Canadian organizations are prioritizing business growth amidst stiff competition for IT talent in a robust job market. Pre-pandemic labor shortages are resurfacing across sectors, impacting all seniority levels. A robust compensation plan is essential to attract talent and leverage growth opportunities amid evolving skills gaps nationwide. To secure IT talent, recruitment teams need a pay rate strategy adaptable to market unpredictability. A quarterly pay rate guide aids in developing Q3 compensation packages, positioning organizations as preferred employers. Rates are based on client job pay, candidate submissions, and placements, subject to market fluctuations.

Join for free to read