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Kent McCrea
Chief Operating Officer and Managing Director

Kent McCrea has served as Procom’s Chief Operating Officer since May 2015 and as Managing Director since July 2019. As COO, Kent oversees operations across Procom’s network of branch locations throughout North America and works to further develop Procom as a best in class recruiting organization focused on the information technology and business consulting sectors. His work involves managing Procom’s portfolio of back office services and working to improve the experience that we deliver to our clients, consultants and internal employees.

Prior to being named COO, Kent joined Procom in August 2006 and held a series of positions of increasing responsibility, including acting as Procom’s Ottawa branch manager and guiding the growth of its private and public sector services practice in the National Capital Region. Before joining Procom, Kent was a Director at CIBC World Markets.

In 2017, Kent was recognized by the Ottawa Business Journal as one of the top regional business leaders with its prestigious “Top 40 Under 40” award. He received a Master’s of Business Administration from Rotman School of Business at the University of Toronto and an Honours Degree in Business Administration from Wilfrid Laurier University. Kent is a CFA® Charterholder

Kent McCrea

Chief Operating Officer and Managing Director
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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

Tips for working from home during COVID-19 outbreak

Working from home during the COVID-19 outbreak involves a combination of technologies, time management, communication and finding the best work/life balance that realistically works for you.  

The global COVID-19 pandemic has presented an unprecedented situation - one that's affecting all of our families, our communities and our businesses.

Around the world, precautions are being taken in the workforce to protect the health of all individuals and prevent the exposure and transmission of COVID-19 outbreak among workers.  These types of precautions include things like, work travel bans, cancellation of in-person meetings, events and conferences; self-quarantining and working remotely until the dangers pass. 

This leaves, however, the workforce to deal with an unusual challenge: Working from home for the first time.

Even if you have experience in remote work, voluntary or mandatory working from home because of COVID-19 probably seems like a whole new world - and it's most likely feeling very sudden and abrupt. 

Job Seeker

Direct sourcing: Designing a program that works for you

They go by many different titles: contingent workers, gig employees, freelancers, consultants and contractors, but regardless of naming, they all serve the same purpose in providing organizations with flexible, skilled staffing solutions to help employers quickly respond to market changes and demands.

In an effort to save on cost, better manage talent and regain control over their recruits, organizations have become increasingly more comfortable taking on some or all of the contingent worker engagement process for simple or frequent openings within their organizations.

The practice of engaging contingent workers directly is known as direct sourcing, and while it's true that direct sourcing can save organizations money, the opposite can also be true if the company doesn’t have the proper resources in place or a formal program to manage the process.

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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