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Frank McCrea
President & CEO

Frank McCrea founded the company in 1978 growing it to become the leading IT staffing services company in the country and one of Canada’s largest 500 corporations, according to Financial Post. Within the ITC community, Procom has also been recognized by the Branham Group as the largest IT staffing firm in Canada as well as one of Canada’s Best Managed Companies being awarded a Platinum status as a 7 year + recipient. Mr. McCrea has been actively engaged in the Information Technology and Communication (ITC) sector over the past 40 years, including his role as founder of the National Association of Computer Consulting Businesses (NACCB) as well as President of the Association of Professional Computer Consultants (APCC). A long-term resident of Toronto, Mr. McCrea holds a Bachelor of Science in Computer Science from the University of Western Ontario.

Frank McCrea

President & CEO
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Independent Contractor Payroll: How to pay contingent workers

Independent Contractor Payroll refers to the tasks an organization must execute to ensure Independent Contractors are paid correctly and on time in accordance with their contract or Statement of Work (SOW).

Independent Contractors are not employees; therefore, employers are not responsible for the withholding, collecting or paying of the Independent Contractor’s taxes nor any other payments.

Amid today's ever-evolving work world and economic climate, more and more organizations are turning to remote and ready contingent workers, or Independent Contractors, in order to quickly and efficiently reach their corporate goals.

Yet, while engaging Independent Contractors comes with many benefits, operating an Independent Contractor Payroll program is often complex and confusing to both enterprise-level organizations and small business owners.

If you're an employer who is operating, or is thinking of operating, a blended workforce powered by both traditional employees and Independent Contractors, it's important to be aware of the legal and tax obligations you have to your workers when it comes to payroll.

Contingent Workforce

Remote team management: Keeping teams motivated when working from home

To keep remote workers motivated in the current business environment created by the COVID-19 pandemic, managers will have to utilize a variety of technology tools and communication methods in their remote team management strategies that encourage engagement, collaboration, satisfaction and accountability among workers. 

Remote work is no longer an attractive perk reserved for knowledge workers or business executives, instead, it’s the new and indefinite norm for essential and non-essential workers across the globe.  

Yet, despite the rising number of remote workers, business leaders and managers are facing increasing challenges when it comes to remote team management, with some managers admitting to feeling burdened with the added responsibility of keeping their remote teams engaged and productive during work from home directives. 

This means that management, both new and tenured, must continue to hone their remote team management skills so that each member of their team feels motivated and valued. 

Talent Acquisition

Which is the best payrolling option to manage pre-identified contractors?

In today’s competitive business climate, organizations need an agile workforce that can execute strategies and achieve corporate goals quickly and efficiently. Yet, employers must also be responsible for managing their workers’ wages, bonuses, and deductions as well as provide support during the length of a worker’s assignment(s).

It’s a complex, time consuming process, and staying on top of the frequent changes to legislation can be problematic. Any oversights will result in non-compliance, which could lead to serious fines and negative employer branding.

To stay compliant and competitive, growing organizations will typically shift from a ‘direct contractor payrolling model’ to a third-party payrolling model, either built around the selection of a dedicated supplier or through informal referrals to a variety of vendors.

But which model is the best option for bringing qualified talent quickly and cost effectively into your contingent workforce? Depending on your organization’s acquisition needs, below is a list of payrolling models to consider:

Contingent Workforce

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Customer Sucess Stories

“Excellent service, very timely response time, quality candidates and outstanding support.”

K.M.
Global Professional Services Firm

“Great support in helping us achieve our corporate mandates by providing top quality knowledgeable resources in a timely and efficient manner - very easy to do business with! “

L.R.
National Telecommunications Provider

“..the most reliable partners we work with. They are timely with their submissions and are quick to respond to emails and provide updates and required information. Their candidates typically are at the top of the pack as is evident by their fill/success rate.“

Z.N.
Leading Financial Services Institution

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