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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

Dice News article: In Boston, Cloud and Apps Fuel a Hiring Binge

LABUR in the News
Dice News article: In Boston, Cloud and Apps Fuel a Hiring Binge
Massachusetts has too many tech jobs and not enough tech pros to fill them. According to a March report from the Massachusetts Technology Leadership Council, there are 17 open tech-related jobs for every qualified recent graduate.

Skills in Demand
“Negative unemployment can be seen in some of the hottest areas of tech employment, from development and ERP/CRM applications to Big Data analytics,” said Darrin Lang, CEO of consulting firm LABUR. “Project managers and business analysts continue to be a hot profile in most industries, but hottest in financial services, insurance, biotech and medical devices. Pay rates are increasing, but there’s some resistance. We see this as a continued push and pull for the next one to three years.”

Read the full article here: In Boston, Cloud and Apps Fuel a Hiring Binge.

Dice News article: Boston IT Hiring Looks Strong Across Most Sectors

LABUR in the News
Dice News article: Boston IT Hiring Looks Strong Across Most Sectors
As 2015 begins, Boston is prospering across a wide range of industry sectors, and demand is high for the IT experts who will keep that growth going.

What’s New This Quarter
As 2015 begins, Boston is prospering across a wide range of industry sectors, and demand is high for the IT experts who will keep that growth going. “Financial services are one of the largest industries in Boston, and we’re seeing a couple of main growth areas,” said Darrin Lang, CEO of Boston-based Labur, a staffing consultancy. “Firms are investing again in their proprietary technology platforms for trading and portfolio management and are trying to become more efficient in the ways they do their business throughout the enterprise.”

Read the full article here: Boston IT Hiring Looks Strong Across Most Sectors.

CEOCFO Magazine article: Actionable Consulting Strategies

LABUR in the News
CEOCFO Magazine article: Actionable Consulting Strategies
Lynn Fosse, Senior Editor, CEOCFO Magazine sat down with LABUR CEO and co-founder, Darrin Lang, to talk about how LABUR got its start and what sets it apart from the competition.

CEOCFO: Mr. Lang, what is the philosophy and concept behind Labur?

Mr. Lang: The philosophy six years ago when Seth and I had left a national publically traded staffing firm was to address a void between reactive, high volume staffing and management consulting. We decided to form Labur with the intent of not pretending to be management consultants. And at the same time, not just providing reactive staffing. Rather, we set out to be part of the thought process in terms of how the company is looking to become more efficient and effective; having a seat at the table to weigh in and offer our expertise is crucial. We’re able to bring our domain expertise and subject matter expertise to clients to help them achieve and define their goals and to execute on strategy. To be able to say, the strategy that you are coming up with on your own or that you are getting from a management consulting firm, are there some potential holes in it or some tweaks that need to be made? Is it actionable and is it in fact the best course of action? We are not trying to be management consultants, that is what they get paid for, but we are offering our expertise to help provide another perspective and help the company execute on a strategy by bringing the best talent to bear and the best talent that is available.

CEOCFO: When might a company turn to Labur?

Mr. Lang: We are in a space that is unchartered, one that not many are trying to tackle. We are in a space where usually you fall on one end of the spectrum or the other – that management consulting or reactive staffing. When would a firm come to us? Typically when they see us as a trusted advisor to evaluate a strategy, evaluate a product and evaluate inefficiencies. That is really where we are most helpful – helping companies become more efficient and effective by bringing the right subject matter expertise to the project and maintaining a variable workforce of the right I should also mention not overpaying. And what I mean by that is not overpaying for subject matter experts or a large team that a project doesn’t need. Our true talent is finding the right professionals for the project or strategy and helping a client execute on that without being down the chain in that reactive space where you are just an order taker. In our eyes, we would rather have a seat at the table and be involved with the strategy as it is being developed and then shepherd it.

CEOCFO: How would a company find Labur and how do you reach out?

Mr. Lang: They would find us largely through our business development. Our goal is to align ourselves with the C suite: CEOs, CFOs, CIOs, and their directs who are handling large initiatives. They might find us through social media or word of mouth but for the most part, we are bringing our active passion and outreach to this service.

CEOCFO: Do you find the current economic scene helpful? Is there a sweet spot in the overall economy?

Mr. Lang: Companies are looking to become more efficient and effective without going on a hiring spree. This lends to what we do. We represent a variable workforce, and we represent subject matter experts that can be inserted into a company for a period of time to fulfill a project, see it through to execution and completion and then move on. Our clients are paying for a project to be fulfilled, not to ramp up on full-time staff – necessarily. That is one of the largest concerns out there – over hiring and the burden of that cost. In the past, this was not a concern. Having seen a couple of these recessions and coming out of the ’01 recession, we saw companies staff back up heavily. Now we have seen a trend where companies are continuing to try to become more efficient and effective through technology and business process, and they are trying to keep that full-time headcount as low as possible.

CEOCFO: Would you walk us through a typical engagement?

Mr. Lang: I will give you a hypothetical scenario around some of our ERP initiatives. We can be involved as early on as when the CIO and his or her staff are identifying a new ERP, and they are selecting amongst the Oracles, SAPs or PeopleSofts of the world. We can be involved and actually connect our subject matter experts with the decision makers and stakeholders to identify or help identify an ERP, and then largely we are inserted from the project management stage, the kickoff, through the implementation or through the upgrade, or whatever the project may be. In this situation, if you are implementing ERP, an enterprise-wide application, that is a one- to two-year long process roughly. Our people are the project managers, business analysts and developers who are actually shepherding that process through the execution and doing so as efficiently and effectively as possible to ensure that the client is getting the most bang for their buck, so to.

CEOCFO: What is the key to matching people with companies?

Mr. Lang: The challenge with the reactive staffing industry is that all they are doing is comparing bullet points on a resume to bullet points in the job description. We pour a lot of behavioral science into what we do. We study the company and the company culture, and we study the personalities and behavior of the decision makers. We study the behavior and personality traits of our consultants very heavily, and we spend a lot of time betting on character and commitment. One of the biggest opportunities for success for any firm that is supplying professionals from the outside is to have the entire staff committed through project completion. Turnover poses a very big issue for any project, so where we tend to shine and really differentiate ourselves is that commitment from our consultants through the end of a project. That is all character and relationship between the Labur associates here and our consultants – it’s a rock solid partnership. Both sides understand how important it is to do what you say you are going to do, be committed and be there through the end of “We are a trusted partner – somewhere between management consulting and staffing.”- Darrin Lang

CEOCFO: What has changed in your approach since you have started the company? What have you learned along the way that allows you to provide an even better service today?

Mr. Lang: We have learned that we can be as consultative and as strategic as we want to be. What I mean by that is if you are providing staff on a reactive basis, you are not adding the value you could be. You commoditize our industry if all you’re doing is listening to a hiring manager, providing supplemental staff and moving on to the next deal. On the other hand, if you are providing management consulting, oftentimes you are doing so by providing a great theoretical idea that has a lot of flow charts and a lot of efficiency to be gained down the road, but there is not a ton of time invested in if it actually makes sense, if it is actionable, and if it can be accomplished with the staff that is available. What we have learned is to come to the table and be consultative, to not just be great listeners. We are great listeners, that is what we do, but we also share our advice and experience. In some cases, we are oftentimes more talented than we give ourselves

CEOCFO: Looking at your site, it indicates you are working in a number of areas with regulatory issues. Do you?

Mr. Lang: We are very well read here as a team, and we are also very well attended at conferences. For example, the 2014 MIT CFO summit, where regulation and ever-changing governance was a hot topic, we were present. We are students of the domain expertise that we provide, and we are very focused on what governments and lawmakers are doing. We are very much students of what is changing out there in terms of new laws and requirements for our clients in the various industries that we represent. We work with financial services within education, technology, manufacturing, health care and insurance, so we are constantly using that as a talking point with our audience, the C suite, to discuss what they are doing to handle new legislation. We pose the, ‘have you thought about that?’ questions and we connect them early on with our subject matter experts to assess and discuss what other firms are doing and what the industry is

CEOCFO: How is business these days?

Mr. Lang: Business is very good. We are in a good spot. We are in a position where we represent professionals that are in high demand not only for their domain expertise, but because they are also true consultants. Our clients can commit to our professionals and vice versa for anywhere for three to 12 months, and that can be the extent of the commitment. That variable workforce is very sought after nowadays.

CEOCFO: Put it all together for our readers. Why choose Labur?

Mr. Lang: The feedback I have been getting is that we are doing a very good job of fulfilling our role as a trusted partner. Our people have input, information, good data points, good advice and we’re good collaborators. At the same time, we see projects through to execution, because that is typically where the void is. That is the void we are tackling. We have great advice and great consulting over here. If you don’t have execution, or you have that reactive staffing where you’re just receiving a bunch of resumes, this is where we are of value. We are a trusted partner – somewhere between management consulting and staffing. We give open and honest feedback and we give clients something to think about. As a strategy continues on and becomes finalized, we then have the people. We have the domain expertise that can come in behind the final, agreed upon strategy and shepherd the project or initiative through execution. All of this is wrapped in this trusted partnership, where we help our clients become more efficient and effective by helping them think and helping them strategize by helping them execute.

Interview conducted by: Lynn Fosse, Senior Editor, CEOCFO Magazine

To subscribe to CEOCFO Magazine, go to: https://ceocfointerviews.com/.

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

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.

Why a staffing and managed service partner is the most strategic business decision you will ever make

From the Blog
Why a staffing and managed service partner is the most strategic business decision you will ever make
Staffing and managed service providers are nothing new, but their importance has never been so critical. Businesses, from startups to Fortune 500s, all have a common line item they’re trying to control: IT costs.

Staffing and managed service providers are nothing new, but their importance has never been so critical. Businesses, from startups to Fortune 500s, all have a common line item they’re trying to control: IT costs. With a global, digital reach, the IT cost of doing business today means having to secure data and network infrastructure, all while remaining compliant with regulatory demands. The nature of this work is not only complex, it’s crucial.

Properly managing data and business applications so fundamental to a business is not only time consuming, but it also draws on budget.

So how do you do it all? How do you remain compliant, maintain cyber security and meet business goals?

You partner with a strategic staffing and managed service provider that can do it all.
 

Here are a few benefits to keep in mind:

Unparalleled talent and service.

IT projects do not always require full-time, permanent resources. Not to mention, the budget that goes into one person could be dedicated to a team of highly specialized professionals, individuals specifically assigned to complete time sensitive projects with speed and precision. Working with a managed service provider with the staffing capabilities to identify the right resources for your project can be the difference between scraping by each year and surpassing business goals.
 

Mitigated risk and business continuity.

“Hope is not a strategy.” No truer words have been spoken, especially when it comes to IT and business initiatives. A haphazard approach to critical IT projects can mean huge fines and other penalties, not to mention the exposure it opens your business and its data to sophisticated hackers. Utilizing business and technology experts like LABUR enables the business continuity required to protect your assets, all while mitigating risk and streamlining IT initiatives and costs.
 

Dedicated, scalable staffing and managed services solutions.

With managed services onsite, offsite and hybrid options of the two, LABUR provides business and technology advisory services to those clients needing a holistic consulting and staffing solution. Most notably, our successful track record includes helping clients with ERP and CRM projects, IT infrastructure upgrades, mobility initiatives and big data planning and development.

 

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.

Contact our solutions delivery team for your next strategic project.

Boston IT hiring update, from the desk of Darrin Lang

From the Blog
Boston IT hiring update, from the desk of Darrin Lang
In February, the national unemployment rate dropped to 5.5 percent—the last time unemployment was that low was in May 2008. It’s safe to say, the economy, and the job market, are picking back up.

In February, the national unemployment rate dropped to 5.5 percent—the last time unemployment was that low was in May 2008. It’s safe to say, the economy, and the job market, are picking back up.

Specifically, here in Boston we’ve seen negative unemployment in some of the hottest areas of tech employment, from development and ERP/CRM applications to big data analytics. Pay rates are also increasing, and we’re seeing our clients trying to keep up, but it hasn’t been without some resistance.

For example, IT project managers have seen a substantial increase in their annual salaries. To reference a couple fellow staffing companies, in 2013, Robert Half projected the average annual salary of IT project managers to increase by 6 percent, bringing the low end of the median to $88,500/year. And this year, Randstad reported the average national salary of IT project managers to be $106,450. Here in Boston, that average is a little over $102,000/year, according to Glassdoor.

In fact, project managers and business analysts continue to be a hot profile in most industries, but hottest in financial services, insurance, biotech and medical devices (see LABUR’s interview on skills in demand in this quarter’s Dice News report).

We see this increase in IT professionals’ salaries to be a continued push and pull for the next one to three years—while demand catches up with supply and vice versa. Bottom line, it continues to be a great time to be in the IT industry.

Offshore, onshore and a focus on quality

And, a great time to be a U.S.-based IT professional. Software development continues to be offshored, but quality is, and has been, an issue—which partially explains the increased need for project managers and business analysts. Due to this issue of quality, firms are adopting a hybrid practice, and in some cases even moving some if not all of their development onshore.

Performance, or quality-based issues with the offshore model are nothing new, but we have seen our own clients taking an active approach to addressing these concerns by assigning project managers to their offshore vendors, or by bringing the work back to the states altogether.

We’re also seeing quite an increase in the development of CRMs into much more of a revenue generating tool. Firms are integrating data from their sales efforts and creating reporting and metrics around big data to create more efficiencies and productivity. This has created additional project-based needs, like developers, but also continued technical support.

This strong focus, of managing a company's interactions with current and future customers (CRMs) and how best to organize, automate and synchronize sales and marketing, directly correlates to this emphasis on quality that we’re seeing across the board.

We are proud to be partnering with our clients on all of these initiatives. Q2 at LABUR is off to a great start!