Ben Crosby

THE MSP PRESSURE COOKER A Practical Guide for US Staffing (MSP • W2) — For Recruiters & Recruiting Managers — 1) SPEED-TO-SUBMIT IS A CORE SKILL For Recruiters: • Fast screening • Clean, formatted resumes • No delay from sourcing → VMS submission For RM: • Invest in automation and AI-based matching • Remove low-value manual tasks Reality: Speed is a competitive advantage across all levels. 2) MULTI-STATE W2 COMPLIANCE MUST BE UNDERSTOOD BY ALL For Recruiters: • Know basics: overtime rules, location-based pay, I-9 steps, paid leave triggers • Avoid early-stage compliance misses For RM: • Maintain strong state-wise compliance frameworks • Conduct regular training • Prevent escalations Reality: Compliance errors damage delivery and reputation. 3) CANDIDATE EXPERIENCE (W2 CX) IS A SHARED RESPONSIBILITY For Recruiters: • Clear communication • Smooth onboarding guidance • Consistent follow-ups For RM: • Transparent benefits information • Quick issue resolution • Predictable onboarding workflows Reality: Strong W2 experience reduces drop-offs and increases redeployments. 4) NICHE FOCUS SCALES BETTER THAN GENERALIZATION For Recruiters: • Build depth in 1–2 skill categories • Maintain curated talent pools • Track repeat redeployable candidates For RM: • Align recruiters to specific MSP skill domains • Avoid spreading recruiters across too many categories Reality: Specialization produces repeatable wins. 5) DATA-BACKED INSIGHT IS EXPECTED FROM EVERY ROLE For Recruiters: • Understand market pay ranges • Guide candidates with realistic expectations For RM: • Use real-time labor market data to support rate discussions • Push back on unworkable bill and pay rates Reality: Data → Predictability → Trust. BOTTOM LINE The US MSP market rewards disciplined operations, skilled recruiters, strong compliance, clear communication, and reliable delivery systems that support consistent performance. #StaffingIndustry #MSP #W2 #Recruitment #ContingentWorkforce #TalentAcquisition

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Kforce’s managed service model recently transformed compliance engineering for a global tech leader. Through automation, workflow optimization and a hybrid onshore/offshore model, we helped the client achieve 24/7 coverage and consistent audit readiness. Discover how this approach produced $700,000 in annual savings and 100% compliance: https://kfrc.co/43Papp2 

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What Most Staffing Firms Overlook in VMS Hiring: ✔ Gain an understanding of MSP dynamics to successfully navigate response cycles, hidden priorities, and decision patterns. ✔ Do not view MSPs as gatekeepers, but as partners. ✔ Equip recruiters with insights that go beyond the job descriptions. ✔ Establish rapid feedback loops to more effectively recruit top talent. ✔ Maintain candidate engagement through proactive follow-ups and timely feedback. #ManagedServices #MSPStaffing #VMSRecruitment #StrategicStaffing #StaffingSolutions #ContingentWorkforce #OffshoreStaffing #TalentMetrics #SupplierScorecard #SupplierPerformance #SLAManagement #AIinRecruitment #RecruitmentBestPractices #RecruitingTips #AgileRecruitment #EmployerBranding #USRecruitment #USAJobs #HiringNow

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Certifications Take Time, Start Early. Government and compliance certifications aren’t overnight wins. Many require weeks or even months of preparation, documentation, and approvals. Waiting until the last minute can delay contracts, partnerships, or growth opportunities. That’s why planning ahead matters. From understanding eligibility requirements to aligning internal processes, a clear roadmap can save time, reduce stress, and keep your business moving forward with confidence. At GCCS (iQuasar LLC), we help organizations plan early, prioritize the right certifications, and move through the process efficiently, without the guesswork. #Certifications #GovConPlanning #BusinessCompliance #FederalContracting #SmallBusinessGrowth #GCCS #iQuasar #StrategicPlanning https://lnkd.in/gEEUgMPP https://hubs.la/Q03Y6lDr0

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Thoughts on IT Staffing & Partnerships In IT staffing it’s common to hear: “We only work with local agencies.” “We already have enough suppliers.” “Our current vendors know our business and the market well.” etc... These points are absolutely valid strong local knowledge and established supplier relationships are valuable. At the same time I often notice many roles staying open for quite a long time despite these partnerships being in place. This makes me wonder: could there be opportunities to strengthen the current supplier network with selective, specialized partners? Sometimes introducing one or two additional agencies carefully chosen for niche expertise or wider reach can complement existing vendors, accelerate hiring and bring in talent pools that may not yet be fully tapped. This isn’t about replacing current partners but about working alongside them to enhance results. A consultative flexible approach to partnerships can help ensure that critical positions are filled faster while maintaining the trust and value built with existing suppliers. If you’re open to exploring how a strategic staffing partner could complement your current network I’d be happy to connect. #corptocorp #ctc #vendors #thirdparty #rpo #recruitementprocessoutsourcing #rpo

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IT contracting isn't new.  Companies have always relied on contractors for flexibility and specialist IT skills. For candidates, contract work isn't just flexibility, it's opportunity. - Open doors to companies you might not otherwise reach - Let you build skills quickly across industries and projects - Give you momentum and choice in a competitive market A contract doesn't have to be a stopgap.  It can be a smart career move. #ITContracts #ContractHiring

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2025 Hiring Trends: Adapting to a Shifting Labor Market The JOLTS report shows 7.7M job openings and 1.6M layoffs, signaling a market in flux. Quits remain steady at 3.3M, indicating worker confidence, but companies need to be proactive in their hiring strategies. How Vaco Can Help: Vaco works with companies to provide innovative talent solutions, focusing on filling key tech roles and addressing skill gaps in software engineering, DevOps, and cloud computing. Let’s discuss your 2025 hiring needs and how we can help you stay ahead. Full JOLTS Report below #HiringTrends #TechTalent #StaffingSolutions #Vaco #VTNE

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I hear this from recruiting and staffing agencies all the time... They hire someone with an impressive resume to head up sales or ops. It's usually an SVP or director out of somewhere like Robert Half, KForce, or another big name. The person has such a good track record that it's confusing when they don't live up to expectations. But from my personal experience, this scenario never works out. What I've seen that works instead is hiring someone more junior with a killer attitude and good instincts. When your opportunity is a stretch for them, and they need to prove themselves -- that's when I've seen it work. Thoughts?

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Contingent staffing is on the rise—and we all know the buzzword benefits: cost efficiency, flexibility, and access to specialized skills. But if the takeaway is just about technical things like saving money, that's a HUGE missed opportunity. Some of the most successful companies I’ve talked to lately have fully embraced contingent staffing—not just to cut costs, but to bring in fresh ideas and challenge groupthink. One lesser known power of contingent staffing isn’t just saving a few bucks. It’s in adding cognitive and neurodiversity that traditional teams may lack— often because too many companies are obsessed with “culture fit” instead of “culture add” (but I'll save that rant for another day). Companies that see the whole picture aren’t just filling gaps or pinching pennies—they’re using contingent talent to break through stagnation, challenge outdated strategies, and push boundaries. Meanwhile, those stuck on old models are about to get left behind. #ContingentWorkforce #CognitiveDiversity #FutureOfWork #LinkTech

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𝐂𝐨𝐧𝐬𝐢𝐬𝐭𝐞𝐧𝐜𝐲 𝐢𝐬𝐧’𝐭 𝐟𝐥𝐚𝐬𝐡𝐲. 𝐁𝐮𝐭 𝐢𝐭’𝐬 𝐰𝐡𝐚𝐭 𝐛𝐮𝐢𝐥𝐝𝐬 𝐭𝐫𝐮𝐬𝐭 𝐢𝐧 𝐬𝐭𝐚𝐟𝐟𝐢𝐧𝐠. In the US staffing world, results don’t come from one great deal or one lucky placement. They come from showing up the same way—every single day. • Following up when others forget • Being transparent when the market is tough • Delivering the same standard to clients and candidates alike • Leading teams with steady expectations, not shifting moods Anyone can be motivated when things are going well. Leadership is staying consistent when the market is uncertain, pipelines are slow, and pressure is high. 𝐈𝐧 𝐬𝐭𝐚𝐟𝐟𝐢𝐧𝐠, 𝐜𝐥𝐢𝐞𝐧𝐭𝐬 𝐭𝐫𝐮𝐬𝐭 𝐜𝐨𝐧𝐬𝐢𝐬𝐭𝐞𝐧𝐜𝐲. 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐫𝐞𝐬𝐩𝐞𝐜𝐭 𝐜𝐨𝐧𝐬𝐢𝐬𝐭𝐞𝐧𝐜𝐲. 𝐓𝐞𝐚𝐦𝐬 𝐠𝐫𝐨𝐰 𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐨𝐟 𝐜𝐨𝐧𝐬𝐢𝐬𝐭𝐞𝐧𝐜𝐲. It’s not about doing something extraordinary once. It’s about doing the right thing—repeatedly. That’s how credibility is built. That’s how leaders are remembered. #Leadership #Consistency #StaffingLeadership #USStaffing #RecruitmentLeadership #TalentSolutions #PeopleFirst #Hiring #StaffingIndustry #BusinessLeadership #Trust #LongTermSuccess

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15 years in staffing. 15 in Tech with 2 in Professional Staff hiring. Hundreds of hires later—and I still see the same interview mistakes across the board. Software Engineers. Sales Executives. Accountants. Doesn’t matter the title. You look great on paper… But the delivery falls flat in the interview. Here’s what I coach every candidate on: When was the last time you practiced your 1-minute “Tell me about yourself” pitch? Have you ever recorded yourself to improve your tonality and confidence? Do you have 2–3 thoughtful questions ready for the hiring manager? Can you clearly articulate why you want this job at this company? Most candidates overlook this prep. Just having a JD and company name isn't enough. And it costs them. Don’t just wing it. If you don’t have a plan going into the interview, you’re already planning to fail.

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Two weeks into my new journey in technology consulting, and I’ve been reflecting on the transition after spending nearly 25 years in staffing. I’ll be honest: I truly miss staffing. It’s fast-moving, immediate, and rewarding—clients say “we’re hiring,” and you find the candidate, place them, and deliver impact almost overnight! Consulting, however, is very different. The sales cycle is longer. It requires time to deeply understand client needs, assess opportunities, and craft outcome‑based solutions that can transform businesses. And yet…this challenge is exactly why I’m here. What’s made the difference? Mentors. My team—Rob Robinson, Duncan Kaye, Ben Doltis, and Adam Fawsitt—has been invaluable. External mentors in the industry have also given time and guidance I’ll never forget. Your network really is your net worth. Over these past weeks, every conversation with leaders and clients has left me inspired: people have said they’ll work with us, introduce us to the right networks, or even want to partner directly. Everyone is talking about AI these days—but what makes me confident is our team’s credibility and track record. Whether it’s AI modernization, digital transformation, cloud/data migration, automation, or broader consulting, we’re focused on outcome‑driven solutions that actually move the needle for clients. Pivoting careers isn’t easy—it’s scary. But if you go all‑in, ask the right questions, lean on your people, and work ridiculously hard with the right solution‑minded partners, the world really can be your oyster. A few lessons I’d share with anyone looking for a new role or even a career change: Keep your head up. It’s a numbers game. I was speaking to a world‑class CIO who reminded me—get out there, work the numbers, and opportunities will come. You can pivot. No matter how late you think it is. After a quarter of a century in staffing, I’m proof that skills are transferable. Ask for help. I’ve probably asked Rob and Ben too many questions already—but people want to help if you let them. Fear comes from the unknown. I can’t control the future, but I can control the controllables: 💡 Work hard 💡 Believe anything is possible 💡 Aim ridiculously high 💡 Listen, Learn, Apply - Repeat. When you do that, the outcome becomes inevitable... And as for me? I’m all in. This is my Endgame. 🚀

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Key Performance Tracking Metrics for #ITStaffing #Vendors Tracking these metrics ensures higher placement success, client satisfaction, and repeat business. 1. Submission-to-Selection Ratio (Target: 1:3 or Better) 🔹 Definition: Number of resumes submitted vs. candidates selected for interviews. 🔹 Example: If you submit 30 resumes and 10 get selected, your ratio is 1:3 (good). 🔹 How to Improve? ✅ Understand job requirements clearly before sourcing. ✅ Pre-screen candidates to match client expectations. ✅ Use AI tools & ATS (e.g., HireEZ, iCIMS) for better resume filtering. ✅ Seek feedback on rejected profiles to refine future submissions. 2. Offer-to-Joining Ratio (Target: At Least 75%) 🔹 Definition: Percentage of candidates who accept the offer and actually join. 🔹 Example: If 10 offers are made and 8 candidates join, the ratio is 80% (good). 🔹 Common Drop-Off Reasons: ❌ Better counteroffers from the current employer. ❌ Delayed offer rollout or long hiring process. ❌ Misalignment of job expectations. 🔹 How to Improve? ✅ Pre-close candidates on salary, interest, and notice period. ✅ Engage candidates post-offer via regular follow-ups. ✅ Speed up hiring process to minimize dropout risk. ✅ Prepare counteroffer strategy to retain interest. 3. Client Feedback & Retention 🔹 Definition: Regularly assessing client satisfaction to ensure repeat business. 🔹 Key Metrics: 📌 Client Satisfaction Score (CSAT) – Feedback on candidate quality & hiring speed. 📌 Repeat Business Rate – Number of recurring job orders. 📌 Issue Resolution Time – Speed of resolving candidate dropouts or replacements. 🔹 How to Improve? ✅ Schedule regular check-ins with clients. ✅ Refine sourcing strategies based on data & feedback. ✅ Provide market insights like salary trends & hiring forecasts. Conclusion By optimizing these three key metrics, vendors can enhance placement efficiency, reduce dropouts, and strengthen client relationships, leading to sustained business growth. 🚀 Would you like a dashboard format to track these metrics? 😊 #ITStaffing #IThiring #Recruitment #sourcing #Joining #Staffing #Talenthiring #Selections #Interviews

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Struggling to showcase your technical experience in a way that stands out? As a Technical Recruiter at Kforce, I review countless IT resumes each week, and small adjustments can make a big impact. Here are a few tips to help your resume rise to the top: - Lead with impact. Quantify achievements: think performance boosts, cost savings, migration outcomes, etc. - Highlight relevant stacks you're experienced with to better showcase. Tailor your tech skills to each role (React, AWS, Python, Kubernetes, etc.). - Think like an architect. Demonstrate problem‑solving, ownership, and how you’ve improved systems or processes. At Kforce, we can assist in finding your next opportunity. Let’s connect and explore what’s possible! #TechCareers #ResumeTips #ITJobs #Kforce

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