Jason Fields

The US contract market is a particularly lucrative market right now for recruitment leaders, generating 90% of the entire US staffing revenue. According to Staffing Industry Analysts, the US staffing industry is forecasted to reach $180.6 billion in 2025 and $184.8 billion by 2026! In my latest webinar with our Head of US expansion, Will Pendleton, we discussed how to recruit from afar in the US, including: ✅ Why UK recruitment agencies use our Recruit From Afar method ✅ How to build a US value proposition ✅ How to work with US companies from the UK ✅ The risks of working in the US market If you're considering the US market from afar, I’d highly recommend watching the full session for everything you need to know 👇 https://lnkd.in/gewCVpkt

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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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Pivot from OCONUS to Domestic Contracts Companies historically focused on overseas missions are pivoting to domestic federal opportunities. This includes increasing bids on state-side IT modernization and infrastructure support contracts. For the full Q1 Industry Update, head to the comments. 

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I'm excited to announce the launch of Covenant HR and Scout™—our game-changing recruitment technology! Most hiring teams struggle with: ⏳ Slow hiring processes that miss out on top talent 📉 Inefficient resume sorting that ignores high-potential candidates 🛑 Disconnected hiring practices that frustrate recruiters and candidates alike So, we built Scout™—AI-first recruitment that: ✅ Instantly evaluates and ranks candidates... no more resume overload ✅ Cuts time-to-hire in half... because waiting weeks is no longer an option ✅ Ensures every applicant gets reviewed... because 85% of resumes never should be ignored Recruitment should be smart, fast, and human-centric. Let’s make it happen! Read the full announcement: https://loom.ly/-zQ0YWE #CovenantHR #ScoutHR #RecruitmentInnovation #FutureOfHiring #TalentTech

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🚀 Transitioning from Delivery to Sales in US Staffing. Here’s what you can learn: ✅ You Already Know the Market Having worked directly with candidates and hiring teams, you know the pulse of the job market better than anyone. This gives you an edge when pitching talent solutions. ✅ Candidate Experience = Sales Asset Your delivery experience means you can speak confidently about candidate pipelines, onboarding issues, and time-to-fill metrics—critical in client conversations. ✅ Relationship-First Mindset Delivery builds trust with candidates; sales builds trust with clients. The common thread? Authentic relationships—this mindset carries over naturally. ✅ Understand the “Why” Behind the Role Sales isn’t just about submitting resumes. It’s about understanding the client's business goals and positioning the right talent as the solution. ✅ Adapt Fast, Stay Resilient Sales cycles, rejections, client ghosting—none of it is easy. But coming from delivery, you already know how to hustle under pressure. Trust that grit. To all my peers in staffing: if you’re thinking of making this shift, don’t hesitate. Your delivery expertise is your secret weapon in sales. Would love to connect with others who’ve made this move—what was your biggest learning? #USStaffing #CareerTransition #DeliveryToSales #StaffingLife #RecruitmentSales #TechStaffing #StaffingIndustry #GrowthMindset

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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’s Happening in Staffing & Recruiting Right Now? The hiring landscape is shifting—again. Companies are navigating a talent market that’s both competitive and unpredictable. Here are the key trends I’m seeing: ☑️ Engineering & Infrastructure Boom – With increased federal and state investments, the demand for skilled engineers, project managers, and civil specialists is skyrocketing. Finding top talent isn’t easy, but staying ahead of the competition depends on it. ☑️ IT & Cybersecurity Talent Crunch – As technology evolves, so does the demand for specialized IT, AI, and cybersecurity professionals. Companies with a streamlined hiring process are securing top talent, while others fall behind. ☑️ Flexibility Is Key – More businesses are turning to contract and project-based staffing to stay agile in an unpredictable economy. If you’re not leveraging flexible hiring models, you could be missing out on top candidates. ☑️ Retention vs. Recruitment – Some organizations are prioritizing internal development over external hiring. But is your workforce truly prepared for the challenges ahead? A proactive talent strategy is essential. At PEG, we match top talent with leading companies in engineering, IT, manufacturing, bioscience, health & human services, and finance. Whether you're growing, adapting, or planning for the future, we've got you covered. Let’s TALK—what’s your biggest hiring challenge right now? 👇 👇 👇 Drop a comment or send me a message! #staffing #recruiting #hiringtrends #talentacquisition #engineering #IT #infrastructure

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The most dangerous question for staffing firms in 2026: “How much can we grow?” The better question is harder, and more honest: "Where can we grow profitably, predictably, and sustainably?" This is where firms get tripped up: - Chasing volume that erodes margin - Saying yes to high-chaos, low-trust accounts - Confusing activity with progress Growth that looks good on paper but drains focus isn’t growth. It’s noise. In selective growth environments, clarity beats speed. And restraint becomes a competitive advantage.

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-Private Service Hiring Managers- You are in a position of power; please use that power with care and empathy. When you reach out to your staffing partners with a need, know that we will work enthusiastically to source and present the very best candidates we can find as quickly as possible. We'll share our excitement about the role with our candidates, and they will get their hopes up about your opportunity. Here is what we need from you: -Fast feedback on each candidate presented. -If you don't think a candidate meets the mark, please tell us why. "We're going to pass on Priya"-this is not okay. We need to know why so that we can recalibrate.  -Schedule the next steps QUICKLY! Candidates cannot wait weeks and weeks to learn about the next steps. Keeping a job seeker on the hook for an extended period is inhumane, despicable, and vile. Push your principals to prioritize the search or close it until everyone is ready to dance. If you feel the need to have a candidate go through three or four separate interviews, something is wrong with your system. Streamline your process. Please. The most significant point I'd like to make is this: It doesn't matter if you are overwhelmed, disgruntled, or simply inefficient. Please remember how it felt when you were last searching for a job. Remember how it felt waiting for an update on that amazing interview you had for what you imagined could be your dream job. Remember how it felt to be ghosted by an organization you had so much respect for. Remember that feeling of hopelessness. Congratulations. You are now in the power seat as the hiring manager. You found an opportunity that serves you, and that's fantastic. But always remember how it felt when you were on the other side of where you are now. And do better.

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🚨 2025 Hiring Alert for CEOs Across the U.S. and Europe, top growth sectors are struggling to hire: 🇺🇸 USA 🔧 Manufacturing & Skilled Trades 🖥️ Tech & Cybersecurity 🏥 Healthcare 🚛 Logistics 🏗️ Construction 🇪🇺 Europe 🛡️ Defense & Aerospace 🏥 Healthcare 💻 IT & Digital 🚛 Transportation 🏗️ Construction 🎯 Common Issue: Aging workforce + fast-evolving tech. 📉 Impact: Growth is at risk without proactive talent strategies. 📌 Time to rethink workforce planning, upskilling, and employer branding. #HiringTrends #CEOPerspective #Workforce2025 #TalentCrisis #Leadership #FutureOfWork

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Many confuse headhunting with outplacement. Here's the difference: headhunters fill company vacancies, while outplacement services proactively create opportunities for job seekers. I explain how modern outplacement actively promotes your profile to help land your next role. 🚀 Watch here: [https://lnkd.in/eb7VQZ-Y]. #CareerHelp #Outplacement #JobSearch

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