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BostonVoyager.com: "Meet Darrin Lang of LABUR"

LABUR in the News
BostonVoyager.com: "Meet Darrin Lang of LABUR"
LABUR CEO and Co-Founder, Darrin Lang, was recently featured in an article by the BostonVoyager on what it's been like to start and run a business in Boston.

LABUR CEO and Co-Founder, Darrin Lang, was recently featured in an article by the BostonVoyager on what it's been like to start and run a business in Boston.

Here's an excerpt:

Thanks for sharing your story with us Darrin. So, let’s start at the beginning and we can move on from there.
My business partner Seth Burr and I had an inclination to capitalize on putting the human back in human capital. We both had come up in a large, publicly traded, global staff augmentation firm and we saw an opportunity to create a business that was based on white glove service and lifelong relationships. We understood at a fundamental level, that this type of business needed to feel more like a relationship and less like a transaction.
We started out very humbly in home offices and have since expanded into a multi-million dollar company with headquarters in downtown Boston. But for us, it is still all about the people we get to do work with every day. That’s our number one focus – it always has been and it always will be. Relationships to us come first.
 
 
Overall, has it been relatively smooth? If not, what were some of the struggles along the way?
Building LABUR has come with a lot of sleepless nights. And relationships aren’t made in a day, they take time, so it has been a slow but deliberate climb.

 

To read the rest of the interview with Darrin, check out "Meet Darrin Lang of LABUR" on BostonVoyager.com.

LABUR 1 of 170 Firms Now Working with Gradifi to Offer Student Loan Repayment Benefit to Their Employees

LABUR in the News
LABUR 1 of 170 Firms Now Working with Gradifi to Offer Student Loan Repayment Benefit to Their Employees
Gradifi’s new clients include LABUR, Sebak and Monner Associates, Michael Jordan Appraisals Inc., Everest Global Services Inc., and NoTime2Chill.

40 companies in past two months sign up to work with Gradifi; Innovative HR benefit helps employees pay down debt faster

BOSTON--()--Gradifi, a leader in student loan pay down benefits programs, today announced that 20 more companies in August signed up to offer Gradifi’s SLP Plan™ (Student Loan Paydown) benefit to employees.

Gradifi’s new clients include LABUR, Sebak and Monner Associates, Michael Jordan Appraisals Inc., Everest Global Services Inc., and NoTime2Chill. These companies join progressive workplaces currently offering the SLP Plan, such as PricewaterhouseCoopers (PwC), Peloton and Penguin Random House.

Gradifi has agreements with more than 170 companies across the U.S. for its innovative student loan repayment program. In the past two months, 40 companies have agreed to offer Gradifi’s SLP plan, which enables employers to make a monthly contribution to pay down an employee’s debt.

For an employee with a loan balance of $26,500 – the median amount borrowed for a bachelor’s degree – a $100 per month employer contribution for a loan at 4% over 10 years would save over $10,000 in principal and interest. The employer contribution would result in a 30% reduction in total payments, and the loan would be paid off three years faster.

Seth Burr, co-founder and COO of Boston-based LABUR, LLC., said, “For us, offering this plan to our employees was a no-brainer. If we have associates who are distracted by thoughts of things like how they are going to pay off their student loan debt, they are less focused and less likely to be as successful as they could be if they didn’t have the stress of those outside thoughts. We established LABUR as a way to influence how other people achieve success. This is a tool to help us do that.”

Tim DeMello, founder and CEO of Gradifi, said, “A growing number of people with student loan debt are putting off major life decisions. Employers who offer a student loan repayment benefit not only help their employees, but also gain a clear competitive advantage in recruiting highly skilled workers burdened by student loan debt.”

About Gradifi
Gradifi is a best-in-class, student loan repayment solution addressing the nation's student loan problem. Gradifi helps organizations attract and retain talent by enabling employers to make direct contributions to their employees’ student loans and accelerate the pay-off of the debt. A wholly owned subsidiary of First Republic Bank (NYSE:FRC), Boston-based Gradifi offers the SLP Plan™ (Student Loan Paydown) benefit to employers of all sizes and is endorsed by the American Bankers Association through its Corporation for American Banking subsidiary. To learn more, visit www.gradifi.com or twitter.com/gradifi.

About LABUR
LABUR was started with one mission: to engage and retain the right professionals for the right opportunities, and to do it better. In a predominantly transactional industry, LABUR builds trusted relationships to deliver high value staffing and advisory services to meet the strategic needs of companies.

Execution takes talent—and insight, which is why LABUR has been a chosen partner for several Fortune 500 businesses, shepherding complex enterprise-wide initiatives by providing the domain expertise, talent guidance and staff to deliver real results.

We are people powered and technology driven. We are the strategy, solutions and execution, where business initiatives and technology collide.

Contacts

for Gradifi
Elizabeth Yekhtikian, 617-686-9541
gradifi@inkhouse.com

for LABUR
​Brittney Murray, 617-850-9029
brittney@LABUR.com

 

LABUR COO Seth Burr Named to SIA ’40 Under 40’ List

LABUR in the News
LABUR COO Seth Burr Named to SIA ’40 Under 40’ List
Staffing Industry Analysts (SIA) published its ‘40 Under 40’ list last week – of those recognized is LABUR COO Seth Burr.

 

BOSTON, Massachusetts – August 1, 2017 – Staffing Industry Analysts (SIA), the global advisor on staffing and workforce solutions, published its ‘40 Under 40’ list last week, recognizing a unique set of leaders on the cutting-edge of the world of work in North America.

The 40 individuals named to the list hail from around the workforce solutions ecosystem, reflecting the diversity and the connectivity that is at the core of success for these leaders. The list is not a ranking but a recognition of up-and-coming professionals taking the industry forward. The list is sponsored by Monster Worldwide, Inc.

“The 40 under 40 set the bar high with their achievements against the backdrop of today’s increasingly interconnected landscape,” said Subadhra Sriram, Publisher and Editor, SIA. “We are excited to acknowledge their contributions and standout performances across industry sectors.”

On the list of those recognized is LABUR COO Seth Burr, who founded LABUR in 2008 with college friend, Darrin Lang.

“My passion for staffing started when I saw the opportunity in the industry to do more by giving back,” said Burr. “It’s a way to make a living, but it’s also a way to influence how other people achieve success, and I love that. Our focus here has always been on the individual in front of us, not on how to scale that but on how to thoughtfully expand our influence.”

Burr was recognized for his part in developing LABUR’s proprietary matching process, which stemmed from the void he and the firm saw in the marketplace as it relates to vetting by competing companies. Burr et al believe a deeper dive into the less measurable human components, like behavior and character, are equal to, if not more important than, matching on a hard skill set level. Their thoughts: niche skills will forever be changing, but the need for people of integrity and strong character will always be in demand.

LABUR’s consistent client growth and retention can be attributed to Burr’s innovation in LABUR’s industry-leading, real-time sourcing methodology.

“I’m excited to see how technology and our clients’ challenges evolve over the next few years, and to see how we can evolve with them,” said Burr.

In addition to Burr’s recognition on the ’40 Under 40’ list, this year, LABUR was also recognized by the SIA for being one of the ‘Best Staffing Firms to Temp For.’

The 40 Under 40 website debuted last week, featuring the honorees and their notable accomplishments. The website can be viewed at http://40under40.staffingindustry.com/. Seth Burr’s profile can be viewed at http://40under40.staffingindustry.com/seth-burr/. The list, along with the profiles of those recognized, also premieres in print in the July/August 2017 issue of Staffing Industry Review. A reception is planned to honor these talented leaders at the SIA’s upcoming Collaboration in the Gig Economy conference, September 13-14, 2017, in Dallas.

 

About LABUR

LABUR was started with one mission: to engage and retain the right professionals for the right opportunities, and to do it better. In a predominantly transactional industry, LABUR builds trusted relationships to deliver high value staffing and advisory services to meet the strategic needs of companies.

Execution takes talent—and insight, which is why LABUR has been a chosen partner for several Fortune 500 businesses, shepherding complex enterprise-wide initiatives by providing the domain expertise, talent guidance and staff to deliver real results.

We are people powered and technology driven. We are the strategy, solutions and execution, where business initiatives and technology collide.

 

About Staffing Industry Analysts (SIA) 

Founded in 1989, SIA is the global advisor on staffing and workforce solutions. Our proprietary research covers all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labor. SIA’s independent and objective analysis provides insights into the services and suppliers operating in the workforce solutions ecosystem including staffing firms, managed service providers, recruitment process outsourcers, payrolling/compliance firms and talent acquisition technology specialists such as vendor management systems, online staffing platforms, crowdsourcing and online work services. We also provide training and accreditation with our unique Certified Contingent Workforce Professional (CCWP) program.

Known for our award-winning content, data, support tools, publications, executive conferences and events, we help both suppliers and buyers of workforce solutions make better-informed decisions that improve business results and minimize risk. As a division of the international business media company, Crain Communications Inc., SIA is headquartered in Mountain View, California, with offices in London, England.

 

 

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Media Contacts

Brittney Murray, Marketing Consultant, LABUR

brittney@labur.com | 603-504-2024 | www.labur.com

 

Jennifer Arcuni Communications Director, Staffing Industry Analysts

jarcuni@staffingindustry.com | 650-390-6171 | www.staffingindustry.com

 

4th Annual Home Base Golf Outing Brings Total Funds Raised by LABUR, LLC to $150,000

LABUR in the News
4th Annual Home Base Golf Outing Brings Total Funds Raised by LABUR, LLC to $150,000
Nearly 80 golfers teed off in support of the military community during the 4th annual Home Base Golf Outing at the Pocasset Golf Club on Monday, June 26.

June 26: Pocasset Golfers Hit the Green to Fundraise for Military Mental Health

POCASSET, MA (June 28, 2017) – Nearly 80 golfers teed off in support of the military community during the 4th annual Home Base Golf Outing at the Pocasset Golf Club on Monday, June 26. Organized by Darrin Lang and Seth Burr of LABUR, LLC in Boston, the event raised nearly $45,000 this year, bringing the net total of funds raised since the outing’s inception to $150,342. The money raised goes to support the clinical care and support services provided by Home Base, a Red Sox Foundation and Massachusetts General Hospital Program in healing the invisible wounds for Post-9/11 Veterans, Service Members and their Families.

“No organization has done more to fill the void in Veteran’s mental well-being than Home Base,” says event organizer Darrin Lang. “On the outside, this event is a golf tournament, but each swing of the club is a force easing Veterans back into a normal life.”

Since 9/11, nearly 3 million people have voluntarily deployed around the world and the percentage of those returning with post-traumatic stress (PTS) and traumatic brain injury (TBI) is staggering. In Massachusetts alone, 1 in 3 of the 34,000 Post-9/11 Veterans who come home live with an invisible wound such as PTS, TBI, anxiety, depression and co-occurring substance use disorder.

“We have the opportunity to make a difference in the lives of the men and women who have valiantly served our country,” added event co-host Seth Burr. “We are humbled by the outpouring support of our community and those who have helped make this year’s golf fundraiser a success.”

The General Golf entry fee included one spot in the tournament and an invitation to the Home Base reception dinner, where participants had the opportunity to meet Home Base staff and Veteran beneficiaries of Home Base. 

“We are so grateful for the efforts of Darrin and Seth and the Pocasset golf community for going above and beyond to ensure our Veterans and their Families receive the care and support they need, long after their mission is complete,” added Brigadier General (ret.) Jack Hammond, Executive Director for Home Base. 

For more information about the 4th Annual Home Base Golf Outing at Pocasset Golf club, or to make a donation to Home Base, please click here.

 

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About LABUR: LABUR was founded by two friends, competitive in everything they do, and passionate about business and the talent it takes to run one. Darrin Lang and Seth Burr—their last names combining to form the name of the firm, LABUR—have pioneered the notion that an actionable talent strategy is imperative in business today. Specializing in technology and business process optimization, the LABUR team is also dedicated to helping clients manage evolving regulatory compliance demands. LABUR’s Advisory Services practice and the professionals they place have in-depth, hands-on experience with: project management, technology architecture, development and implementation, business analysis, information management, accounting, financial analysis and regulatory compliance. Execution takes talent—and insight, which is why LABUR has been a chosen partner for several Fortune 500 businesses, shepherding complex enterprise-wide initiatives by providing the domain expertise, talent guidance and staff to deliver real results. Proudly, LABUR’s industry expertise includes financial services, healthcare, technology, pharmaceuticals, bio-technology, medical devices, consumer products and private equity companies. For more information, please go to: www.LABUR.com.

About Home Base: Home Base, Red Sox Foundation and Massachusetts General Hospital Program, is dedicated to healing the Invisible Wounds for Post-9/11 Veterans, Service Members and their Families through world-class clinical care, wellness, education and research. Home Base operates the first and largest private-sector clinic in the nation devoted to healing Invisible Wounds such as post-traumatic stress disorder, traumatic brain injury, anxiety, depression, co-occurring substance use disorder, military sexual trauma, family relationship challenges and other issues associated with military service. Since its inception, Home Base has served more than 11,000 Veterans and Family Members with care and support, trained more than 45,000 clinicians, educators and community members nationally and remains at the forefront of discovering new treatments-- ensuring a brighter future for the 21st century Warrior and Military Family. For more information please visit www.homebase.org.

 

Media Contact:

Brittney Murray
brittney@labur.com
(617) 850-9029

 

MA Executives Rally to Fight #1 Cause of Workplace Disability

LABUR in the News
MA Executives Rally to Fight #1 Cause of Workplace Disability
MA Executives Rally to Fight #1 Cause of Workplace Disability

Darrin Lang is one of 100 Massachusetts executives who have joined the campaign from the National Alliance on Mental Illness of Massachusetts. 

The CEOs Against Stigma campaign was started in an effort to combat the stigma against mental health in the workplace. LABUR’s Darrin Lang signed on to CEOs Against Stigma in order to support the cause, which has finally reached 100 CEOs! LABUR is proud to support NAMI Mass and CEOs Against Stigma.

Read more about this milestone on the NAMI Mass website, here.

Boston Partners in Education Board Position Earns Recognition for LABUR CEO, Darrin Lang

LABUR in the News
Boston Partners in Education Board Position Earns Recognition for LABUR CEO, Darrin Lang
Boston Partners in Education Board Position Earns Recognition for LABUR CEO, Darrin Lang
CEO Darrin Lang has received notable recognition for his board position at Boston Partners in Education in recent days.
 
On October 5, Darrin Lang was featured in the Boston Business Journal’s “People on the Move” section for his work as a Board Member for Boston Partner’s in Education. Take a look at Lang’s “People on the Move” bio here
 
Several days later, on October 7, Lang was recognized in the State House News Service for his recent appointment to the Boston Partners in Education board.
 
“Boston Partners in Education, a nonprofit which provides in-classroom academic mentoring to Boston Public Schools students, has appointed three new members to its 28-person board… Lang is co-founder and CEO of LABUR Consulting, a Boston-based staff augmentation and human capital management firm. He volunteers as a “Big Cheese Reader” reading to students in local classrooms, and is also a Home Base Program advisory board member.”
 

Inc. Magazine Unveils 34th Annual List of America’s Fastest-Growing Private Companies—the Inc. 5000

LABUR in the News
Inc. Magazine Unveils 34th Annual List of America’s Fastest-Growing Private Companies—the Inc. 5000
LABUR Ranks No. 2705 on the 2015 Inc. 5000 with Three-Year Sales Growth of 135%

LABUR Ranks No. 2705 on the 2015 Inc. 5000 with Three-Year Sales Growth of 135%

NEW YORK, August 12, 2015 – Inc. magazine today ranked LABUR NO. 2705 on its 34th annual Inc. 5000, an exclusive ranking of the nation's fastest-growing private companies. The list represents the most comprehensive look at the most important segment of the economy—America’s independent entrepreneurs. Companies such as Yelp, Pandora, Timberland, Dell, Domino’s Pizza, LinkedIn, Zillow, and many other well-known names gained early exposure as members of the Inc. 5000.

“We’re thrilled to have made the Inc. 5000 list for the second year in a row,” said Darrin Lang, LABUR co-founder and CEO. “We underwent a rebrand earlier this year that further defined our specialty services and sales focus. We’ve already seen positive gains in the few months since then and hope to continue to see year-over-year growth and climb reputable lists like the Inc. 5000.”

The 2015 Inc. 5000, unveiled online at Inc.com and with the top 500 companies featured in the September issue of Inc. (available on newsstands August 18 to September 22) is the most competitive crop in the list’s history. The average company on the list achieved a mind-boggling three-year growth of 490%. The Inc. 5000’s aggregate revenue is $205 billion, generating 647,000 jobs over the past three years. Complete results of the Inc. 5000, including company profiles and an interactive database that can be sorted by industry, region, and other criteria, can be found at www.inc.com/inc5000.

"The story of this year’s Inc. 5000 is the story of great leadership. In an incredibly competitive business landscape, it takes something extraordinary to take your company to the top,” says Inc. President and Editor-In-Chief Eric Schurenberg. “You have to remember that the average company on the Inc. 5000 grew nearly six-fold since 2012. Business owners don’t achieve that kind of success by accident."

The annual Inc. 5000 event honoring all the companies on the list will be held from October 21 through 23, 2015 in Orlando. Speakers include some of the greatest entrepreneurs of this and past generations, such as Marcus Lemonis, host of the CNBC show “The Profit,” Robert Herjavec, one of the main "sharks" on ABC-TV’s “Shark Tank,” KIND Founder and CEO Daniel Lubetzky, and Co-Founder of Goodshop.com JJ Ramberg.

About LABUR
LABUR was founded by two friends, competitive in everything they do, and passionate about business and the talent it takes to run one.

Darrin Lang and Seth Burr—their last names combining to form the name of the firm, LABUR—have pioneered the notion that an actionable talent strategy is imperative in business today.

While we specialize in technology and business process optimization, the LABUR team is also dedicated to helping our clients manage evolving regulatory compliance demands. Our retained professionals have in-depth, hands-on experience with: project management, technology architecture, development and implementation, business analysis, information management, accounting, financial analysis and regulatory compliance.

Execution takes talent—and insight, which is why LABUR has been a chosen partner for several Fortune 500 businesses, shepherding complex enterprise-wide initiatives by providing the domain expertise, talent guidance and staff to deliver real results.

Proudly, our retained professionals have extensive industry experience in the financial services, healthcare, technology, pharmaceuticals, bio-technology, medical devices, consumer products and private equity industries.

Media contact:
Dessa Payne, LABUR associate
(617) 850-9029
Dessa@LABUR.com

More about Inc. and the Inc. 500|5000

Methodology:
The 2015 Inc. 5000 is ranked according to percentage revenue growth when comparing 2011 to 2014. To qualify, companies must have been founded and generating revenue by March 31, 2011. They had to be U.S.-based, privately held, for profit, and independent--not subsidiaries or divisions of other companies--as of December 31, 2014. (Since then, a number of companies on the list have gone public or been acquired.) The minimum revenue required for 2011 is $100,000; the minimum for 2014 is $2 million. As always, Inc. reserves the right to decline applicants for subjective reasons. Companies on the Inc. 500 are featured in Inc.'s September issue. They represent the top tier of the Inc. 5000, which can be found at http://www.inc.com/5000.  

About Inc. Media:
Founded in 1979 and acquired in 2005 by Mansueto Ventures, Inc. is the only major brand dedicated exclusively to owners and managers of growing private companies, with the aim to deliver real solutions for today's innovative company builders.  Winner of the National Magazine Award for General Excellence in both 2014 and 2012. Total monthly audience reach for the brand has grown significantly from 2,000,000 in 2010 to over 13,000,000 today.  For more information, visit www.inc.com.

The Inc. 500|5000 is a list of the fastest-growing private companies in the nation. Started in 1982, this prestigious list of the nation's most successful private companies has become the hallmark of entrepreneurial success. The Inc. 5000 Conference & Awards Ceremony is an annual event that celebrates their remarkable achievements. The event also offers informative workshops, celebrated keynote speakers, and evening functions.

For more information on Inc. and the Inc. 5000 Conference, visit http://www.inc.com/.

For more information contact:
Drew Kerr, Inc. Media
212-849-8250
drew@four-corners.com 

LABUR Honored as Bronze Stevie® Award Winner in 2015 American Business Awards

LABUR in the News
LABUR Honored as Bronze Stevie® Award Winner in 2015 American Business Awards
LABUR was presented with a Bronze Stevie® Award in the Support Staffer of the Year category in the 13th Annual American Business Awards in Chicago on Monday night

Winners in first of two ABA awards events were presented on June 22 in Chicago

BOSTON – June 24, 2015 – LABUR was presented with a Bronze Stevie® Award in the Support Staffer of the Year category in the 13th Annual American Business Awards in Chicago on Monday night.

The American Business Awards are the nation’s premier business awards program. All organizations operating in the U.S.A. are eligible to submit nominations – public and private, for-profit and non-profit, large and small.

Nicknamed the Stevies for the Greek word meaning “crowned,” the awards were presented to winners during a gala banquet on Monday, June 22 at the Fairmont Chicago Millennium Park Hotel.  More than 400 nominees and their guests attended. 

Monday night’s awards were presented in two ceremonies, before and after dinner. The after-dinner presentation were broadcast live nationwide by BizTalkRadio. The pre-dinner presentations were taped and will be broadcast by BizTalkRadio this Thursday, June 25 at 8:00 pm ET.

The 2015 American Business Awards will be presented at two awards events: Monday’s banquet in Chicago, and at the new products awards banquet on Friday, September 11 in San Francisco.

More than 3,300 nominations from organizations of all sizes and in virtually every industry were submitted this year for consideration in a wide range of categories, including Startup of the Year, Executive of the Year, Best New Product or Service of the Year, Marketing Campaign of the Year, Live Event of the Year, and Human Resources Department of the Year, among others. LABUR’S Dessa Payne was nominated in the Support Staffer of the Year category.

Described as having “the best bed side manners in finance and administrative functions north of the Mason Dixon” by her employer, LABUR, a business and technology staffing and consulting firm out of Boston, Payne handles all financial correspondence on behalf of LABUR’S consultants, including the collection of all tax information and documentation, payment and record keeping. She also handles all HR related duties for both internal and external consultants, in addition to A/P, A/R and billing for the firm.

“We are incredibly proud of this acknowledgement, and we’re so grateful for people like Dessa,” said LABUR COO Seth Burr. “Among a variety of other critical tasks, Dessa ensures all of our consultants are paid accurately and on time. Without her, our organization could not function nearly as smoothly or efficiently—and she does everything with a smile. She’s our rock.”

More than 200 executives worldwide participated in the judging process to select this year’s Stevie Award winners.

“We are extremely impressed with the quality of the entries we received this year. The competition was intense and every organization that won should be proud,” said Michael Gallagher, president and founder of the Stevie Awards. “To those outstanding individuals and organizations that received Gold, Silver, and Bronze Stevie Awards, the judges and I are honored to celebrate your many accomplishments. You are setting a high standard for professionals nationwide.”

Details about The American Business Awards and the lists of Stevie winners who were announced on June 22 are available at www.StevieAwards.com/ABA.   

About LABUR
LABUR was founded by two friends, competitive in everything they do, and passionate about business and the talent it takes to run one.

Darrin Lang and Seth Burr—their last names combining to form the name of the firm, LABUR—have pioneered the notion that an actionable talent strategy is imperative in business today.

While we specialize in technology and business process optimization, the LABUR team is also dedicated to helping our clients manage evolving regulatory compliance demands. Our retained professionals have in-depth, hands-on experience with: project management, technology architecture, development and implementation, business analysis, information management, accounting, financial analysis and regulatory compliance.

Execution takes talent—and insight, which is why LABUR has been a chosen partner for several Fortune 500 businesses, shepherding complex enterprise-wide initiatives by providing the domain expertise, talent guidance and staff to deliver real results.

Proudly, our retained professionals have extensive industry experience in the financial services, healthcare, technology, pharmaceuticals, bio-technology, medical devices, consumer products and private equity industries.

About The Stevie Awards
Stevie Awards are conferred in six programs: the Asia-Pacific Stevie Awards, the German Stevie Awards, The American Business Awards, The International Business Awards, the Stevie Awards for Women in Business, and the Stevie Awards for Sales & Customer Service. Stevie Awards competitions receive more than 10,000 entries each year from organizations in more than 60 nations. Honoring organizations of all types and sizes and the people behind them, the Stevies recognize outstanding performances in the workplace worldwide. Learn more about the Stevie Awards at http://www.StevieAwards.com.

Sponsors and partners of The 2015 American Business Awards include BizTalkRadio, CallidusCloud, Engility, Fareportal, John Hancock, PetRays, and Softpro.

Media contact:
Darrin Lang, LABUR CEO
(617) 850-9029
Darrin@LABUR.com

 

LABUR Named No. 40 on BBJ Pacesetters List

LABUR in the News
LABUR Named No. 40 on BBJ Pacesetters List
LABUR attends Pacesetters Breakfast held on April 16, 2015, named number 40 on list of fastest-growing private companies in Massachusetts

LABUR attends Pacesetters Breakfast held on April 16, 2015, named number 40 on list of fastest-growing private companies in Massachusetts

BOSTON, April 22, 2015 – LABUR, which was listed as number 11 on last year’s Pacesetters list, was listed this year as number 40.

The Boston Business Journal’s Pacesetters list acknowledged those private companies in Massachusetts with the fastest growth rate between 2011 and 2014 at its annual breakfast on Thursday, April 16, 2015.

Held at The Westin Copley Place in Boston, attendees from the top 70 privately held businesses, with baseline revenues of $1 million for 2014, included Mobiquity (no. 1), CarGurus (no. 2) and Acceleration Partners (no. 3). To view the top ten 2015 Pacesetters, click here.

LABUR recorded a 137 percent growth in revenue between 2011 and 2014.

“LABUR is proud to be in the presence of such great Boston-based companies. It’s an honor and we congratulate our fellow Pacesetters,” said CEO Darrin Lang. “We are indebted to our employees and consultants who make acknowledgements like this possible, without them, our business would not be possible.”

About LABUR
LABUR was founded by two friends, competitive in everything they do, and passionate about business and the talent it takes to run one.

Darrin Lang and Seth Burr—their last names combining to form the name of the firm, LABUR—have pioneered the notion that an actionable talent strategy is imperative in business today.

While we specialize in technology and business process optimization, the LABUR team is also dedicated to helping our clients manage evolving regulatory compliance demands. Our retained professionals have in-depth, hands-on experience with: project management, technology architecture, development and implementation, business analysis, information management, accounting, financial analysis and regulatory compliance.

Execution takes talent—and insight, which is why LABUR has been a chosen partner for several Fortune 500 businesses, shepherding complex enterprise-wide initiatives by providing the domain expertise, talent guidance and staff to deliver real results.

Proudly, our retained professionals have extensive industry experience in the financial services, healthcare, technology, pharmaceuticals, bio-technology, medical devices, consumer products and private equity industries.

Media contact:
Dessa Payne
(617) 850-9029
Dessa@LABUR.com 

LABUR Reveals New Tagline, Debuts on Redesigned Website

LABUR in the News
LABUR Reveals New Tagline, Debuts on Redesigned Website
‘Better People, Better Business’ announced as new tagline for Boston-based IT staffing and consulting firm, LABUR, comes as they debut new website

‘Better People, Better Business’ announced as new tagline for Boston-based IT staffing and consulting firm, LABUR, comes as they debut new website

BOSTON, April 15, 2015 – LABUR, which has been in business since 2008, today debuted their new messaging on a redesigned website. In addition to a refined services offering and a new blog platform, LABUR.com houses a comprehensive job listing for those professionals looking for IT projects and job opportunities in and around the Boston area.

“We’re really proud of this website and our new messaging,” said Darrin Lang, co-founder and CEO of LABUR. “What started out as a home office-based business of just two of us is now a multi-million dollar, high end consultancy and staffing firm located in downtown Boston – and we needed new representation to illustrate that growth and that change.”

LABUR, which has again this year been acknowledged as a Boston Business Journal’s Pacesetter, an annual list of the fastest-growing private companies in Massachusetts, recorded a 137 percent growth in revenue since 2011.

“We’re making all the right investments,” continued Lang. “We have a great internal team with a lot of industry experience, a network of qualified professionals that meet – and really surpass – the needs of our clients and we’re going after the business that can really benefit from the high-end consultancy and staffing that we bring to the table.”

 

About LABUR

LABUR was founded by two friends, competitive in everything they do, and passionate about business and the talent it takes to run one.

Darrin Lang and Seth Burr—their last names combining to form the name of the firm, LABUR—have pioneered the notion that an actionable talent strategy is imperative in business today.

While we specialize in technology and business process optimization, the LABUR team is also dedicated to helping our clients manage evolving regulatory compliance demands. Our retained professionals have in-depth, hands-on experience with: project management, technology architecture, development and implementation, business analysis, information management, accounting, financial analysis and regulatory compliance.

Execution takes talent—and insight, which is why LABUR has been a chosen partner for several Fortune 500 businesses, shepherding complex enterprise-wide initiatives by providing the domain expertise, talent guidance and staff to deliver real results.

Proudly, our retained professionals have extensive industry experience in the financial services, healthcare, technology, pharmaceuticals, bio-technology, medical devices, consumer products and private equity industries.

 

Media contact:
Dessa Payne
(617) 850-9029
Dessa@LABUR.com

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LABUR: Coming to a Campus Near You

Events
LABUR: Coming to a Campus Near You
This fall, we’ll be out and about meeting with students for internship and full-time sales and recruiting opportunities with our firm. Check the schedule to see if we'll be on your campus.

This fall, we’ll be out and about meeting with students and alumni for internship and full-time sales and recruiting opportunities with our firm.

Be sure to come visit us to learn about what a career in the staffing and recruiting industry is like (#LifeatLABUR) and how we are doing it differently (#LABURoflove).

Here’s where you can find us this fall:

Boston College
2017 Fall Career & Internship Fair
September 12, 2017
1:00 PM – 5:00 PM

Each year, the Career Center hosts a Fall Career & Internship Fair featuring for-profit and non-profit organizations seeking students for full-time and internship opportunities. In conjunction with the Fair, there is an optional Reverse Career Fair preceding the fair. This event provides an opportunity for employers to connect directly with student organizations focused on academic, pre-professional and diversity interests.

Boston College students from all class years and majors are welcome to attend.

So far, nearly 250 students are registered to attend and nearly 150 companies will be represented, including LABUR.

UMass Amherst
Isenberg Career Day
September 27, 2017
11:00 AM – 4:00 PM

This event is organized by the Isenberg School of Management, and all majors are invited to attend.

LABUR will be one of 85 firms anticipated to be in attendance.

Following the career fair, LABUR CEO and Co-Founder, Darrin Lang, will be speaking with the UMass Sales Club on careers in sales. After the talk, there will be the opportunity to network.

Northeastern University
Career Fair Fall 2017
October 5, 2017
11:30 AM – 3:30 PM

Traditionally, the Fall October Fair and Spring February Fair have attracted over 5,500 students and alumni from all majors, as well as over 500 employers, including government and nonprofit agencies.

Northeastern University’s Co-op and Career Development Career Fairs provide employers with the ability to connect with undergraduate, graduate students, as well as alumni who are exploring co-op, internships and full-time opportunities.

We look forward to seeing you this fall!

4th Annual Home Base Golf Outing

Events
4th Annual Home Base Golf Outing
LABUR to host Fourth Annual Home Base Golf Outing on June 26

After the original scheduled outing in May was rained out, LABUR will now host its Fourth Annual Home Base Golf Outing on June 26, 2017 at the Pocasett Golf Club.

Home Base, a Red Sox Foundation and Massachusetts General Hospital Program, works to heal the invisible wounds for Post-9/11 Veterans, Service Members and their Families through clinical care, wellness, education and research. Since 2009, Home Base has been a beacon of hope for the 21st century warrior and military family.

For more information on the event, or to sponsor and sign-up, click here.

Thank you to everyone who continues to support LABUR and the Home Base Program.

MLK Summer Scholars Luncheon

Events
MLK Summer Scholars Luncheon
MLK Summer Scholars Luncheon with Boston Partners in Education

LABUR’s Darrin Lang participated in the MLK Scholar’s Luncheon at Liberty Mutual on July 20. The luncheon gave board members of Boston Partners in Education the opportunity to meet the MLK Summer Scholars – 3 Boston high school students, working with Boston Partners in Education during their summer vacations. The scholars were able to meet with Boston professionals, learn about the corporate world and share with the board why they are participating in the MLK Summer Scholars program.

The luncheon was one of many events that gives the Summer Scholars a chance to learn about Boston’s corporate community. The summer program also provides students the chance to build meaningful relationships with other youth as well as volunteers, while learning valuable life skills.

Looking to get involved with Boston’s youth? Boston Partners in Education and the MLK Summer Scholars Program are always open to new volunteers. Get involved with Boston Partners at http://bostonpartners.org/get-involved/ and with the MLK Summer Scholars program at http://www.johnhancock.com/corporateresponsibility/volunteers.html

JPMorgan Corporate Challenge

Events
JPMorgan Corporate Challenge
LABUR participates in 33rd annual Boston 5k

LABUR participated in the 33rd annual JPMorgan Corporate Challenge in Boston on June 9, 2016 along with nearly 10,000 other participants. This is the 40th consecutive year of operation for this celebration of corporate teamwork, camaraderie and community.

The race, which takes place in the heart of Boston, is a great chance for companies to get together and take part in a challenge.

This year’s event beneficiary was City Year Boston, working to bridge the gap in high-poverty communities between the support the students in the communities actually need, and what their schools are designed to provide.

 

3rd Annual Home Base Golf Outing

Events
3rd Annual Home Base Golf Outing
LABUR hosts 3rd annual event for Home Base Program

LABUR hosted our third Home Base Golf outing on Monday, May 23.

Home Base is dedicated to healing the Invisible Wounds of War for Post-9/11 Service Members, Veterans and Families through clinical care, fitness and wellness-based programs, community outreach, education and research. The Home Base Program is a partnership between the Red Sox Foundation and Massachusetts General Hospital dedicated to improving the lives of veterans who have returned from Iraq and Afghanistan with combat or deployment related stress and/or traumatic brain injury. To learn more about Home Base, go to www.homebaseprogram.org.

Thank you to all the participants, those who donated, and those who support LABUR and the Home Base Program. A special thank you to the brave individuals who have and continue to volunteer to serve our country.

 

2nd Annual Home Base Golf Outing

Events
2nd Annual Home Base Golf Outing
LABUR hosted its Second Annual Home Base Golf Outing, raised nearly $100,000

LABUR hosted its second annual Home Base Golf Outing on Monday, September 21, 2015.

Between the two tournaments Seth Burr and Darrin Lang have co-chaired, the firm has raised nearly $100,000 on behalf of the Home Base Program.

The Home Base Program is a partnership between the Red Sox Foundation and Massachusetts General Hospital dedicated to improving the lives of veterans who have returned from Iraq and Afghanistan with combat or deployment related stress and/or traumatic brain injury. To learn more about Home Base go to www.homebaseprogram.org.

Thank you to everyone who donated, golfed and continue to support LABUR and the Home Base Program!

2015 Run to Home Base

Events
2015 Run to Home Base
The 2015 Run to Home Base is a 9K run and 2 mile walk fundraising event scheduled for July 25, 2015.

When: 
July 25, 2015

All funds raised benefit the Red Sox Foundation and Massachusetts General Hospital Home Base Program. The Home Base Program is dedicated to healing the invisible wounds of war for post 9/11 veterans and their families.

LABUR founders, Darrin Lang and Seth Burr, are honored to be serving as Board Members to the Home Base Program, and have been since 2013. 

Join us for this event to support a great cause. Register here

My Tips for Starting a Career in Sales by Darrin Lang

From the Blog
My Tips for Starting a Career in Sales by Darrin Lang
Darrin shares his beliefs, best practices and favorite books on becoming your best professional self.

I recently had the pleasure of addressing a bright group of aspiring sales professionals while visiting UMass Amherst.

The conversation, and their questions that ensued, inspired me to want to share a little of what we discussed.

Whether you are just starting out in sales or you have been in business for a while, it is always good to be part of an engaging dialogue about trends, statistics and tips that impact the role you are in, or aspire to have one day.

 

Sales Stats, and Why It’s Important to Follow-Up:

 

·       48% of sales people never follow up with a prospect.

·       25% of sales people make a second contact, and stop.

·       12% of sales people only make three contacts, and stop.

·       Only 10% of sales people make more than three contacts.

·       2% of sales are made on the first contact.

·       3% of sales are made on the second contact.

·       5% of sales are made on the third contact.

·       10% of sales are made on the fourth contact.

·       80% of sales are made on the fifth to twelfth contact.

*Source: grantcardone.com

People underestimate how much follow-up is needed in order to be successful, especially in sales. In the fast-paced, oversaturated and overstimulated world we live in, just because someone doesn’t get back to you the first time (or the second time or the third time) does not mean they will not eventually buy from you or need your services.

In sales, it is important to be motivated by the long-term relationship, rather than by any short-sighted, transactional sell.

Which is why the most successful people in sales are authentic, persistent and deliberate. They build success on relationships, and make genuine and consistent connections.

 

Tip no.1 – Grow your network by one person every day.

 

 

What You Should Know About a Career in Sales

It is the most challenging, and rewarding career you may ever have.

Sales is hard, and requires hard work. But, most people love to buy and they especially love to buy from people they like. Relationships are key to this.

Relationships are also key to leading someone through the sales funnel – and activity almost always makes up for a lack of skill. So, don’t worry if you don’t come with years of esteemed experience. As long as you are genuine and making the calls and getting the meetings, the sale will follow – no matter what it is you are actually selling.

One aspect of sales that nobody ever talks about are the challenges. Everyone always talks about the upside of sales and how much earning potential there is, which is of course true – the sky is the limit you’re willing to travel to in my office – but it’s important to recognize the adverse reality that is sales.

The numbers I shared tell a story, and that is that persistence leads to success, but also that rejection is constant. It’s important to build up a tolerance and to not take ‘no’ personally. I like to tell my team that you can’t have a glass jaw in this job.

 

Tip no.2 – Prepare for objections so you can proactively address them head on.

 

 

The Science of Selling

Numbers do not lie, which is why in sales, the most successful people follow key metrics and their performance is constantly measured.

By the way, every job has metrics associated with it. In sales, we embrace them and are always trying to exceed them. But if the thrill of being measured against your own best self, your peers and your competitors is not something you enjoy or take pride in, sales might not be the best career for you.

 

Tip no.3 – Stay hungry.

 

Another key measurement in sales is information.

Information is power, no matter what you do, but in sales information directly correlates to success. It means knowing your customer, researching their business like it is your own and providing value that can only be delivered when there is knowledge.

Knowledge also means having a plan.

 

Tip no.4 – Know your plan, and work your plan.

 

More often than not, people come up with great ideas, but do not execute on them. That’s because they didn’t have a plan, and an idea not executed is just a dream. Don’t be a dreamer, but a doer.

 

Perfecting the Art of Selling

I’m going to give away the secret sauce: the art of selling is your likability.

People do business with people they like and who they feel they can trust. Period.

If you can find common interests with the people you do business with and make the relationship personal when possible, you will be successful.

 

Tip no.5 – Always be working on your people skills. You’ll need them wherever you go.

 

Read, Network and Never Stop Learning

There are a lot of great quotes out there about the importance of networking – especially if you’re in sales – but here’s what I’ll say about it: if you network, you’ll never have to do any “hard prospecting” or look for work another day in your life.

Networking ties into a few of the principles I’ve shared about a career in sales. Namely, that you should always be building new connections, you should make those connections genuine and personal when possible and that you should always be working on your people skills.

Networking does it all.

Be your best by surrounding yourself with the best. Build a network full of great coaches and mentors, business connections, colleagues, people who share your interests and causes your passionate about – just build it. And keep on building it.

 

Tip no.6 – Never stop learning, from the people you meet to the books you read.

 

My recommended reads for people interested in sales:

·       “How to Win Friends and Influence People” by Dale Carnegie

·       “How to Swim with the Sharks without Getting Eaten” by Harvey McKay

·       “Think and Grow Rich” by Napoleon Hills

 

Q&A

Lastly, I wanted to share a great question I got asked last week from one of the students in the sales club presentation I gave:

“One of my goals is to have a career where I wake up every day and enjoy going into work. You know the saying "If you love your job, you never work a day in your life” – this is something I am really striving to find. I have an entrepreneurial mindset and right now I think that doing sales in an entrepreneurial environment or with some type of new technology would make me extremely happy. However, I've received some advice from different salespeople that out of school it would be smart to work for a big company (Oracle, Salesforce, etc.) that can provide me with excellent sales training, and then move on from there. What do you think about this plan? Do you think it may be better jumping into a small startup to gain my experience hands on? I'd love to hear what you think.”

Here's my response:

There are pros and cons to both, and it really depends on the fit and feel for you as a person. No doubt, Oracle or Salesforce would pop you into a well-oiled machine, with state-of-the-art training, and a household brand behind you. On the flip side, a smaller firm affords you the opportunity to build something, and get those entrepreneurial juices flowing. I also tend to believe people learn at an exponential pace in a start-up environment because of the myriad of tasks mixed with opportunity that are constant and evolving. That said, it takes a lot of hard work and perseverance to grow a small firm. It really comes down to fit, and how it feels to you.

 

What are your questions about a career in sales? Comment below, or email me: darrin@labur.com.

Mental Health in the Workplace by Seth Burr

From the Blog
Mental Health in the Workplace by Seth Burr
More and more, companies are catching onto the effects of mental illness, not as a trend, but as a serious area of opportunity to reconcile in the workplace.

The theme for this year’s global day dedicated to better understanding and destigmatizing mental illness (October 10, 2017) was on mental health in the workplace.

As an employer and partner to client companies in their hiring process – but first and foremost as a person – it is imperative to recognize the effects of mental illnesses. More and more, companies are catching onto this, not as a trend, but as a serious area of opportunity to reconcile in the workplace.

 

The Not-So Subtle Elephant in the Room

Categorically, mental health can seem like a distant and unrelatable illness, but the fact is that mental illness is on the rise – and it’s not so uncommon.

According to the National Alliance on Mental Illness, 1-in-5 adults in the U.S. has a mental-health condition.

In the technology industry, that number looks more like 1-in-4.

And yet, most people suffering from a mental illness do not feel comfortable openly disclosing they have an illness to their employer. Ipsos conducted a survey a few years ago and found that 73 percent of workers with depression had not told their employer about their diagnosis. And almost half of the respondents surveyed said they thought that by telling their bosses, they would be jeopardizing their employment.

 

Combating Mental Illness

In Japan, the act of working to death has a name – karōshi – and it can be attributed to a combination of all-night, late-night, holiday work, and both long and excessive hours.

Whether it’s classified as personal time off or a sick day, my hope is that eventually we will see more paid-time-off policies that include provisions for mental health needs, like a rest day or a combination of health and paid-time-off benefits that include the option and opportunity to seek treatment.

Boston’s own HubSpot has flexible working hours and offers unlimited vacation so that employees do not feel like they have to explain where they are going or what they need their time off for in order to take care of their mental health.

During Glassdoor’s Recruit conference last month, Katie Burke, HubSpot’s Chief People Officer, commented on the amount of autonomy the company offers as being one of their biggest brand attractors when it comes to the company as a sought out place to work (it is also one of their biggest flaws because not everyone enjoys or can operate in such a fluid workplace environment).

However the conversation and benefits packages take shape, it’s important for the dialogue to continue.

There is not a one-size-fits-all approach that is going to work for every organization when it comes to mental health, but the employers that create solutions and provide care options in this space are going to seriously differentiate themselves, while also building a better brand and place to work.

Mental health drives creativity, productivity and a healthy, happy workplace.

At the center of all of this is the well-being of a company’s biggest asset – its people – and nothing is more important than individual mental health.

Ownership, And Becoming Your Best Professional Self by Darrin Lang

From the Blog
Ownership, And Becoming Your Best Professional Self
Darrin shares his beliefs, best practices and favorite books on becoming your best professional self.

I started LABUR with a very good friend of mine, Seth Burr, nearly 10 years ago and we went into business for a simple reason. We share the same values and we get along with each other. Thoughtfully expanding LABUR’s influence into the multi-million-dollar firm that is today came by doing business with people of integrity, who are driven to be the best versions of themselves, as we try to be.

We also thoroughly enjoy the opportunity to influence how people attain success. As leaders, this means delivering, every day, on our promise to contribute to the success of everyone we are in business with.

It’s about inspiring and being inspired and not allowing each other to become complacent in our craft. In the staffing and recruiting industry – or the people business as we like to call it – nothing is more important, nor so sorely missed. For us, it’s our differentiator. And proudly so.

 

“Extreme Ownership”

Extreme Ownership” authored by Navy Seals, Jocko Willink and Leif Babin, struck a chord with me. I felt like I was reading a well-organized manuscript of the thoughts I have running through my head most days like a ticker tape.

 

A shared belief: Exceptionalism is not achieved. It is earned every day.
 

Seth has a fantastic mantra that I find him saying around the office quite a bit – the rent is due every day. It is the idea that you are not going to show up to work one day and have realized all of your goals. And if you do, you need to set new ones. It is about always reaching for more, for being better, and for owning your decisions and your success.

I’m nowhere near the battlefield that Jocko and Leif were on – and I want to pause here and thank them both for their service; it is people like Jocko and Leif who make our country great, and I will personally be forever grateful –  but that’s the other key takeaway to “Extreme Ownership,” it applies to everyone, everywhere, all the time.

Here are some of the phrases that inspired me most from “Extreme Ownership.” The words to live by, straight from Navy Seals:

 

·       "Relax, look around, make a call."

·       "Mentorship from the right leaders is critical."

·       "Leaders must own everything in their world."

·       "There are no bad teams, only bad leaders."

·       "Those who will not risk, cannot win."

 

If you are looking for more words of motivation, I highly encourage you to follow Jocko on Twitter. His daily picture of his watch at 4:30am is usually accompanied by some inspiring, work hard sentiments.

 

Becoming Your Best

As we grow into our tenth year in business here at LABUR, and undoubtedly look to add more team members, I’m always on the lookout for people who are out there trying to be the best versions of themselves.

But you’ll never actually be your best.

To me, you’re always becoming your best. It’s a drive and wont to tackle hard challenges, daily. It’s a commitment to honesty, exceptionalism and the betterment of yourself and those around you. It’s the pursuit of excellence, and doing not what comes easy but by doing what is right.

In business, when everyone is in the same pursuit to be exceptional – when there is a shared drive toward common goals – that’s when great things happen. That’s when business transforms, when relationships evolve and trust gets built. And that’s when a team becomes more than a team and more like a family.

Externally, this is called a brand. It’s what a company stands for – and at LABUR we’re proud to stand for relationships, values and the pursuit of becoming your best.

 

If this resonates with you, please send me an email at darrin@labur.com for details on internal sales and recruiting positions. Currently, LABUR is hiring for an exceptional intern to apprentice with us.

What the SIA ‘40 Under 40’ Recognition Means to Me by Seth Burr

From the Blog
What the SIA ‘40 Under 40’ Recognition Means to Me by Seth Burr
Seth Burr shares his feelings on being named to the Staffing Industry Analysts' 2017 '40 Under 40' list – and what it means for LABUR.

To be recognized by a staffing and workforce authority like the Staffing Industry Analysts was a huge honor, and an out of body experience for me.

In case you missed it, you can read my profile and see the full ‘40 Under 40’ list on the Staffing Industry Analysts’ website. 

I’m the behind the scenes guy, and I’m happy to be there, so to be recognized in such a public way for the work and progress LABUR is making in the industry was very surreal.

I’m also more than proud to be put in the same category as the influential leaders that adorn this list. A big congratulations to everyone on there! I hold you all in very high regard, and I’m looking forward to continuing to watch all of the great things this group is doing – in their individual businesses, and for the industry as a whole. Keep charging!

I can’t speak for everyone, but the SIA ‘40 Under 40’ recognition means to me that our firm’s impact is expanding.

Darrin and I started LABUR because we enjoy the opportunity to influence how people attain success. And the people I work with make that an easy goal to realize. Without them – their drive and wont to tackle hard challenges, daily – I would not be in a position to receive this recognition. Their commitment to honesty, exceptionalism and the betterment of themselves and those around them is what inspires me the most. The pursuit of excellence and drive that all of my team members have is also what allows me the fortune to focus on my job. They’re good at theirs and it allows me to be decent at mine. By overseeing and aligning technology and strategy for LABUR – so that we can stay ahead of the curve in the industry and provide the best service and experience to our clients and to our consultants – I hope to deliver on the promise that Darrin and I made, and that is to contribute to the success of everyone we’re in business with.

Relationships have always been and will continue to be the backbone of LABUR.

The ‘40 Under 40’ list for me also marked a milestone in the services we are providing. We started out small and with a broader approach, but have since then honed in on our sweet spot. I believe that because of our strong understanding of operations, finance and technology, we bring strategy and process to talent acquisition and resource planning in a way that nobody else does. Our approach is a holistic one, and it’s driven by the big picture and the understanding of everything that goes into that. With the convergence of the talent market, the economy and technology, it’s never been so crucial to get right. As a team, we very much appreciate and thrive on the significance of offering valuable solutions on such vital challenges, and I know I can speak on behalf of everyone at LABUR when I say we recognize the importance and weight of our roles and responsibilities in that.

Talent acquisition and resource planning is an integral piece of the foundation of any successful company, and being a critical, value-add resource to our client companies is something we all really enjoy – and we’re good at it, if I do say so myself. We’ve come a long way over the last nine plus years in business, but I know in a lot of ways, we are just getting started.

As a company, we also understand that technological innovations are changing the world and most every industry – ours included – at an exponential pace. Leading the foray with incessant disruption (via innovation and creativity) is a LABUR way of life, and I for one am looking forward to where it takes us.

I also have to mention the entourage of sage and altruistic business advisors I’ve been so blessed to come by in my career. They allow me to ask a myriad of questions, and provide me with the platform to raise concerns and challenges so that I’m able to be the best resource to LABUR and to our clients. Despite the fact that sometimes my questions are not always articulated quite as well as I think they are in my mind, they still encourage me. They push me to be better and allow me the privilege to always be learning from them. Without this trusted, realistic soundboard, LABUR, and I, would not be where we are today – or where we are headed. So, thank you: Julia, Roger, Chuck, Bro, Randy, Ron, Steve, Paul and last but the opposite of least, Darrin. I am proud to be in your company.

My position as the COO of LABUR has lead me to places I never thought imaginable, the ‘40 Under 40’ list being one of them. As a company, we are committed to ensuring the continued development of the most innovative solutions in the white glove workforce ecosystem. Personally, I am committed to all of the relationships that go into that. To the external client and consultant partners of LABUR, and to the internal leadership that is being groomed and grown organically every day – this is a tribute to all of you.

Connect with Seth and read the full article on LinkedIn.

Hiring Exceptional Employees Through Behavioral Science by Seth Burr

From the Blog
Hiring Exceptional Employees Through Behavioral Science by Seth Burr
How are you hiring? If you're still matching bullet points from a job description to bullet points on a resume, you're doing it wrong. You have to hire smarter.

My friend, business partner and fellow LABUR co-founder, Darrin Lang, recently wrote about how hard it is to make great hires. And I couldn’t agree more. Making a great hire – someone who is going to be loyal and perform out of passion and shared goals with a company – is not an easy find.

The same is true for great leaders.

 

A team rises or falls by its leaders. If a leader is too busy to communicate, they are too busy to be an effective leader. Delegation and trust are huge qualities to look for in any hire, but most especially in a leader. And, I firmly believe in the adage that a ‘fish rots from the head.’ Meaning, if the leader has not properly set the course, success for the team is unlikely.

 

Making great hires is closely tied to the leadership representing the company and conducting the interviews, and we oftentimes forget these leaders are only making a few hires a year. They are not professional interviewers, nor do they know what they’re looking for before they sit down with someone. So, they wing it, and six months down the road they have an employee they don’t know what to do with and a position that still needs to be filled.

 

You have to hire smarter.

 

 

The Human Domain

 

There are countless interview methodologies out there – STAR (Situation, Task, Action, Result) – and different coined terms – EQ (Emotional Intelligence), but it all boils down to this: In an interview, your mission is to determine who the person is. What motivates them? What do they already know? What can they be taught? Are they willing to learn? Who are they and will they get along with everyone else already working here?

 

At LABUR, we call this LABURin2itive. It’s part intuition, part data points we collect.

 

By drawing on this proprietary data, and with an acute attention to the less measurable human component and soft skill factors, we source talent for our clients using real-time metrics that match candidates with projects that align with their unique attributes, not just their skill set.

 

In our industry, not enough people are tapping into these perceptions to help make great hires. And in the human domain, you have to think human.

 

 

Behavioral Science

 

In addition to the value-based approach to hiring and interviewing, which we boil into LABURin2itive, it is also important to landmark actionable behavior.

 

A key way to measure loyalty, or how much respect and emphasis people are putting into a relationship with you – especially in a position of hiring – is response time.

 

For instance, a key first benchmark for professionals interested in consulting for LABUR is their timeliness to complete initial documentation for us, one part being a reference sheet. Their response time to this alone indicates future behavior. Right off the bat, we know what a person is going to be like to work with down the road. It tells us the value they are placing in the relationship with us and what their priorities are. It also indicates the level of respect they are placing in the relationship. When people respond in a timely manner, it tells us they understand our purpose.

 

There is no right or wrong, but soft data points can be captured and stored, or they can be ignored.

 

Honing in on people points – also referred to as soft skills, behavior and emotional intelligence – is key to hiring today. Without it, we’d simply be matching bullet points in a job description to bullet points on a resume.

 

 

About Seth:

For nearly a decade, Seth Burr has worked to establish LABUR as a leading business and technology consulting firm, bridging the gap between strategy and execution. Proudly, the firm has been acknowledged by Staffing Industry Analysts as one of the Best Staffing Firms to Temp For (2017), and was also named to Inc. Magazine’s Inc. 5000 list 3 years in a row and Boston Business Journal’s Pacesetters list for 2 years.

 

As the Chief Operating Officer for LABUR, Seth is at the helm of driving business transformation through the use of technology, behavioral analysis and assessment techniques unparalleled in the industry. He is exceptionally passionate about people and keeps the candidate and client experience close to the initiatives and processes he drives.

 

Burr’s commitment to constant improvement and service is best exemplified in his volunteer efforts. In addition to veteran career coaching and serving as an Advisory Board Member to Home Base, a Red Sox Foundation and Massachusetts General Hospital Program dedicated to healing the invisible wounds for Post-9/11 Veterans, Service Members and their Families, Seth is also a Big Cheese Reader for Boston Partners in Education.

 

Follow him on Twitter, @sethlabur.

What Making 1,000+ Hires Has Taught Me by Darrin Lang

From the Blog
What Making 1,000+ Hires Has Taught Me by Darrin Lang
What go-to questions do you ask in an interview? For LABUR CEO Darrin Lang, 18 years and 1,000+ hires have taught him a few things.

I think we can all agree, hiring is not easy. We hope every hire is a good one, but the fact is, hiring great people is hard.

Job seekers, just like companies, have access to a plethora of interview preparation material, and honestly, it can make it tricky to decipher someone’s genuine response from a canned one you can find online.

Throughout my 18-year career, including founding LABUR in 2008, I’d approximate that I’ve hired around 1,000 people, both internally and for clients. To say I’ve sat in on my fair share of interviews is a modest understatement. But it’s taught me a few things.

When my friend and fellow LABUR co-founder, Seth Burr, and I meet with prospective internal candidates, whether it’s to be a Resource Manager (LABUR talk for recruiter) or a Solutions Manager (sales), or if it’s to consult externally to the firm, we go into those meetings with a few of our own best practices.

Hiring for ________ (fill in the blank) < Hiring for Fit

Here’s what I’ve learned over my years of hiring:

Hire for fit, don’t make the mistake of matching bullet points on a job description to bullet points on a resume. It won’t get you what you want in an employee long term.

  • Instead of hiring for specific professional experience, hire for personal experience. Ask: What’s the most adverse situation you’ve faced in your lifetime, and how did you overcome it?
  • Hire for purpose. Where priorities for the individual and priorities for the business intersect is where passion and career longevity live. Hire someone who shares the same mission.
  • Rather than hiring a skill set, hire the person. I call this human hiring; put the human back into the equation. If you have someone in front of you who aligns with your culture, is driven and you can see yourself working with, that’s the person you should hire.
  • Hire someone who is teachable. This one took me the longest time to put my finger on, but it is undoubtedly one of the most important factors in my hiring decisions today. If someone has the right mindset, is coachable and has all the raw material to be great, the rest can be taught.
  • Lose the instantaneous mindset and hire for the future. It might seem like a time commitment to train someone, but no matter the experience level, there will be some amount of training involved regardless. And honestly, it can sometimes be harder to train out bad habits than it is to train someone up.

Instead, I Hire for This

When I hire now, I keep our core values in mind and this is what I look for:
  1. Reciprocal dedication: When you invest in people, you’ll see the investment come back tenfold and it’ll pay off with a more dedicated team. To me, this is priceless.
  2. Passion for constant improvement: Forget the old adage of always be selling (ABS), and look for people who are committed to always be learning (ABL). People with the right mindset and who are receptive to new ideas and training are unstoppable. At LABUR, we all approach our work this way.
  3. We versus me mentality: I went into business with my good friend and when we hire, we hire to add to our work family. We always look for people who want to be a part of that, first.
  4. The total package: Whether it’s internally or for our external client companies, we look at the total professional, to include less measurable factors like soft skills and EQ (emotional intelligence). It all comes down to behavioral science and the questions that uncover the person, not the candidate.
  5. Positivity: Here’s how I see it: you attract positive results with a positive mindset. I look for people who have great perspective and a positive outlook.
 
Hiring is that simple and that hard. Find the right cadence for your interviews and ask the kinds of questions that get to the root of who and what you’re looking for in a team member. I’m convinced that being good at interviewing is something that develops over time. You have to adopt your own style; it’s definitely not something you can or should take offline and replicate. Without compromising on the priorities of your business, hone in on how and who you interview, especially if you, like me, haven’t always made the best hires in the past. And, always trust your instincts. If you don’t get an overwhelming ‘yes!’ feeling when you meet with someone, chances are you’ll be even less excited about that person down the road.
 

About Darrin:
Darrin is the Chief Promoter of LABUR. He has over 15 years of leadership, sales and consulting experience, and started his career with Fidelity Investments. As CEO of LABUR, he oversees business development, strategy and execution for the Boston-based firm. Darrin started LABUR with college friend and business partner Seth Burr and together, they’ve organically grown LABUR into a multi-million-dollar company.

 

Business Integrity: Getting Back to the Basics by Seth Burr

From the Blog
Business Integrity: Getting Back to the Basics by Seth Burr
As a consumer, you expect the products and services you purchase to be backed by authenticity, honesty and integrity; you expect it in every communication, in all employees, every step of the way. But not all businesses are run the same.

Integrity, while immeasurable, is a quality all employers and consumers are looking for today.

The evolution of business coupled with the availability of information in the digital age has led to a welcomed return to business being run with an understood level of integrity. While big-box stores still have a place, quality, truth and insight have replaced cheap, corporate and insincere.

Look at Dominos, for example.

As a consumer, you expect the products and services you purchase to be backed by authenticity, honesty and integrity; you expect it in every communication, in all employees, every step of the way.

But not all businesses are run the same – because not all leaders are the same.

Business Integrity Starts with Personal Integrity

From new hires to the most tenured employees, business integrity is a bond that unites an organization. It’s the trust that allows coworkers to share workloads, confidential information and earning potential. It transcends skills and education and strengthens a product or service offering.

And, it must come from the top.

“The supreme quality for leadership is unquestionable integrity. Without it, no real success is possible, no matter whether it is on a section gang, a football field, in an army, or in an office.” — President Eisenhower

As an entrepreneur and business owner, there’s no greater executive quality than personal integrity.

"Your reputation and integrity are everything. Follow through on what you say you’re going to do. Your credibility can only be built over time, and it is built from the history of your words and actions." — Maria Razumich-Zec, Regional Vice-President, The Hongkong and Shanghai Hotels

Then, you have to build a team of similar morals and values. 

"In looking for people to hire, you look for three qualities: integrity, intelligence, and energy. And if they don't have the first, the other two will kill you." — Warren Buffet, CEO, Berkshire Hathaway

When I’ve heard business owners say they’ve been lucky to have great people working for them, I know it’s not luck. It’s strategy. It’s hiring selectively for people who share work ethic and integrity – and it’s a process we’ve tried, tested and trademarked at LABUR. 

Hiring with LABURin2itive™

LABURin2itive™ was custom developed for “real-time sourcing” and is an alternative to the widely used bench model: a model used by our competitors who seek to deploy their next available candidate with little regard for the specific needs of a given project. LABURin2itive™ is a proprietary, values-based methodology that uses big data analytics to connect the best talent with prospective clients. Utilizing relationship-based data points, LABURin2itive™ is a synergistic matching process unparalleled in the marketplace. It is founded in the beliefs and best practices of Darrin Lang and Seth Burr and their strong belief in the Golden Rule – the consummate reciprocal relationship.

The “2” in LABURin2itive™ refers to those two parties that are paramount to a perfect placement: the top caliber consultant and the world class company. LABUR’s success is predicated on its relationship-based emphasis with both parties. It is our belief that human value, character and integrity are what separate a successful individual from another. LABUR is an advocate of those people who exude the tangible soft skills and experience that make all the difference between success and failure. In addition to our relationship-based methodology, our rich data analytics platform allows us to target a broad population of consultants – both passive and active – and vet those hard and soft skills in order to present our clients with the best talent in an accelerated timeframe.

LABURin2itive™ identifies the best available talent – with precision and speed – and ultimately allows us to leave a legacy of realized results for our clients and their business.

How do you source for soft skills? How successful has your organization been in identifying people with integrity, work ethic and values? Leave me a comment below.

Q3 trends, from the desk of Darrin Lang

From the Blog
Q3 trends, from the desk of Darrin Lang
As regulated financial institutions work to comply with the Bank Secrecy Act and increasing anti-money laundering laws, AML and other audit-based profiles have been on the rise.

As regulated financial institutions work to comply with the Bank Secrecy Act and increasing anti-money laundering laws, AML and other audit-based profiles have been on the rise. From identifying gaps and risks in record-keeping and "know your client" systems, to training staff on updated reporting requirements and regulations, AML efforts cross technical with financial expertise, and involve complying with international laws.

Increasing responsibilities of these professionals in recent years have also led to subsequent salary increases. We've noticed this trend in both the rates our consultants are demanding but also in the budget banks and other financial institutions are setting aside for this critical function.

To learn more about AML, read LABUR's Anti-Money Laundering: What You Need to Know blog post and our case study on an AML director recently placed with an international financial services client based in Boston. 

The 2015 Skills Gap: What Recruiters and Hiring Managers Are Looking For

From the Blog
The 2015 Skills Gap: What Recruiters and Hiring Managers Are Looking For
The term, let alone the widening of, the skills gap is nothing new. But more than education, employers are looking for intangible soft skills not taught in a classroom.

The term, let alone the widening of, the skills gap is nothing new.

For the last several years, employment researchers have been warning about the disconnect between the degrees today’s students are graduating with and the skill sets needed in the workplace. In fact, according to McKinsey & Company, by 2020 there is projected to be a shortage of 1.5 million college graduates. Of those graduating, companies planning to hire were most interested in graduates who majored in business, computer and information science, economics or engineering – to name a few (National Association of College and Employers survey).

But more than education, employers are looking for those intangibles not taught in a classroom. In a Bloomberg survey last year, out of the soft skills most sought after by companies today, employers are looking for solid communication skills, creative problem-solving, leadership skills and strategic thinking. These skills are often made better with work experience—and they’re rarely part of today’s curriculum.

"The emphasis over the past years has been on high tech skills like math and science for workers, but what's missing in the discussion is the ability to communicate and make key decisions at lower levels," said Ed Reilly, CEO of AMA, in a Huffington Post article.

Aside from formal education and on-the-job experience, there are resources to help improve in these critical business areas. Lynda.com, for instance, recently published The Four Business Skills Recruiters Are Looking for – and Not Finding—and in addition to outlining the soft skill crisis employers are finding themselves in, the article also includes resources to trainings to improve communication, problem-solving, leadership and strategic thinking. Check it out!

Resume Tip: How to Display Your Soft Skills
Cover letters are great—and usually they’re the best place to tell a story incorporating the soft skills you’re marketing yourself as having—but they’re only good if hiring managers and recruiters are reading them.

As a staffing and consulting firm, we do not typically include cover letters when sharing resumes with our clients. Our job is to know our consultants and to be able to vouch for their soft (and hard) skills when going over hiring decisions with the managers and executives we work with. Therefore, if not properly displayed on a resume, vital soft skills—and the candidates who possess them—might be getting overlooked.

To showcase soft skills on a resume, we, like Forbes (read: The Non-Boring Way to Show Off Your Soft Skills in Your Job Search), recommend using numbers.

To reference a couple of Forbes’ examples:

“Developed and independently initiated new mentorship program to alleviate high turnover of new staff members, resulting in the matching of 23 mentor-mentee pairs and a significant reduction in staff turnover.”

“Managed strict project timeline successfully by coordinating virtual meeting across time zones and presenting findings to over 50 colleagues via teleconference.”

It’s been our experience that no matter the state of a business, employers are always looking for professionals with the intangibles that make their business better—and the talent they hire are at the crux of that. As you should with any skill you’re claiming credit for, numbers do the best storytelling—and they’re also the most eye-catching.

Here are a few examples from resumes of LABUR technical and financial professionals:

Chief Financial Officer: “Led, negotiated and executed pre- and post-sale discussions of $700M acquisition in 2011.”

IT Program Management Consultant: “Responsible for implementing ITIL Service and Design framework in IT through program management of Service Strategy, Service Level and Service Catalog projects. Accountable for $1.9M budget and 22 global resources and 2 vendors in cross-functional, matrix organization utilizing Agile framework.”

Business/Technical Strategy Consultant: “Excellent communicator who serves as a client engagement liaison up to $25 million, and demonstrates a background persuading executives to invest up to $500,000 in technology solutions, process re-engineering and change management.”

Within these bullet points are examples of strong leadership and communication skills, in addition to negotiation and project management. Recruiting and hiring managers look at hundreds, if not thousands, of resumes for a given opening. Capturing key experience that required both soft and hard skills—and doing it concisely—is crucial to writing a good resume.

Leave us a comment below with a bullet point from your resume highlighting your most commendable soft-hard skill combination. If it’s compelling enough, you might just be hearing from a LABUR associate with a career or project opportunity for you.

Anti-Money Laundering: What You Need to Know

From the Blog
Anti-Money Laundering: What You Need to Know
Since the financial crisis of 2008, and with the additional installments of the Bank Secrecy Act (BSA), anti-money laundering (AML) laws have added significant reporting and compliance requirements to the running list of regulations that all financial ins

Since the financial crisis of 2008, and with the additional installments of the Bank Secrecy Act (BSA), anti-money laundering (AML) laws have added significant reporting and compliance requirements to the running list of regulations that all financial institutions must follow.

Established to prevent those financial crimes spanning securities fraud, market manipulation and the financing of terrorism, the BSA and subsequent AML laws have changed the face of financing – and the cost of not doing business in compliance with these rules and regulations can add up quickly. Take for instance the recent $75 million fine assessed earlier this month to the Tinian Dynasty Hotel & Casino, or the multi-million dollar fines facing numerous international banking institutions by the Hong Kong Monetary Authority.

In recent years, anti-money laundering efforts have become more sophisticated – and monitored more closely – as authorities try to prevent the evolving nature of today’s cyber threats. Now, not only are financial institutions required to keep records of cash purchases of negotiable instruments, file reports of cash transactions exceeding $10,000 (daily aggregate amount), and to report suspicious activity that might signify money laundering, tax evasion, or other criminal activities (The Currency and Foreign Transactions Reporting Act of 1970), but they must also meet the minimum AML compliance standards as established by the Financial Industry Regulatory Authority (FINRA).

Does Your Business’s Anti-Money Laundering Program Meet Compliance Standards?

  • The program has to be approved in writing by a senior manager.
  • It must be reasonably designed to ensure the firm detects and reports suspicious activity.
  • It must be reasonably designed to achieve compliance with the AML rules, including, among others, having a risk-based customer identification program (CIP) that enables the firm to form a reasonable belief that it knows the true identify of its customers.
  • It must be independently tested to ensure proper implementation of the program.
  • An individual responsible for AML must be designated to FINRA and ongoing training must be provided to appropriate personnel.

Investing in Talent and Systems to be Compliant
AML directors, compliance and risk officers, all the way to fraud analysts and audit assistants are and will continue to be top hires for financial institutions – and really any organization where AML rules apply (for instance, the Tinian Dynasty Hotel & Casino facing charges in the Northern Mariana Islands).

Exposing weaknesses in a regulated firm’s infrastructure – i.e. data, documentation, systems and controls and resources – will be a paramount responsibility to those directors and officers put in place. Record-keeping systems monitoring suspicious behavior, as well as the required “know your client” system organizations must have in place to capture background checks and other key screening details will need to be continuously monitored, upgraded and assessed.

It’s important to realize that the increasing responsibilities of these professionals in recent years have also led to subsequent salary increases:

Title or Function | 2013 | 2014 | Increase
Internal Auditor – Manager | $83,500 – $117,250 | $87,500 – $121,000 | 3.9%
Regulatory Reporting – Manager | $86,750 – $110,750 | $89,250 – $114,500 | 3.2%
Chief Risk Officer | $142,500 – $218,000 | $148,000 – $225,000 | 3.5%
Market Risk Analyst – Manager | $90,250 – $126,750 | $92,000 – $132,750 | 3.6%
Credit Risk Analyst – Manager | $86,500 – $112,750 | $90,000 – $116,250 | 3.5%
Operational Risk Analyst – Manager | $85,000 – $109,000 | $88,500 – $112,250 | 3.5%
Chief compliance officer (CCO) Large Firms | $149,250 – $220,500 | $154,500 – $229,500 | 3.9%
CCO, Midsize Firms | $121,750 – $168,750 | $126,000 – $176,000 | 4.0%
CCO, Small Firms | $102,500 – $132,750 | $106,500 – $138,000 | 3.9%
Compliance Officer, Large Firms | $94,500 – $126,750 | $98,500 – $131,500 | 4.0%
Compliance Officer, Midsize Firms | $83,750 – $113,000 | $86,000 – $118,500 | 3.9%
Compliance Officer, Small Firms | $69,750 – $92,750 | $72,000 – $97,000 | 4.0%
Compliance Manager, Large Firms | $80,750 – $104,000 | $83,250 – $108,500 | 3.8%
Compliance Manager, Midsize Firms | $71,500 – $93,750 | $73,750 – $98,000 | 3.9%
Compliance Manager, Small Firms | $63,500 – $82,500 | $65,750 – $86,000 | 3.9%
Compliance Analyst | $50,250 – $77,250 | $52,750 – $79,750 | 3.9%
Anti-money laundering (AML) Specialist | $65,500 – $88,500 | $68,500 – $92,000 | 4.2%
Fraud Investigator | $64,000 – $85,500 | $66,250 – $88,000 | 3.2%
Regulatory Affairs Specialist | $63,250 – $88,500 | $64,250 – $91,000 | 2.3%
Source: Robert Half 2014 Salary Guide

Additional salary information on AML positions can be found on the International Compliance Association website.

LABUR Anti-Money Laundering Consultants
Not only are independent tests a FINRA requirement, but having an outside firm like LABUR with industry expertise – as both advisers and consultants – providing investigation, remediation and look-back exercises, ensures compliance and protection.

Read our case study on an anti-money laundering director recently deployed to an international financial services holding client in Boston, or call our offices to schedule an audit of your company’s AML program – (617) 850-9029.

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