Mike Esquivel

Empire Workforce Solutions acquires Labor Now SIA Editorial Staff | January 16, 2026 Empire Workforce Solutions, an industrial staffing firm based in Ontario, California, acquired Labor Now, a provider of industrial staffing with four offices in the Los Angeles area and one in Oxnard, California. “Labor Now has earned the trust of its clients by doing the fundamentals well and taking care of people,” Adam Kidan, president of Empire Workforce Solutions, said in a press release. “That approach aligns closely with how we operate. This acquisition allows us to grow in a way that strengthens our service and supports our long-term vision.” The deal closed on Jan. 14. In a note to SIA, Kidan said the acquisition was made at this time to increase market share and address general growth. Clients will continue to work with the same teams. Terms of the transaction were not announced. Plans call for the Labor Now brand to gradually integrate into Empire Workforce Solutions over a short transition period.

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As golf prices skyrocket and temperatures drop, here is what I am seeing in Phoenix. Phoenix Tech Hiring Update — October 2025 Demand backdrop: Arizona recorded approximately 149,000 job openings in June with a job-opening rate of 4.4 percent; statewide unemployment was 4.1 percent in August. This reflects a selective market with steady headline demand but cautious hiring behavior. Talent supply and graduate dynamics: Phoenix’s tech talent labor pool stands at 102,540, up 5.6 percent from 2021 to 2024. From 2021 to 2023, the region produced 17,949 tech graduates while only 5,400 tech jobs were added. This suggests a strong pipeline of new talent, though wage growth and specialty skill saturation (for example, in AI) require further validation. Openings momentum: Phoenix showed strong early-year momentum, ranking among the top U.S. metros in April with 3,797 postings, 365 more than March. As of June, Arizona overall recorded 149,000 job openings and a 4.4 percent job-opening rate, which reflects steady demand but also a more selective hiring climate entering Q4. Work model reality: Nationally in the second quarter, 24 percent of new postings were hybrid and 12 percent fully remote. Locally, more than half of active candidates I engage with are now open to hybrid arrangements of two to three days in office, which represents a clear shift from earlier in the year. Enterprise posture: In my Phoenix practice, non-critical requisitions are being paused more often and client requirements are tightening around exact skill sets, certifications, and years of experience. This rigidity prolongs searches and narrows candidate pools, particularly when paired with in-office requirements. Semiconductor tailwind: TSMC’s Arizona expansion is projected to generate more than 6,000 direct high-tech roles across three fabs, supported by 6.6 billion dollars in federal subsidies. These investments will continue to drive demand for highly specialized technology talent. Bottom line: Phoenix is selective yet opportunity-rich. Companies that calibrate requirements to the local talent mix and move decisively will fill roles faster; candidates who adapt to hybrid models will access more opportunities; those who do not adjust will fall behind. What trends are you seeing in your market? Are candidates becoming more open to hybrid, or are you seeing hiring freezes extend project timelines?

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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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TA/Recruiter job openings in the U.S. continue to climb (surprisingly!) For the first time in nearly three years, postings are holding steady above the 45,000 mark. The sharpest demand we’re seeing is from clients in Data Centers, AI, Aerospace Engineering, and VC-backed and pre-IPO tech. What’s especially interesting: this strength in TA roles is happening at the same time overall U.S. job openings are trending down (per the latest JOLTs report). August’s jobs report showed just 22K new jobs created nationwide, yet demand for recruiters is starting to surge. Why? My hunch: - Lowering interest rates are fueling capital expenditures in tech - IPO activity is picking up - VC funding is flowing again - Companies are positioning for broad hiring in tech Recruiting is often the “canary in the coal mine” for hiring cycles. If this momentum holds, it could signal a broader acceleration in tech hiring heading into 2026. 👉 Do you think this trend continues?

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Let's talk: Salary negotiations 💰   Salary negotiations as a technical recruiter in the defense sector come with unique nuances compared to commercial tech mostly due to Labor Category Constraints. Many defense roles are tied to government-set labor categories and pay bands.   As a technical recruiter when negotiating with candidates:   ✔️ Be transparent about salary ceilings early. 💯 ✔️ Sell total compensation: defense contractors often underbid salary but will add strong benefits (retirement matching, PTO, stability, mission impact).   Pro Tip: Know when you can ask for more and learn how flexible your PM/PCA can be - sometimes there’s unallocated budget, but it will require justification.

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The difference between Talent Acquisition vs Staffing Agencies? Reactivity vs Proactivity TA is great if used correctly, but 99% of companies out there don't understand how to utilize them. High quantity positions that can afford to be reactive are phenomenal for TA to work on and fill. High level, niche roles can start to be worked on by TA for a period of time (dependent on urgency level), but those really should be given to a staffing agency that specializes in that sector and ideally has the relationships to identify the ideal candidate quickly and efficiently. In summary- "saving cost" by avoiding agencies can be doable, but don't shoot yourself in the foot by sending your TA team to war with a butter knife as they just flat out don't have the resources or head start that agency recruiters have! #staffing #recruiting

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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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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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***Epic Contract vs. FTE: Which Is Right for You?*** If you work in the Epic space, choosing between a contract role and an FTE position is a major career decision. Neither path is better — it all comes down to your goals, lifestyle, and career stage. Epic Contract Roles ✔ Higher hourly pay ✔ Exposure to multiple Epic environments ✔ Faster skill growth through implementations, optimizations, and go-lives ✔ Flexibility and project variety ⚠️ Less stability ⚠️ Limited or self-managed benefits ⚠️ Possible gaps between projects Best for professionals who enjoy change, want to accelerate learning, and are comfortable trading stability for flexibility and earning potential. Epic Full-Time (FTE) Roles ✔ Stable income and strong benefits ✔ Deep ownership of Epic systems ✔ Long-term growth within one organization ✔ Consistent collaboration with clinical and operational teams ⚠️ Lower hourly equivalent pay ⚠️ Less exposure to different builds and environments Ideal for those who value stability, want long-term system ownership, and prefer consistency over constant change. Ask yourself: 🔹 Do I need flexibility or predictability right now? 🔹 Do I want depth in one system or breadth across many? 🔹 What aligns best with my current life and career goals? Many Epic professionals move between contract and FTE roles over time — the right choice can change as your priorities do.

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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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