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Shaheen Chowdhury
Vice President of Technology

Shaheen Chowdhury leads the strategic direction and execution of Procom’s software products and IT operations that power Procom’s talent and enterprise business. He provides oversight for all information systems and, in collaboration with other business leaders in Procom, is driving optimization and efficiency across the enterprise. Over the last 15 years, Shaheen has been instrumental in shaping Procom’s growth through technology initiatives and innovation.  

Shaheen brings 20 years of product development and management experience to this position. Prior to his current role, Shaheen worked in various capacities including Software Engineer, Solution Architect, Team Lead, Development Manager and Director of Technology.

Shaheen holds a bachelor’s degree in Computer Science (Software Engineering specialization) from the University of Toronto. As an avid advocate of agile practices, Shaheen is also a Certified SCRUM Master (CSM) and a Certified SCRUM Product Owner (CSPO). He is also an active contributor in open-source development communities and technology forums.

Shaheen Chowdhury

Vice President
of Technology
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Understanding Contractor Tenure

Contractor tenure refers to the length of time that a contingent worker can be on an assignment for a single organization. However, in an attempt to lower the risk of co-employment, it's common for organizations to implement a policy that limits the length of time that a contractor can work on any one assignment. Once the tenure limit has been reached, the contractor can no longer work on the assignment- regardless of the project length.

Contingent workers bring many benefits to an organization's workforce; however, they also open employers up to a range of financial, legal, tax and branding risks. These Contingent Workforce risks will arise when an organization is flagged for non-compliance and is assessed based on its failure to comply with employment standards.

Without proper classification in place, one of the major risks employers face is co employment, and not even major corporations can escape the penalties if found in non-compliance.

Contingent Workforce

How to onboard international talent in Canada

While onboarding contingent international talent is a competitive asset in a global economy, tapping into the international talent pool also carries compliance and administrative responsibilities in addition to domestic legislative and tax requirements that must be met in contingent workforce management. To remain competitive and compliant in 2022, organizations should adhere to a strict process. 

Here are the steps involved in onboarding international talent in Canada.

Talent Acquisition

How to negotiate your employment contract

The pandemic has presented an unprecedented workforce climate - yet while the world is slowly recovering, the workforce is rapidly seeing an increase in jobs and opportunities.  

The final stage in cementing any business relationship is contract negotiation. Whether you're entering the contingent workforce, becoming a fulltime employee or re-negotiating a pre-existing agreement, the workers who get what they want achieve it with a sound negotiation strategy.

And while the current workforce and economic climate may impact an organization's payroll, your skills and experience are of value, and it's important to approach the bargaining table with confidence that a fair and competitive market rate will be agreed on - if you're prepared.

Before you accept the first offer, lay the groundwork for getting what you deserve. Here's how: 

Job Seeker

Understanding Contractor Tenure

Contractor tenure refers to the length of time that a contingent worker can be on an assignment for a single organization. However, in an attempt to lower the risk of co-employment, it's common for organizations to implement a policy that limits the length of time that a contractor can work on any one assignment. Once the tenure limit has been reached, the contractor can no longer work on the assignment- regardless of the project length.

Contingent workers bring many benefits to an organization's workforce; however, they also open employers up to a range of financial, legal, tax and branding risks. These Contingent Workforce risks will arise when an organization is flagged for non-compliance and is assessed based on its failure to comply with employment standards.

Without proper classification in place, one of the major risks employers face is co employment, and not even major corporations can escape the penalties if found in non-compliance.

Contingent Workforce

How to onboard international talent in Canada

While onboarding contingent international talent is a competitive asset in a global economy, tapping into the international talent pool also carries compliance and administrative responsibilities in addition to domestic legislative and tax requirements that must be met in contingent workforce management. To remain competitive and compliant in 2022, organizations should adhere to a strict process. 

Here are the steps involved in onboarding international talent in Canada.

Talent Acquisition

How to negotiate your employment contract

The pandemic has presented an unprecedented workforce climate - yet while the world is slowly recovering, the workforce is rapidly seeing an increase in jobs and opportunities.  

The final stage in cementing any business relationship is contract negotiation. Whether you're entering the contingent workforce, becoming a fulltime employee or re-negotiating a pre-existing agreement, the workers who get what they want achieve it with a sound negotiation strategy.

And while the current workforce and economic climate may impact an organization's payroll, your skills and experience are of value, and it's important to approach the bargaining table with confidence that a fair and competitive market rate will be agreed on - if you're prepared.

Before you accept the first offer, lay the groundwork for getting what you deserve. Here's how: 

Job Seeker

Understanding Contractor Tenure

Contractor tenure refers to the length of time that a contingent worker can be on an assignment for a single organization. However, in an attempt to lower the risk of co-employment, it's common for organizations to implement a policy that limits the length of time that a contractor can work on any one assignment. Once the tenure limit has been reached, the contractor can no longer work on the assignment- regardless of the project length.

Contingent workers bring many benefits to an organization's workforce; however, they also open employers up to a range of financial, legal, tax and branding risks. These Contingent Workforce risks will arise when an organization is flagged for non-compliance and is assessed based on its failure to comply with employment standards.

Without proper classification in place, one of the major risks employers face is co employment, and not even major corporations can escape the penalties if found in non-compliance.

Contingent Workforce

How to onboard international talent in Canada

While onboarding contingent international talent is a competitive asset in a global economy, tapping into the international talent pool also carries compliance and administrative responsibilities in addition to domestic legislative and tax requirements that must be met in contingent workforce management. To remain competitive and compliant in 2022, organizations should adhere to a strict process. 

Here are the steps involved in onboarding international talent in Canada.

Talent Acquisition

How to negotiate your employment contract

The pandemic has presented an unprecedented workforce climate - yet while the world is slowly recovering, the workforce is rapidly seeing an increase in jobs and opportunities.  

The final stage in cementing any business relationship is contract negotiation. Whether you're entering the contingent workforce, becoming a fulltime employee or re-negotiating a pre-existing agreement, the workers who get what they want achieve it with a sound negotiation strategy.

And while the current workforce and economic climate may impact an organization's payroll, your skills and experience are of value, and it's important to approach the bargaining table with confidence that a fair and competitive market rate will be agreed on - if you're prepared.

Before you accept the first offer, lay the groundwork for getting what you deserve. Here's how: 

Job Seeker

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Leading Financial Services Institution

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