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Shaheen Chowdhury
Vice-président, Technologies

Shaheen Chowdhury s’occupe de l’orientation stratégique et de l’exécution des produitsprogiciels et des opérations des technologies de l’information qui propulsent les activités de Procom Talents. Il supervise tous les systèmes d’information et, en collaboration avec d’autres dirigeants de Procom, maximise l’optimisation et l’efficacité à l’échelle de l’entreprise. Au cours des 15dernières années, Shaheen a joué un rôle important dans la croissance de Procom au moyen d’initiatives et d’innovations technologiques.

Il compte 20ans d’expérience dans le développement de produits et la gestion. Avant d’occuper son poste actuel, Shaheen a assumé différentes fonctions, notamment à titre d’ingénieur en logiciels, d’architecte de solutions, de chef d’équipe, de directeur du développement et de directeur principal des technologies.

Il est titulaire d’un baccalauréat en informatique (avec une spécialisation en génie logiciel) de l’Université de Toronto. Fervent défenseur des pratiques agiles, Shaheen possède également les certifications CSM (Certified SCRUM Master) et CSPO (Certified Scrum Product Owner). Il est également un contributeur actif dans les communautés de développement de logiciels ouverts et les forums de technologies.

Shaheen Chowdhury

Vice-président,
Technologies
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How to increase retention through The Great Resignation 

Employers must get on the same page with their talent by reconceptualizing what it means to work for their organization.  

According to The U.S. Board of Labor, 4 million Americans quit their job in the summer of 2021. The workforce is operating under the weight of The Great Resignation, and it isn’t looking to slow down anytime soon. In fact, a recent Procom Voice of Talent Report of over 1000 knowledge workers across North America finds 52 per cent of respondents are “likely” to “very likely” be looking to leave their current position within the next 12 months.  

For employers, this means they must act now in order to rescue their workers from joining what’s been dubbed, The Great Resignation.    

Talent Acquisition

What is Subvendor Management and do I need it?

Subvendor management streamlines the contractual process by allowing an organization, or 3rd party payroll provider, to manage all subvendor relationships within a single Master Services Agreement (MSA). When evaluating the need to outsource subvendor management to a 3rd party payroll provider or keep the function in-house, organizations must consider current vendor relationships as they align with future growth strategies.

Whether you’re responsible for vendor management within a large enterprise or are operating a small-to-medium-sized business, contingent workforce management becomes increasingly complex as organizations continue to engage resources outside of their preferred vendor lists, AKA: Subvendors. And keeping up with your different contingent resources can be a massive undertaking.

As a result, independently managing subvendors can lead to overpaying for services. For this reason, many organizations are outsourcing these responsibilities to a 3rd party payroll provider.

Contingent Workforce

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

How to increase retention through The Great Resignation 

Employers must get on the same page with their talent by reconceptualizing what it means to work for their organization.  

According to The U.S. Board of Labor, 4 million Americans quit their job in the summer of 2021. The workforce is operating under the weight of The Great Resignation, and it isn’t looking to slow down anytime soon. In fact, a recent Procom Voice of Talent Report of over 1000 knowledge workers across North America finds 52 per cent of respondents are “likely” to “very likely” be looking to leave their current position within the next 12 months.  

For employers, this means they must act now in order to rescue their workers from joining what’s been dubbed, The Great Resignation.    

Talent Acquisition

What is Subvendor Management and do I need it?

Subvendor management streamlines the contractual process by allowing an organization, or 3rd party payroll provider, to manage all subvendor relationships within a single Master Services Agreement (MSA). When evaluating the need to outsource subvendor management to a 3rd party payroll provider or keep the function in-house, organizations must consider current vendor relationships as they align with future growth strategies.

Whether you’re responsible for vendor management within a large enterprise or are operating a small-to-medium-sized business, contingent workforce management becomes increasingly complex as organizations continue to engage resources outside of their preferred vendor lists, AKA: Subvendors. And keeping up with your different contingent resources can be a massive undertaking.

As a result, independently managing subvendors can lead to overpaying for services. For this reason, many organizations are outsourcing these responsibilities to a 3rd party payroll provider.

Contingent Workforce

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

How to increase retention through The Great Resignation 

Employers must get on the same page with their talent by reconceptualizing what it means to work for their organization.  

According to The U.S. Board of Labor, 4 million Americans quit their job in the summer of 2021. The workforce is operating under the weight of The Great Resignation, and it isn’t looking to slow down anytime soon. In fact, a recent Procom Voice of Talent Report of over 1000 knowledge workers across North America finds 52 per cent of respondents are “likely” to “very likely” be looking to leave their current position within the next 12 months.  

For employers, this means they must act now in order to rescue their workers from joining what’s been dubbed, The Great Resignation.    

Talent Acquisition

What is Subvendor Management and do I need it?

Subvendor management streamlines the contractual process by allowing an organization, or 3rd party payroll provider, to manage all subvendor relationships within a single Master Services Agreement (MSA). When evaluating the need to outsource subvendor management to a 3rd party payroll provider or keep the function in-house, organizations must consider current vendor relationships as they align with future growth strategies.

Whether you’re responsible for vendor management within a large enterprise or are operating a small-to-medium-sized business, contingent workforce management becomes increasingly complex as organizations continue to engage resources outside of their preferred vendor lists, AKA: Subvendors. And keeping up with your different contingent resources can be a massive undertaking.

As a result, independently managing subvendors can lead to overpaying for services. For this reason, many organizations are outsourcing these responsibilities to a 3rd party payroll provider.

Contingent Workforce

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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