Austin

Site Reliability Engineer (SRE)

55.00-60.00 USD (US Dollar) Per hour, Salary Negotiable

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United States of America

Big Data Engineer - Lead

150,000-165,000 USD (US Dollar) Per annum, inc Benefits

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Chicago

Regional Sales Manager – Domestic (New Business)

95,000-125,000 USD (US Dollar) Per annum, inc Benefits

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Charlotte

Regional Sales Manager – Domestic (New Business)

95,000-125,000 USD (US Dollar) Per annum, inc Benefits

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Detroit

Regional Sales Manager – Domestic (New Business)

95,000-125,000 USD (US Dollar) Per annum, inc Benefits

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Cincinnati

Regional Sales Manager – Domestic (New Business)

95,000-125,000 USD (US Dollar) Per annum, inc Benefits

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Develop and grow your business with our network of local specialists behind you

Working with Reed, you don't have to go it alone. With over 60 year's experience in specialist recruitment, our dedicated consultants work with you to find talented professionals, to help your business flourish.

We have access to

22m

candidate resumes worldwide

We have a

4.9

average rating on Google

Somebody starts a job every

5 min

through Reed

love our expertise

Lucie Chladová

Lucie Chladová

Recruiter

Michael Madden

Michael Madden

General Manger

Shanice Abela

Shanice Abela

HR Officer

Maree Persen

Maree Persen

Director

Michael Jenkins

Michael Jenkins

VVB Engineering Ltd

Kamil Bělina

Kamil Bělina

Key Account Manager

Lucie Chladová

​​​Highly professional approach combined with Reed's ability to create friendly and welcoming environment for the candidates is something that really works - for Reed, for us and mainly for the candidates. This win-win-win situation makes them exceptional.

Michael Madden

​​Reed has great attention to detail and is responsive to their client's needs. They provide a "one-to-one" recruitment service, ensuring both employer and candidate are the optimum match and best cultural fit for each other. Definitely recommended.

Shanice Abela

​Reed has always been a very professional agency to work with. Very patient and does their best to understand a client's needs.

Maree Persen

​The main difference between Reed and other agencies is that I've never felt like "just another candidate", or "just another client".

Michael Jenkins

​​The only agency that kept their word and called when they said they would. I felt I was always being listened to and received frank and honest feedback.

Kamil Bělina

​​I particularly appreciate the professional approach and quick response to my questions.

What's happening...

Coaching for intersectional inclusion
9 mins read

Coaching for intersectional inclusion

​Everyone has multiple layers to their identity, and no one is one label. There are other aspects of their identities to consider, and no one should be put in a box. Many businesses, which celebrate Pride Month, for example, are perceived as not doing enough for people who are underrepresented in more than one way.

Recent research by Culture Amp in ‘The Workplace Diversity and Inclusion Report 2024’ found disabled women and black women are more doubtful of their employers’ equality, diversity, inclusion and belonging (EDI&B) efforts than any other group.

This is likely because women might feel their entire identity and additional barriers aren’t being considered, if they are part of more than one underrepresented group. Some employers’ initiatives provide a base-level overview of inclusion for women, but they might only explore the perspectives of white women, for example, or women in general, with no specific solutions explored for LGBTQ+, disabled or black women, for instance. Each may have very different experiences of what it means to be a woman.

Coaching people within your organisation can help leaders and employees gain a deeper understanding of intersectionality and why it’s important. We interviewed Mary-Clare Race, CEO of Talking Talent, for her insight and best-practice tips on all things coaching and inclusion.