Client FAQ

Atlanta Area Salary Survey™

Each year, Maverick Recruiters provides our clients with an Atlanta Area Salary Survey™ based on actual hires from the previous year. This has become a very popular tool for our clients as they plan for their upcoming hires because it provides salary ranges with related experience levels that are specific to the Atlanta market. As we are entering a candidate driven market, companies will need to be competitive in salary, benefits, and growth opportunities in order to hire and retain their top employees and our Atlanta Area Salary Survey™ will help you do this. We are in the market 365 days a year—we know the latest in hiring trends and can help fine tune your hiring process so that you acquire the top talent.

If you would like to receive a copy of our Atlanta Area Salary Survey™, please click here. We will happily send you a copy!

If you would like to find out more about salaries in different parts of the county or for jobs other than those listed on our Atlanta Area Salary Survey™, please click on the following link: www.salary.com.

Articles for Hiring Companies

• What Is Talent, and How Do We Measure It?
  Managers ask us to bring them the best talent we can find. We say that quality of hire is our most important metric and that it is tied directly to the kind of talent we can attract. Yet while we bandy about the term “talent,” we have no real definition of it.
• What is Your Philosophy about Employees? 10 tough questions to answer
  Often, words such as “friendly,” “hard-nosed,” “fast-paced,” “modest,” “aggressive,” and “sophisticated” are used when describing how an organization appears to the outside world. Virgin Atlantic, Richard Branson’s airline, is considered avant-garde and a bit offbeat, while United Airlines is thought of as traditional, mainstream, and reflective of the business-oriented folks to whom it caters.
• Top Ten Ways to Retain Your Great Employees
  Key employee retention is critical to the long term health and success of your business. Managers readily agree that retaining your best employees ensures customer satisfaction, product sales, satisfied coworkers and reporting staff, effective succession planning and deeply imbedded organizational knowledge and learning. If managers can cite these facts so well, why do they behave in ways that so frequently encourage great employees to quit their jobs?