Marijuana Business Magazine September 2019

Marijuana Business Magazine | September 2019 108 projects they work on to students testing the waters to determine whether they want to join the cannabis industry. “The temporary employee or consultant can be for seasonal purposes, (a) project- based need that increases head count for a short period of time, vacations, leaves of absence, operational or licensing projects,” Bernard said. “All backfill a position as an interim solution, while CannabizTeam sources for talent or the client identifies their own candidate.” CannabizTemp handles background checks and following up with references. The firm also conducts multiple inter- views with candidates before sending them to its client companies. And it’s not just seasonal workers or lower-level jobs. CannabizTemp will provide interim ex- ecutives such as a CEO or chief financial officer for companies while they search for the right person for a permanent job. “We make sure each person we place has the skill set the client needs and fits the culture,” Bernard said. “It’s a bit more of a white-glove service.” Recruiter Launches Temp Business Denver-based cannabis industry recruiting firm Vangst launched its Gigs online platform in October after recognizing that companies must fill many positions on a temporary basis. Rather than treat its stable of temporary workers as contract employees who fill out IRS Form 1099, Vangst has them fill out IRS Form W-2, which puts them on its payroll, said Carter Davidson, the company’s chief revenue officer. Vangst provides cannabis companies with workers in California, Colorado and Washington state and is about to launch its service in Nevada. It does not provide services in Arizona, where badges are tied to license holders. Before they can get a badge, workers must have an offer letter from an employer. “We pay our workers and bill the client,” Davidson said. “There’s a markup for our services—temp labor across all industries does cost more. The hourly rate is higher than if you brought someone on full time. We assume all the liability—workers’ comp, payroll taxes, recruiting and screening.” We make sure each person we place has the skill set the client needs and fits the culture. It’s a bit more of a white-glove service.” —Liesl Bernard Chief executive officer of CannabizTeam and CannabizTemp Carter Davidson. Courtesy Photo a good gig