Capital Resource Network


Why does an employer benefit from using CRN?

Data shows that it can cost an employer between 2-3 times the employee’s salary to lose that employee within the first three years.  Not only does a service like CRN help to reduce expensive employee turnover, CRN professionally helps to navigate the new-hire’s questions and needs, leaving him or her to focus on the new job.

Capital Resource Network is a regional network of employers and relocation services modeled after Tech Valley Connect, an employer consortium in the capital region of New York.  Tech Valley Connect was incubated at Rensselaer Polytechnic Institute and launched shortly after into a non-profit.  It has been in existence for about four years and has proven itself viable and sustainable. After four years, the area consortium has retained 95% of the original hires referred to their services.  In addition, the spouse/partners who participated found jobs at a rate 39% faster than the national average. 

Organizations that have been affiliated with the model organization of Tech Valley Connect have realized that they have helped to raise the level of sophistication for their region by participating in innovative infrastructure that addresses common issues for employers across all industry sectors.

How can this resource be beneficial to the new hire and their family?

Providing a friendly and knowledgeable point of contact from the get-go is critical to a smooth transition and strong, long-term bond. CRN services are designed to reduce the stress of relocation by helping to connect a new-hire and family to locally vetted services and programs. As a well-connected, neutral point of contact, CRN is ideal for seeking solutions to everyday questions and needs.  From finding swim lessons, to finding special needs resources for children, a veterinarian, realtor, or bank, etc, CRN actively manages the new-hire and family relationship for a smart start and long-term commitment to the Capital Region.

How quickly can a new-hire get started with CRN?

A new-hire can start utilizing CRN services very quickly.  Once a new-hire is confirmed and referred to CRN via the designated Employer Advocate, CRN will set-up a two-hour, confidential Intake Interview with the new-hire and family to learn about their needs and interests.  CRN will then produce a customized plan and begin working with the new hire and family to implement. The one-year of service starts at the point of Intake.

How does the Dual Career Support work?

As a consortium of regional employers, CRN provides spouses and partners of new-hire professionals with an action plan of multiple strategies towards gaining employment in the Capital Region.  The action plan is customized to each individual as discussed during the new-hire’s first confidential, in-depth meeting with CRN. One unique aspect of the action plan includes coordination of informational networking interviews with consortium member companies.  Participating employers agree to reciprocate informational interviews for new-hire spouses/partners as part of their CRN membership agreement.

What is an Informational Networking Interview?

As members of the CRN, employers agree to provide company interviews for consortium member new-hire partners and spouses.  Interviewees and interviewers are matched based on professional expertise.  The 30-minute interview does not guarantee employment; it offers access to invaluable job search elements such as advice regarding the local landscape for particular work, questions about potential job openings, possible referrals to colleagues, invaluable professional networking and an essential in person exchange.

If the executive/professional hired has a partner/spouse who is NOT seeking an executive level position, is the dual career support still a helpful resource for a job search?

Yes.  CRN works with area recruiters to provide an additional system of employment opportunities beyond the network’s employer members.

Are there any specific accommodations made for international hires?

Yes.  CRN serves as a safety zone for questions and answers regarding assimilating to U.S. culture, customs and traditions.  Tools and references are provided to assist with everyday challenges like size conversions, driving, emergencies, slang-idioms acronyms, as well as with referrals to language courses.

What type of follow-up is provided to the new-hire after the initial move to the region?

In addition to serving as an ongoing resource for questions, sharing invitations to events, and sending notices about volunteer and other social opportunities, CRN checks-in with the new-hire and family on a regular monthly basis for their first six months in the region.