Jason Mannino

Leading a US staffing agency with 20 recruiters and feeling the squeeze on performance and profits? This is for you. Right now, you’re probably thinking: “My recruiters are drowning, screening 15 hours a week manually.” “Our cost per hire at $4,700 is squeezing margins.” “We need to fill 5-6 hires per recruiter monthly, but turnover and inefficiencies drag us down.” “How can AI help without just adding more complexity?” Let’s look at a real-world scenario: 20 recruiters 5 hires per recruiter each month (typical benchmark) Total hires/year = 20 × 5 × 12 = 1,200 Before AI: Recruiters spend 15 hours/week on screening and outreach Average fully loaded recruiter cost: $28/hour Cost per hire: $4,700 Turnover cost per hire: $16,000 Turnover rate: 25% After AI adoption: Screening time reduces to 5 hours/week (saving 10 hours per recruiter) Cost per hire drops to $3,800 due to automation Turnover cost improves by 10% due to better-quality hires Staffing capacity increases by 20%, bumping monthly hires per recruiter from 5 to 6 Refer the table in the image to see the RoI benefit What this means for your agency: Saving 10 hours/week per recruiter means your team can focus on client closings or strategic growth, not manual slog. Lowering cost per hire by $900 across 1,440 hires improves margin by nearly $1.3 million/year, a direct boost to profitability. Cutting turnover costs by 10% saves almost $200K, reducing wasted time and client churn. Increasing productivity by 20% grows your revenue potential without hiring more recruiters. AI is not a gimmick; it’s a serious business lever. We help staffing agencies quickly audit, map process bottlenecks, quantify real ROI, and lay out clear winning strategies. Skip the guesswork and accelerate your journey to a lean, profitable, AI-powered agency. #StaffingAgency #AIRecruiting #ROI #Automation #Growth #StrategicHiring

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Not all recruiting partnerships are created equal. This video unpacks the real differences between hiring a contract recruiter directly and engaging with an RPO partner, and why the right structure can make or break your hiring outcomes. #staffing #hiring #nowhiring #jobmarket #job #recruiter #structure #recruiter #recruitment #taspecialist

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The Cost of Poor Visibility in Background Screening What you can’t see can hurt your hiring strategy. When background screening lacks real-time visibility, small gaps turn into big risks. HR teams chase updates. Hiring managers lose clarity. Candidates experience silence—and confidence drops. Delays grow. Momentum stalls. Poor visibility doesn’t just slow hiring. It increases compliance exposure, creates internal inefficiencies, and quietly damages employer brand perception. In today’s fast-moving talent market, uncertainty is expensive. At Phoenix GES, we help organizations bring clarity and control to the screening process: ✅ Real-time status tracking across every stage ✅ Proactive updates—no follow-ups required ✅ Transparent, structured workflows ✅ Compliance-aligned verification across regions Because informed hiring is confident hiring. 👉 Ready to eliminate blind spots in your screening process? Visit us at: www.phoenixges.com #PhoenixGES #BackgroundScreening #EmploymentVerification #TalentAcquisition #HRCompliance #HiringStrategy #CandidateExperience #Recruitment #HRTech #WorkforceSecurity #RiskManagement #DigitalOnboarding #GlobalHiring #FutureOfWork #B2BServices

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Open positions are visible. But the hidden workload around staffing is often overlooked. 📊 According to Gallup (US), managers spend up to 40% of their time on activities related to talent coordination, clarification, and re-alignment—not actual delivery. 📊 SHRM (US) reports that inconsistent hiring processes contribute significantly to role ambiguity and early disengagement—long before attrition shows up in reports. This is why modern staffing strategies are shifting focus: Not just on filling roles—but on reducing the invisible effort created by fragmented hiring decisions. Recruitment Process Outsourcing (RPO) addresses this by creating shared hiring standards, repeatable decision frameworks, and consistent role interpretation across teams. 👉 Watch the video to understand how reducing invisible workload improves workforce stability—without changing headcount. 🌐 www.tekwissen.com #TekWissen #RPO #StaffingStrategy #WorkforceDesign #TalentOperations #FutureOfWork #HiringSystems

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HR & employers: Stay compliant with federal labor laws! Our Handy Reference Guide to the FLSA (Fair Labor Standards Act) offers a concise overview of key requirements including: · Minimum wage standards · Overtime rules · Employee exemptions · Child labor regulations · Recordkeeping requirements Help keep your workplace informed and compliant. Perfect for #HR teams, small business owners, and compliance officers. https://lnkd.in/ec7XQH3b

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𝗗𝗶𝗴𝗶𝘁𝗮𝗹 𝗗𝗶𝗮𝗹𝗼𝗴𝘂𝗲: Bots, Bias and Resumes This episode explored the growing role of AI in the hiring and recruitment process. The conversation brought together perspectives from leaders to address both opportunities and challenges triggered by AI-driven resume screening, automation, and candidate experience. 𝗛𝗼𝘀𝘁:            Aleta Jeffress 𝗚𝘂𝗲𝘀𝘁𝘀:            Lori Frasier            Kellie P Isaac            Rolf Kramer 🔑 𝗞𝗲𝘆 𝗜𝗻𝘀𝗶𝗴𝗵𝘁𝘀 ⚖️ 𝗛𝘂𝗺𝗮𝗻 𝘁𝗼𝘂𝗰𝗵 𝗿𝗲𝗺𝗮𝗶𝗻𝘀 𝗲𝘀𝘀𝗲𝗻𝘁𝗶𝗮𝗹: Despite advancements in automation, human decision-making remains crucial in final hiring decisions. Human involvement helps offset system limitations and provides the personal evaluation missing from AI-driven processes. 💡 𝗥𝗲𝘀𝘂𝗺𝗲 𝗼𝗽𝘁𝗶𝗺𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝗺𝗮𝘁𝘁𝗲𝗿: Tailoring your resume with keywords drawn from job descriptions is more important than ever. Integrating relevant keywords throughout resumes and LinkedIn profiles can enhance a candidate’s chances of being surfaced to recruiters. 🛑 𝗔𝗜-𝗴𝗲𝗻𝗲𝗿𝗮𝘁𝗲𝗱 𝗰𝗼𝗻𝘁𝗲𝗻𝘁 𝗵𝗮𝘀 𝗹𝗶𝗺𝗶𝘁𝘀: While using AI as a tool for resume and cover letter creation can save time, it is vital to personalize and review outputs. Hiring professionals can increasingly spot content that is entirely AI-generated. 📶 𝗢𝘃𝗲𝗿𝗰𝗼𝗺𝗶𝗻𝗴 𝗯𝗶𝗮𝘀 𝗮𝗻𝗱 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴: Bias—both human and algorithmic—remains a challenge, particularly regarding age and experience. Active networking and leveraging personal connections are still essential strategies to uncover hidden opportunities and differentiate yourself from the digital crowd. 💃 𝗙𝘂𝗻 𝗙𝗮𝗰𝘁: 🕺 When you use the "Easy Apply" button on job applications, some systems instantly analyze your resume and LinkedIn profile to tell you how many required skills you match—even before you hit submit. That means AI is often judging your fit before a human ever sees your application. 🔮 𝗘𝘅𝗽𝗲𝗿𝘁 𝗔𝗱𝘃𝗶𝗰𝗲 🎯 𝗥𝗼𝗹𝗳 advised listeners to embrace AI rather than fear it, emphasizing that understanding and utilizing AI would make job seekers more competitive. 🤝 𝗟𝗼𝗿𝗶 emphasized that AI could be a job seeker's friend and powerful partner when used thoughtfully, but reminded everyone that real human relationships and networking remained essential for career growth. 💡 𝗞𝗲𝗹𝗹𝗶𝗲 stated that AI should be treated as a helpful tool for refining resumes and job searches, but underscored that personal authenticity was crucial once reaching the interview stage. 🔗 𝗔𝗹𝗲𝘁𝗮 summarized that, while leveraging AI and refining digital strategies was important, ultimately humans still hire humans. 👀 𝗪𝗮𝘁𝗰𝗵 𝘁𝗵𝗲 𝗥𝗲𝗽𝗹𝗮𝘆! Gain perspectives on how to stand out in the AI-driven job market, practical strategies for resume visibility, and expert advice for balancing technology with authentic human connection. https://lnkd.in/e4B4qtGA #AIinHiring #CareerDevelopment 

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Fractional Recruiting vs. Traditional Staffing Agencies: What’s the Difference? The right approach depends on your goals, hiring volume, and internal resources. If you’re focused on rapid placements for short-term needs, a staffing agency may be the right fit. But if you’re building a long-term hiring strategy, want better cultural alignment, and need scalable recruiting support, fractional recruiting offers stronger results with a more cost-effective structure. Find out more about the differences, and advantages, of both approaches in our new blog: https://lnkd.in/gjE2D6bN #HR #HumaniHR

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Staffing agencies: every day a candidate sits in verification limbo is a day your competitor fills the seat.  ⏱️ The Red gives you free, unlimited credential and employment verification. No per-check fees. 🆓 No volume tiers. No contracts. Repeat placements verify in seconds. 🔁 Candidates carry a “Verified” badge your clients will trust. ✅ You eliminate a major cost center while accelerating time-to-fill. We’re onboarding founding agency partners this quarter—priority support and roadmap input included. Let’s talk: www.redapp.ai #Staffing #Recruiting #TalentAcquisition #StaffingAgency #HRTech #TheRed

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Long vacancy cycles. Resume overload. Projects waiting on hires. Sound familiar? It's not just you. HR teams everywhere are navigating the same challenges. For one client, CTG’s approach—local talent networks, flexible staffing models, and transferable skill sourcing—reduced time-to-hire and improved retention above industry averages. Read their story: https://lnkd.in/ef8fbyFE

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Most staffing submissions answer: “Do they have keywords?” But hiring managers need: Will they perform in this environment? That’s why we use a simple screening scorecard: a. role-aligned evidence (not claims) b. must-have mapping c. red flags + disqualifiers d. interview readiness If you’re hiring in DFW, want to see the scorecard we use in a 15-min calibration? Comment SCORECARD and I’ll DM 2 time slots.

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Over 95% of recruiters use LinkedIn to vet candidates, according to a recent SHRM survey. Yet, most profiles miss the mark on visibility and credibility. To stand out: - Use a headline that’s more than just your job title—add keywords and value statements. - Fill out the 'About' section with a concise, achievement-focused summary. - Get 3–5 recent recommendations from colleagues or managers. - Regularly share or comment on industry-relevant content to stay active in recruiter searches. A strong LinkedIn profile isn’t just a digital resume—it’s your reputation, visible to the world. How does yours reflect your expertise?

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