back to us until you’re ready for your next move.

We’re proud of the results, our candidates, and our clients. More than that, we’re proud to see everyone succeed.

Is this the kind of professional recruitment agency you want in your corner? Submit your resumé to start the process today.

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You Don’t Need Another Professional Hiring Agency. You Need This Instead.

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Most so-called “professional hiring agencies” are little more than clearing houses for lackluster resumés. Which is fine—if you want to read resumés all day, every day. But if you want to fill your backlog of open positions with high-value talent, you need a different approach.

Every industry has its hard-to-place roles. In IT, these are your cloud architects, DevOps engineers, and Generative AI & machine learning engineers. In engineering, these are your electrification and autonomy experts. In finance, these are financial analysts or risk managers.

These people aren’t submitting 50 job applications a day. They’re probably not even looking for new jobs. They’re too busy crushing it in their current roles. And they’ll keep doing that until someone comes along and offers something better.

Many staffing agencies just send resumé after resumé because that’s their recruiting strategy. On the other hand, successful professional recruitment agencies target high-value, passive candidates—and get different results. Here’s why you need the latter type of partnership.

In recruiting and staffing, “more” isn’t always better

No one can manage 100+ vendor relationships. It’s not possible. Which means these agencies you’ve “hired” don’t have the insight into your staffing needs to effectively serve you. Adding just one more won’t change that.

This is especially the case if you want to hire high-value professionals. Because these top candidates aren’t out there looking for jobs. In fact, it’s the opposite: top talent is incentivized to stay in their current roles.

For example, a large segment of Brightwing’s talent and client base is in the Detroit, Michigan, area, the beating heart of the automotive industry. General Motors (including Cadillac, Chevrolet, Buick, and GMC), Ford, J.D. Power—they’re all in our backyard.

And you can bet that they’re all competing for top automotive talent with every resource at their disposal. This is especially the case for talent with high-demand focuses like electrification, autonomy, AI, cybersecurity, etc.

Let’s assume you don’t have millions of dollars on hand to invest in talent acquisition. So what can you do to attract this talent?

Well, we can tell you what not to do—and that’s a bunch of transactional strategies that most people, especially high-performing professionals with busy lives, end up ignoring anyway:

  1. Automated outreach
  2. Canned messages (which in reality are just job postings in email)
  3. Rinse and repeat

Just doing this over and over again isn’t going to work. So if you use an employment staffing agency that follows this rote approach, you won’t make much headway—because odds are you won’t even connect with the right talent base.

What should you look for in a professional hiring agency?

1. Strategic partnership

Resumés aren’t the same as hires. If you have an agency that sends you 100 resumés but none of them materialize into placements, are they actually helping you?

Too many professional hiring agencies focus on outputs—how many emails they send, how many job postings they send out, how many resumés they bring in, etc. This is the exact wrong approach. Instead, you should be focusing on outcomes—actually delivering results and value to your organization. 

When an agency focuses on outcomes over outputs, they’re able to be strategic and thoughtful in how they work for you. Which means you get some benefits a typical hiring agency may not offer.

One example we’ve seen in our experience is the integration of our hiring team with internal HR. An internal HR organization may be excellent at placing entry-level, more transactional roles, but is struggling to find specialized, hard-to-fill, highly technical and advanced talent. Where most companies will try to supplant the entire operation, a strategic partner (like Brightwing) will come in and find the weak points and focus on filling those.

2. Proactive discovery process

It’s impossible to figure out whether a candidate is “good” within a 15-minute phone call. So why do most recruiters use that method? Because they’re crunched for time, most likely. And, frankly, because too many recruiters see candidates as commodities, and don’t want to disqualify a bad fit and make themselves look bad.

But a quality professional hiring agency knows that deep understanding not only of candidates’ skills and background, but who they are as a person, is table stakes. So yes, it’s an investment on our part. But it’s the reason why we’re able to deliver outsized results for our clients.

We’ll use the Brightwing discovery process as an example. Any high quality professional hiring agency will follow a similar process:

  • Understand candidate background, including past, present, and ideal job
  • Identify what the recruiter is seeing in the market and share insights with the candidate
  • Cross-referencing recruiting insights with what the candidate is seeing
  • Understanding the recruiters’ previous self-submits, interviews, relationships with staffing companies, and other insight into their job search thus far
  • Figuring out where they can help the candidate

When you look for a professional hiring agency, ask: what is the process you use to onboard and learn about your candidates? The shorter that process, the less likely they’ll be able to find what you’re looking for.

3. Constant feedback and communication

For those 100+ agencies we mentioned above, how many are you actually in regular contact with? Because if you never hear from them, they’re not going to do a good job for you.

Constant feedback and communication is critical for a professional hiring agency to attract the right candidates. If something isn’t working, you should be able to reach out, identify the mistake, and fix it going forward.

The inverse is also true. If you have an agency that stands by their process and track record of success, they’ll be able to tell you if you’re the problem—which can improve not only your relationship with that one agency but with other professional hiring agencies you employ.

This two-way street of communication is critical. Without it, misalignment happens, and friction between you and your agency hinders both sides’ ability to succeed.

4. Deep talent networks developed over time

When choosing a professional hiring agency, longevity is key. This is especially important given the world of post-pandemic recruitment upstarts—people who’ve been recruiters less than two years.

But no matter how talented or hard-working any one recruiter or agency may be, building genuine, trusting relationships with talent cannot happen overnight. It requires years of consistent communication and relationship-building—often without a single penny of commission.

The truth is: high-value talent isn’t in the job market very often. And if they’re truly in-demand, they’re in for a limited window. Our recruiters understand this. So they aren’t looking to force-fit a candidate into a role immediately. Instead, they want to be the first person that candidate calls when they’re ready to make a move.

Just hiring another professional hiring agency won’t work

If you just keep doing the same thing over and over again, you’ll keep getting the same results. If you truly want to place those positions that have been open for 6+ months, you need to try something different.

Everything we’ve talked about in this article is exactly what Brightwing does. Our recruiters have spent years (sometimes decades) building relationships in IT, engineering, financial services, and operations. If you want to place hard-to-reach talent, this team can help you find what you’re looking for.

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How to Hire the Wrong Employment Staffing Agency

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[vc_row gap=”20″][vc_column width=”1/4″][/vc_column][vc_column width=”1/2″ css=”.vc_custom_1585081315933{margin-right: 20px !important;margin-left: 20px !important;}”][vc_column_text css=””]No, that’s not a typo. If you follow the four steps listed below, the next employment staffing agency you hire will certainly underperform.

Most hiring managers know this pain all too well. It’s the reason they end up with 100+ agencies in their back pocket. Because each one, at some point, has failed to meet expectations, resulting in:

  • Business-critical roles left open for 6-12 months
  • Accrued overtime as your team fills in the gaps
  • Delayed projects and slow revenue pipelines
  • Failure to meet dependencies that ripple out to hurt the rest of the business

If those sound familiar, it’s probably because you’ve made or are currently making one of these mistakes.

But here’s the good news: if you just do the opposite, you’ll hire an employment staffing agency that doesn’t send you resumés. Instead, they’ll make quality placements happen.

Why is it so easy to hire the wrong employment staffing agency?

Hiring quality talent is harder than ever. According to ManpowerGroup, 70% of U.S. employers are struggling to fill positions. The top reason: they can’t find people with the necessary skills—both hard and soft.

At first blush, this may seem surprising. According to JPMorgan, the job market is growing at its slowest rate since January 2021. What’s more, the Bureau of Labor Statistics shows that unemployment has increased over the last two years. So with fewer jobs and more job seekers, it should be easier to fill positions, right?

It depends on how you look at it. A recent Gartner study shows record increases in HR investments—including in compensation, training & development, and leadership development. In other words, organizations are invested in retaining their top talent. From what we’ve seen, it’s working. So if you want high performers, you should prioritize these passive job seekers.

But that’s the opposite of what most staffing agencies are built to do. If you go with one of the typical players, you may get resumés, but won’t find high-performing candidates to fill those roles.

Instead, you need an employment staffing agency that does things differently:

  • Knows your industry and job requirements (hard and soft skills)
  • Works to understand your staffing needs and form a true partnership
  • Has a deep talent pipeline to draw from—they’re not just posting and emailing jobs to cold lists
  • Matches your culture and can attract talent who will do the same
  • Stands by their process and is willing to say “no” when they know something isn’t feasible

What are common mistakes when hiring an employment staffing agency?

As you hire another employment staffing agency, don’t make the same mistakes that put you here in the first place. Instead, go against the grain and try something different. Here are the four biggest mistakes to watch out for.

1. Going with the lowest rate

Sure, you want to do due diligence and make sure you’re not spending dollars unnecessarily. But going with the lowest rate, ironically, is costly.

In our experience, if you’re not willing to pay the industry standard, you’re not going to get the results you want. In fact, paying anything less will most likely end up with an offshore staffing solution. 

Let’s use an example from our Dallas-Fort Worth office. In recent years, many major technology companies have relocated their headquarters here. So if you’re competing against Microsoft, Salesforce, Intuit, Texas Instruments, AT&T, etc., do you really think you can skimp on talent acquisition?

And consider this: as long as your business-critical roles remain open, you’re slowing growth and stagnating your pipeline. By putting a little bit upfront to hire a competitive, effective employment staffing agency, you’re almost sure to make back those dollars in business growth.

2. Hiring a generic, non-industry specific agency

Every industry has its own priorities, interests, and trends. Highly technical industries—engineering, automotive, finance, operations, etc.—have them in spades.

Top candidates who are deeply immersed in these industries have a strong B.S. meter. They know when someone is pretending to know the industry, but in reality they don’t. If recruiters don’t have the necessary industry experience, they’re going to get fewer callbacks.

One way to test an employment staffing agency’s industry experience is to look at recruiter tenure. At Brightwing, our recruiters have above-average tenure compared to their peers. They’ve put in the time to learn their industry, build relationships, and develop authentic connections within it. That’s why our candidates trust and respect them.

3. Hiring a transactional recruiting firm

A typical employment staffing agency will just flood your inbox with resumés—and they think they’re doing you a favor.

In reality, now you have to sift through hundreds of pages and figure out which candidates to interview—which is what you hired the agency to do in the first place.

This is just one example of how transactional staffing agencies have become. Landing top talent requires a more strategic approach. And a winning staffing firm will understand that:

  • Going beyond the hard and soft skills to understand what a successful hire looks like
  • Building a plan to fill not just your immediate placement needs, but the next 10, 20, and 30 down the line
  • Creating a strategy that identifies the right employment category for the role (e.g. full-time perm vs. contractor)

4. Not asking about your agency’s talent pipeline

As mentioned above, most top performers aren’t looking for work. Their employers have offered them plenty of incentives to stay where they are.

So if you want to nab them, you need an “in.” Transactional recruiters don’t offer that. Instead, find talent experts who’ve put in the time, effort, and patience to build relationships with their top talent.

I’ll be blunt: most staffing agencies don’t do this. Mainly because it takes a lot of time and resources—with no guarantee of success. But that’s the reason an employment staffing agency like Brightwing can get callbacks from passive talent and open doors that for most agencies are locked shut.

Is it worth it to hire an employment staffing agency?

So we’ve told you how to hire the wrong employment staffing agency. Now, just do the opposite of those four steps, and you’ll hire the right one.

Brightwing prides itself on being different from the competition. Although we’re a bit pricier than the transactional agencies, we offer deep experience in our target industries, talent pipelines that our recruiters have spent years building, and work to build strategic partnerships with all our clients. If you’re ready to stop wasting time with the wrong employment staffing agency and want to start building or rebuilding your talent base, contact us and let’s see if we’re a good fit.[/vc_column_text][/vc_column][vc_column width=”1/4″][/vc_column][vc_column][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”75px”][/vc_column][/vc_row][vc_row css=”.vc_custom_1585078267198{background-image: url(https://brightwingbdev.wpenginepowered.com/wp-content/uploads/2020/03/yellow-rectangle-scaled.jpg?id=27545) !important;}”][vc_column][vc_column_text css=”.vc_custom_1639429065564{margin-bottom: 0px !important;border-bottom-width: 0px !important;padding-top: 10px !important;padding-bottom: 5px !important;}”]

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How To Fill Jobs In Your Automotive Supplier Business

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Do you need to fill positions in your automotive supplier business? Do you want to work for an automotive supplier, but don’t know where to begin? We’ve got everything you need to know to uplevel your hiring or make some money in this article!

There is fierce competition for qualified employees across all industries. Automotive manufacturers are burdened by this fact. Unfortunately, for business owners, now hiring signs and paper ads – or even job postings on job boards – aren’t as effective as they used to be. On the flip side, for jobseekers, this industry is booming with great jobs of all ranges.

 

Finding and Retaining Help Is Easier if You Follow These Four Strategies:

 

1. Set the vision and prepare for change

To understand how the workforce is changing and what the consequences may be, automakers should start by gathering and analyzing data from their own employees. Survey them to understand where their expectations, ambitions, and satisfaction levels stand. Map out the way teams (both formal and informal) work together by analyzing digital communication trails. Work with leaders at all levels to understand their perspectives on the future and catalog anticipated needs. Next, consider analyzing the impact of different outside trends on the workforce – not just those related to the digital economy, but those related to demographic, organizational, and environmental aspects as well.

With all these analyses in tow, automotive companies can anticipate and prepare for some of the major changes ahead. This leaves room to project how many and which kinds of workers you’ll need to add to your headcount or re-train as your company grows. Staffing services are often a smart strategic option to consider when approaching the question of specialized talent, Brightwing is here for you!

2. Determine and design workforce strategies

Great ambitions propel people to action, but automotive companies must understand the challenges ahead. To respond to these trends, organizations must design workforce strategies to identify the best talent pools, analyze how to engage them, and then build a compelling employee brand and value proposition.

Finally, they must leverage partners and technology to gain seamless access to relevant talent pools, expanding the availability of critical skill sets and enabling a more agile organization. Bosch, for instance, established a database to keep track of employees’ skills and knowledge, which can be used for future projects.

3. Deliver the transformation

In order to drive transformation, the employees of a company must be behind it. However, that will only be accomplished if the company leaders are willing to adopt the change and set the example. Automakers will need to implement the roadmap by creating a transformation management office; they will need to train their employees on the new technology platforms and establish effective communication strategies.

 

Signs Of The Best Automotive Companies To Work For

If you are an automotive company owner looking to increase employee retention or if you are an automotive job seeker looking for a job, it is important to consider what makes a company worth working for. 

Competitive Compensation

All workers are looking for fair pay. It is necessary to support yourself and your loved ones. But how do you know that your pay is competitive? It is important to study salary surveys online to make sure you’re not getting cheated out of your well-deserved pay. You can also avoid being taken advantage of by going through a recruiter. Recruiters have insider knowledge of how the jobs they’re filling should be compensated. Thus, they will get you a competitive rate. 

Company Culture

Great companies support and encourage their employees, and their employees show their appreciation by working hard. You need to be aware of what to look for during interviews. Ask about company culture and take note of how the hiring manager talks about employees. Do they use positive or negative language? Are they able to talk about the importance of their team? Do they have an understanding of the needs of their team members and are they openly looking for solutions?

Communication

Communication is key in any work environment. Make sure that the hiring manager is not only a good communicator themselves, but that you ask them about the communication standards within the company. They should be able to clearly and efficiently discuss the methods used to keep employees clued into the information they need. If they are unprepared to communicate this in an interview, they are likely unprepared to properly communicate with their workforce. 

Innovation & Development

Innovation and development are important on two fronts. First of all, you want to work for a company that is using the best practices for their line of work. This includes innovation strategies, safety, and the development of their products. 

Meanwhile, it is equally crucial that the company has your development in mind. You don’t want to join a company just to feel stuck in your position. Many employees have a growth mindset and need a company willing to help them achieve that growth. Ask about promotion opportunities within the company and whether they look internally when hiring for other positions.

 

 

Automotive Jobs Near Me

No technician, engineer, operations professional, manager, or leader should be waiting for jobs to come to them. You must hustle if you want to succeed. 

You’re more likely to get a job if you show employers that you’re a hard worker with a solid education and job training. The most important thing is to remember that job hunting is a journey, so don’t get discouraged. Staffing is a good option to find consistent jobs in the automotive field!

We hope this article has given you great insight into everything from hiring to being hired in the automotive supplier industry. In order to find the perfect business-employee relationship, there are many things to consider. Our team, Brightwing Staffing, is dedicated to helping you! Our customer satisfaction is our top priority. The Brightwing team is confident that if you implement all the tactics outlined in this article, you will succeed in your endeavor regardless of where you are!

DOWNLOAD: 8 Tips for Managing Teams through Crisis

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Smart, empathetic leadership is important all the time, but especially during a crisis.

[/vc_column_text][vc_separator css=”.vc_custom_1592848080942{margin-top: 25px !important;margin-bottom: 25px !important;}”][vc_empty_space][vc_column_text]In this eBook, you’ll find 8 tips for managing your teams through crisis, including how to:

  • support remote employees
  • infuse purpose into daily tasks
  • ward off burnout (for yourself as a leader, and for your team members)

 

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Download our eBook to help you create a sense of purpose and continuity as we live through this pandemic and its after-effects……

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download ebook

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Brightwing — One of Crain’s 2016 Cool Places to Work

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Brightwing--One of Crain's 2016 Coolest Places to Work

 

TROY, MI – Brightwing, a recruiting and staffing company headquartered in Troy, MI, is one of 75 companies named to Crain’s 2016 Cool Places to Work in Michigan list. The Crain’s Detroit Business’ Cool Places program recognizes employers that go above and beyond to make employees feel appreciated. Brightwing was named to Crain’s Cool Places to Work in Michigan list in 2009, 2011, and 2012.

 

To be eligible, companies must be a for-/non-profit business or government entity with a facility in Michigan that has at least 15 employees. The business must be publicly or privately held in operation for at least 1 year. Brightwing was among 31 companies honored in the Medium Employee Category (50 – 249 U.S. employees).

 

“It’s an honor to be recognized as one of the coolest places to work in Michigan,” said Aaron Chernow, CEO of Brightwing. “Brightwing is about people; it’s about championing human potential and creating a work environment and culture around helping employees realize and achieve their true personal and professional potential.”

 

Crain’s hired Harrisburg, PA-based Best Companies Group to gather data and survey employees. The employee part of the process, an 80-question survey used to determine, for example, whether employees are aware of the company’s long-term strategy and whether they feel the company invests in their professional development, accounts for 75 percent of the final ranking.

 

“Brightwing wants its employees to succeed – and employees are genuinely passionate about giving their best every day to help Brightwing succeed,” said Justin Hochstein, Sr. Recruiter at Brightwing. “Brightwing is a family-centric, work hard/play hard environment; we truly care about each other and work hard every day to support each other. It’s an awesome place to work.”

 

In addition to benefits, flexibility, ice-cream runs, on-site fitness room, weekly yoga class, and team lunches, Brightwing goes above and beyond to encourage collaboration and innovation throughout the organization.

 

“We created an innovation room to provide a comfortable space where employees can openly discuss ideas, current projects, and future goals,” Chernow said. “We turned a large wall into a wipe off wall, brought in sofas, foosball table, bubble hockey, and large-screen TV and meeting area to make the room welcoming and versatile to meet a wide range of needs.”

 

Ultimately, being honored as one of Crain’s 2016 Cool Places to Work in Michigan speaks to Brightwing’s passion: people.

 

 

About Brightwing

Founded in 1973, Brightwing is a recruiting and staffing agency dedicated to championing human potential. Brightwing serves engineering/design, information technology, finance/accounting, and human resource positions. Brightwing is headquartered in Troy, MI with offices in Dallas, Texas, Weston, FL, and Pittsburgh, PA (Winter, 2016).

What you missed this week

ben affleckWhile you were learning how to survive in the wilderness, seeing which RB has the best scoring chances for your fantasy football team, and throwing a fit that Ben Affleck will play Batman, we were reading up a storm for you. Here is what you missed this week and what you need to read for your career or job search:

 

  1. For recent grads, aspects of part time positions can reveal what sort of careers would be a best fit (Yahoo)
  2. Are introverts or extroverts more productive? (FastCompany)
  3. Why you should blog to get your next job (Mashable)
  4. How to hypnotize a room with your charisma (Good.co)
  5. How to win someone’s trust without speaking (CareerBright)
  6. The best way to explain being fired to a potential employer (US News)
  7. LinkedIn opened its doors to the 14 and up age range (TechCrunch)
  8. There are incredible sites that help you research awesome companies to work for (The Muse)