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Nathalie Forest
Branch Manager

Nathalie Forest has been in charge and manages the operations of the Quebec branch since her arrival in 2005. Mrs. Forest has also been responsible for the business development of the branch's major accounts since its inception.

With more than 18 years of experience in recruiting and managing the workforce, including more than 14 years in the information technology (IT) sector, she assures the growth of the branch through professional staffing and contingent workforce in the Quebec City area.

She manages and guides its sales and recruitment teams by advocating a human approach, results oriented and footprint of the highest quality standards. This approach has allowed the Quebec City branch to carve out a place of choice among the region's largest clients and has earned an excellent reputation.

Born in Quebec City, Ms. Forest holds a Bachelor of Law degree from l’Université Laval. Achieving the highest peaks in women's tennis rankings to a junior international level has led her to travel all over the world. As a mother of two children, she is sensitive to charitable organizations in the region and makes a point of contributing to it and investing in it when the opportunity arises.

Nathalie Forest

Branch Manager
Nathalie

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Nathalie Forest

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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

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

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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