Placement FAQs

Are Women@Work candidates at a particular level and compensation range?

Women@Work has generated top-quality mid to senior-level candidates for positions that range from $50,000 to $1 million in compensation. Women@Work does not specialize in one area: we have administrative to C-suite candidates in all industries.

Our mid-level administrative candidate pool (non-clerical Executive Assistants, Project Managers, Office Managers, etc.), which often includes well educated returning professionals, is atypical and of a higher quality than can be found through other resources.

Do all Women@Work placements involve flexibility? Are all Women@Work candidates looking for part-time positions?

No. Although all the women in our network are striving to achieve a greater degree of work-life balance, many are used to working within very traditional full-time structures and expect to continue to do so. Women@Work places women into permanent full-time and part-time positions—as well as “1099” consulting engagements.

Does Women@Work specialize in a particular industry or company size?

We are working with industry giants such as JP Morgan, McGraw-Hill, Pepperidge Farm and Pitney Bowes, as well as many smaller companies in a very wide range of industries. We have generated candidates for positions in sales, marketing, accounting, technical writing, financial planning, corporate training, IT, investment banking, communications, finance, public relations, travel, consumer products research, law and much more.

How have the returning professional women in your network continued to develop their business skills?

At least 60% of the women in our network are current professionals who have never left the work force.

About 40% of the women in our network are what we call "returning professionals"--women who voluntarily "opt out" of the work force for an average of 12 years. During their absence from the work force, these women have not been idle. Some women have pursued occasional project work. Many others have been high-level volunteers. The former founder and director of the Stepping Stones Children's Museum, a vice president of the National Charity League, a president of the AAUW, the founder of a national health advocacy association and many very able PTA presidents are just a few examples of women in our network who have applied and continued to develop management and organizational skills in volunteer settings.

As with any new hire at any level, some on the job training could be required. With the caliber of Women@Work Network candidates, however, only a brief "ramp up" period is necessary. The majority of women are graduates of top-tier colleges and universities and many have advanced degrees. Their resumes often include officer-level Fortune 500 and Wall Street experience.

What does flexibility really mean? Is giving in to flexibility opening the door to one big “free for all”?

Employers want to control their work environments—and rightfully so. There’s lots of work to get done, and work does mean work! But productivity levels do not need to suffer at the hand of flexibility. And flexibility does not require a major overhaul of your workplace. At Women@Work we offer employers some basic wisdom on the matter of flexibility: Don’t think outside the box, just redesign it.

Some relatively minor changes to your workplace structure can have a powerful impact on your overall recruiting and retention. Even something as simple as allowing employees to arrive later than 9am so that they can take their children to school can motivate a very qualified prospective employee to accept your offer for a more than full-time position. The key is to institutionalize flexibility just like every other employee benefit so that there are very visible guidelines for employees to follow. Rather than creating a Pandora’s Box of one-off deals with individual employees, employers must establish company-wide flexibility policies.

Women@Work helps companies explore reasonable and practical flexibility strategies that have a minimum of workplace disruption.

Why are Women@Work Network candidates of a higher quality than would be found through other sources?

Top-quality candidates typically do not look for employment opportunities in newspaper classifieds or mass market online job postings. Experts estimate that 60 to 80% of job seekers land positions through networking—and this is especially true of top-quality candidates.

The best candidates move in the same circles and look to each other for significant job leads. Women@Work, first and foremost, is a networking organization—nearly 8,000 smart women helping other smart women nationwide.

All job postings are sent to every woman in our core network—regardless of their areas of interest—and a very powerful networking engine very quickly generates an amazingly targeted and qualified group of candidates.

Why should my company use the services of Women@Work when there are thousands of unemployed people looking for work?

Unemployment figures are indeed still high, but the majority of unemployed workers are in the manufacturing sector. It is still difficult to find "A List" knowledge based workers--and many of these professionals are already employed.

Many employers draw candidates primarily the internet--via their company web site or other mass market job board postings. These resources generate huge numbers of candidates--which is a double-edged sword. On the negative side, there are more resumes than any one person or team could thoroughly read through--and ferreting out the A-List candidates can be like finding a needle in a haystack.

Through Women@Work your candidate pool shrinks in size and expands in quality. And there is the added benefit of tapping into a top-notch pool of diversity candidates--mid to senior level women nationwide.