Ryan Affolter

A poor candidate experience doesn’t just cost you one hire. It drives up costs, damages your brand, and slows down performance. Learn how to turn hiring into a smarter, faster, ROI-driven strategy. #StaffingSolutions #EmployerBrand #HiringROI

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📉 The job advertising landscape has dramatically changed over the past few years—and the latest research proves it. In this exclusive report, Aptitude Research breaks down how programmatic job advertising has evolved over the last two years, its measurable impact, and why it's becoming the go-to strategy for high-performing staffing and TA teams! 📊 Don't get left behind with the old 'post and pray' method that I used when I was a Recruiter - with AI-driven programmatic job advertising, the data does the work for you and helps make smarter hires! https://lnkd.in/eb66PrpY

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Top performers rarely raise their hand for new roles. They’re creating value where they are. This article breaks down why that passive talent segment is so critical in today’s market.

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Washington Frank is proud to announce a strategic collaboration with Enterprise Resource Planning Solutions (ERPS)—a boutique SyteLine consulting firm based in Kansas City, Missouri who’s able to travel onsite throughout the Midwest. As the Midwest lead for SyteLine consulting services at Washington Frank, I’ve had the privilege of working closely with ERPS and seeing firsthand the impact they make. ERPS is a team of highly skilled consultants who specialize in delivering end-to-end CloudSuite Industrial (SyteLine) solutions. They support clients through every phase of ERP transformation—from discovery and project management to business process design, development, and post-go-live support. Their expertise spans manufacturing workflows, inventory and warehouse operations, financial process optimization, and advanced planning and scheduling. They also offer tailored training programs, robust reporting and analytics using SQL and Power BI, and seamless integration of EDI, CRM, and document management systems. What sets ERPS apart is their dual strength in both technical and functional domains. Their consultants understand the relational database structure of SyteLine inside and out, enabling them to resolve issues quickly and design scalable, sustainable ERP environments. They’re not just implementers—they’re long-term partners committed to helping businesses run smarter and more efficiently. Together, Washington Frank and ERPS are delivering ERP solutions that are not only technically sound but strategically aligned with our clients’ goals. If you're looking for a partner who understands both the technology and the business, let’s connect. #SyteLine #CloudSuiteIndustrial #ERPConsulting #WashingtonFrank #ERPS #ManufacturingExcellence #DigitalTransformation #ERPRecruitment

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Great session from Patricia Maroto Gómez and an important reminder about posting content that aligns with themes you genuinely believe in (not just Crystal Palace). The Region is driving demand for RPO/embedded solutions, but most approach with a misconception. They view embedded/RPO as simply placing a recruiter on-site at internal talent acquisition costs. This is the knowledge gap we’re addressing. When you embed Halian, you’re not hiring a recruiter but accessing Halian as a Service. Our entire recruitment ecosystem backs your dedicated client partner: global sourcing networks, AI-enabled tools, proprietary candidate databases, and proven methodologies refined across thousands of placements worldwide. The fundamental difference is between infrastructure and the individual. You’re not paying for a person. You’re investing in proven recruitment infrastructure that delivers faster fills, higher quality candidates, and scalable capacity without the overhead of building these capabilities internally. Halian as a Service (HaaS) 😜

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Interesting.... 89% of TA Teams Struggle With Data Visibility: 2026 Talent Acquisition Outlook Report Only 23% of TA organizations can connect their recruitment spending to actual hiring outcomes, according to Symphony Talent’s 2026 Talent Acquisition Outlook Report, while 89% rate their visibility...Read more 66% of Recruiters Say Finding Talent Is Harder, Though Applications Have Doubled Key takeaways: Applications doubled since 2022, yet 80% of job seekers feel unprepared, and 66% of recruiters can’t find qualified candidates. With 93% of recruiters expanding AI use and 59% 

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Team meetings are important, but they don’t replace the value of 𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁  one-on-one conversations. 1:1s help leaders: 🔸Build trust 🔸Spot challenges early 🔸Align priorities 🔸Support career growth 🔸Share feedback They’re not just a check-in—they’re a leadership tool that drives engagement and performance. Are you making them a consistent part of your leadership routine? https://lnkd.in/gpHpYWWd

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I am saying "no" to incoming requirements at the moment. And that's not a humble (or not so humble) brag, it's a way of realizing our identity at Clarity R2R. We're a leadership focused search firm, partnering collaboratively with other Staffing agencies on key strategic hires. This includes, but is not limited to; → C-Suite → Operational team takeovers → Vice President level (billing and non-billing) → Business-unit / office launches → BD Directors + VP of Client Services The constant though, is being partnered with agencies that have a genuinely compelling narrative and value prop. In my opinion, politely declining work outside of your remit, only reinforces your market position. There's power in saying no, especially when articulated correctly. Clients (or potential clients) will respect your transparency more than your inability to deliver. Clarity R2R | James Ward | Marcus Davies

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A strong hiring process does more than fill roles—it shapes culture, retention, and candidate perception. This article explores how organizations can improve interviews, encourage feedback, and use data to build a better candidate journey.

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Developing a culture of open and transparent communication isn't just reassuring for employees—it directly drives better results! Dive into different strategies on how to build and maintain an open communication culture within your organization. https://bit.ly/44DZYnO

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Not hearing back from recruiters doesn’t mean you’re not good enough. It often means the volume is often overwhelming. At True Talent Group we get thousands of applicants for jobs and I genuinely wish we could respond to everyone. Since we can’t, I want to make sure you still get what matters, true advice. I was on prep yesterday for this panel and WOW — there’s real gold being shared on how to stand out right now. If you’re job searching, this panel is telling the truth about how to find your dream job. Whether you are a student or senior level leader looking for a job this is worth your time. You’re closer than you think.

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Marketing Jobs Insights: The $200K marketer isn’t who you think. According to the latest marketing labor data, postings are down ~17% year over year. But director-level compensation in tech is pushing $180K–$220K+. This is what consolidation of skill sets and roles looks like. The highest-paid marketing roles right now are: • Product Marketing Directors • Growth Leaders • Marketing Analytics Heads • Revenue-connected Marketing Directors Notice what they have in common? They sit close to revenue. They don’t just run campaigns. They influence pricing, positioning, forecasting, lifecycle, and acquisition efficiency. The premium isn’t for “more experience.” It’s for owning a growth lever. Meanwhile, mid-level averages hover around ~$98K — solid, but the spread between generalist and revenue-operator is widening. This is why roles feel compressed. Companies are paying more — but for fewer people who can think strategically, operate analytically, and execute with AI systems. Marketing isn’t being reduced. It’s being re-architected. Artisan Talent https://lnkd.in/epGBZnKk

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I am excited to share the 2026 Workforce Planning Guide from Addison Group. Many forces shaping the U.S. labor market - technology, workforce demographics, and economic uncertainty - are not new, but their impact has intensified, creating greater complexities and possibilities. The pace of change can feel overwhelming, but with change comes opportunity. Today, both companies and employees are more selective, waiting for the “perfect” fit. Employers who hesitate risk missing out on specialized talent, particularly in high-growth areas like cybersecurity and data engineering, while candidates must recalibrate expectations around compensation and work-life balance. At the same time, many organizations are broadening their talent pools by shifting from degree requirements to skills-based hiring. The rapid adoption of AI is no longer just an emerging trend. It is transforming nearly every industry, job function, and workplace process. Employers are under pressure to integrate these tools responsibly, while employees must adapt by building new skills and learning to collaborate with AI rather than compete with it. This shift is creating a premium on professionals who combine technical fluency with creativity, problem-solving, and adaptability. Addison Group is uniquely positioned to guide you through these dynamics with confidence. Whether you are seeking the right hire, developing your existing team, or analyzing workforce and salary trends, this year’s Workforce Planning Guide offers a clear view of today’s market, from emerging trends to national and local salary data, to help you plan strategically for the year ahead. We look forward to partnering with you as you navigate this evolving landscape. Download the 2026 Workforce Planning Guide today. https://lnkd.in/gDD6xSsQ #workforceplanning #salary #talentsolutions #hiring #trends #AI

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