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Team Play

Many consultants who work through our Professional Staffing practice also look for opportunities to work remotely and love the idea of doing so on a team. It gives them a different way to provide service to our clients and keeps their game on point as they will be assigned to a team of peers. There is a built in expectation that they “know their stuff” and can contribute to the end game while holding their professional ego in check. It’s a reminder of learning how to play nice in the sandbox while still getting to work on the sand castle!

Consultants

Consultants selected to work on a business transformation engagements range from organizational strategists, facilitators, program designers, to instructional designers and trainers. Depending on the scope-of-work, we may also include people with a communications background and project managers. Backgrounds in leadership development, diversity and inclusion and culture transformation will get our attention.

Project Leads receive resumes of consultants who match their needs for the type of engagements that they will lead. Interviews are then conducted with Project Leads and a member of our recruitment team. If selected to move forward, we require you to complete a Gallup’s StrengthsFinder assessment to help maximize your experience as a team member. This assessment helps you, your Practice Lead and us, ensure the best fit for performance and project satisfaction. You also be asked to provide samples of your work along with references specific to the work that you’ll be doing.

Our business transformation engagements generally last 6 - 9 months. You will likely not be assigned for this entire period unless what you do is required for the entire period. Otherwise, you’ll work closely with the Practice Lead to define the project flow upfront and the specific tasks that you’ll complete, along with an estimate of the hours that you’ll need to complete them.

 

Why Ashton212?

We like to think that there are many reasons why consultants choose to work with Ashton212. One might be that we’re industry agnostic and people-centric. We love working with the smartest and most talented consultants who are part of the demographically diverse, and growing, professional workforce 3.0.

  • We’ve earned a reputation as a firm who recognizes that we are only as good as the company we keep. Not only do we work with consulting “lifers” but we assist those who are new to consulting.  According to the U.S. Census bureau, in 2015, there were over 9.2 million self-employed and temporary workers employed in management, professional, and related occupations—including Baby Boomers, GenXers, Millennials and GenZ who at the top end are now 18 years of age. This unprecedented growth means exciting times in the staffing industry. We are encouraged in the discovery of how to make the best use of all of this talent as our clients seek business growth and sustainability in an ever more complex, global business arena.
  • It seems pretty simple to us; if you want people to stick around, treat them well. We know that the best talent community is representative of all. We thrive on relationships, define diversity in the broadest way possible, and embrace inclusivity. We actively seek to ensure that we attract, retain and place all populations, and include these voices in how we do our work and solve talent problems that our clients face.
  • We work hard to make a positive impact.

 

Getting Onboarded

Consultants

We like to get the paperwork out of the way up front so once you’ve interviewed, taken the assessment and both parties agree to move forward, you’ll receive your onboarding documents. That way when we have the perfect opportunity for you, it’s simple to get you on your way. 

Finally, if you are interested in traditional contingent staffing as a way to earn a living, please read more about our Professional Staffing Practice.

 

Case Studies
2-Page Summary PDF
Brochure PDF

Contact:  Mercedes Martin