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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
Frank McCrea

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What is a contingent worker?

Contingent workers are outsourced, non-permanent workers that are commonly referred to as Independent Contractors, contract workers, freelancers, gig workers, consultants, temporary talent or remote workers. They are engaged by an employer on a short-term, long term or on a project-by-project basis.

A contingent worker can work on site or remote; however, when the their contract is at an end or the project for which the contingent worker was hired for is complete, the employer has no responsibility to provide continuous work to that worker on a permanent basis – they are not on staff.  

Contingent Workforce

Which is the best payrolling option for 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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