Scott Driggs

For years, staffing models have been measured by volume. How many roles filled. How fast. At what rate. But that model is breaking.. Today’s clients want: Strategic partnerships, NOT transactional suppliers KPI-linked outcomes, NOT time-and-materials billing Embedded delivery pods, NOT isolated resources By combining flexible staffing with consultancy-level engagement, we create blended models that deliver more than just capacity — they deliver ownership. It’s not about headcount anymore. It’s about CAPABILITY. And that’s where we thrive. #SmartChoiceInternational #DeliveryOwnership #StrategicStaffing #ConsultingHybrid #CapabilityOverHeadcount

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How do you build meaningful professional relationships that stand the test of time? Forbes Business Council member Jennifer Acree highlights the importance of genuine connections, face-to-face interactions, and thought leadership. In her article, she shares insights from a company offsite, offering valuable perspectives on nurturing relationships and standing out in a crowded space. Key takeaways include: ✅ Build authentic relationships – Networking shouldn’t be transactional. Offering value without expecting immediate returns helps establish trust and long-term partnerships. ✅ Prioritize in-person connections – Digital communication is efficient, but face-to-face meetings remain essential for building rapport and credibility. ✅ Position yourself as a thought leader – Sharing insights on LinkedIn and speaking at industry events can enhance visibility and open doors to new opportunities. ✅ Refine your media presence – Clear intention-setting and strategic messaging can strengthen how professionals are perceived in public forums. Are you taking the right steps to nurture relationships and establish your expertise? Let me know your thoughts in the comments. https://lnkd.in/g_hQzYyH

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Avoiding that employee issue? You’re not alone—but it won’t fix itself. On this episode of the Better Business for Small Business Leaders Podcast, I sat down with Julie Wheeler, JD, SPHR, HR Business Partner at ClarityHR , to talk about one of the most common patterns we see in small business HR: procrastinating the tough conversations. You know the one—an employee's behavior is off, morale’s slipping, something feels wrong… but you're hoping it'll work itself out. Spoiler: It rarely does. Julie and I unpack why we avoid employee relations issues, the real cost of waiting too long, and how fractional HR support helps business owners lead with clarity, confidence, and consistency—even when things get uncomfortable. 🎧 Watch the clip, then let’s stop putting off the hard stuff. Your culture—and your sanity—are worth it. Hashtags: #BetterBusinessPodcast #ClarityHR #FractionalHR #EmployeeRelations #SmallBusinessSupport #ReluctantlyResilient #LeadershipInAction

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𝗦𝗽𝗼𝘁𝗹𝗶𝗴𝗵𝘁 𝗼𝗻 𝗛𝗥 𝗣𝗿𝗼 𝗖𝗼𝗻𝗳𝗲𝗿𝗲𝗻𝗰𝗲 𝗣𝗿𝗲𝘀𝗲𝗻𝘁𝗲𝗿𝘀 𝟭:𝟱𝟱 𝗣.𝗠. - 𝗟𝗶𝘀𝗮 𝗠. 𝗛𝗮𝗿𝗿𝗶𝘀, 𝗣𝗮𝗿𝘁𝗻𝗲𝗿, 𝗦𝗵𝗲𝗽𝗽𝗮𝗿𝗱 𝗠𝘂𝗹𝗹𝗶𝗻 𝗦𝗶𝗺𝗽𝗹𝗶𝗳𝘆𝗶𝗻𝗴 𝗟𝗲𝗮𝘃𝗲𝘀 𝗼𝗳 𝗔𝗯𝘀𝗲𝗻𝗰𝗲 Everyone in California struggles with the ins and out of managing leaves of absence in California. This session simplifies the complex web of California and federal leave laws into a practical framework HR professionals can apply immediately. Participants will learn how to administer leaves consistently, reduce compliance risk, and confidently manage challenging employee leave situations. Participants will be able to: • Distinguish between key California and federal leave laws, including how they overlap and interact • Apply best practices for tracking, documenting, and administering employee leaves in California • Analyze complex leave scenarios and determine appropriate HR actions to maintain compliance and reduce risk Lisa Harris is a partner in the Labor and Employment Practice Group serving Orange County and New York. She advises management on employment compliance, workplace investigations, and traditional labor matters, and supports diversity, equity, and inclusion initiatives. With both outside and in-house counsel experience, she also contributes to ESG workplace strategy. 𝗥𝗲𝗴𝗶𝘀𝘁𝗲𝗿 𝗛𝗲𝗿𝗲: www.hrproconference.com #HRProConference2026 #HRLeadership #TrainMeToday #ProfessionalGrowth #FutureOfWork #InclusionInHR #hrcommunity #socialization #CareerGrowth #careerdevelopment #HumanResources #HR #California #Conference

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A good job search starts with reflection, not applications. Learn the four questions to ask yourself and how to prepare for your next step. Link in Comments.

America HR | PAGA Reforms Are Already Delivering Results (18 Months After Implementation) California’s 2024 reforms to the Private Attorneys General Act (PAGA) are showing clearly positive outcomes for both employers and employees, according to a new report released by four of the state’s top employment law firms. Eighteen months after implementation, the data indicates faster resolutions, fewer frivolous claims, and stronger compliance across workplaces. Key Improvements (with Numbers Included) ● Employers Significantly Strengthening Compliance Companies are increasing internal audits, enhancing manager training, and updating policies proactively—resulting in reduced violation risks. ● Narrowed Standing = Fewer Frivolous Lawsuits Plaintiffs must now show they personally experienced a violation within the past 1 year, allowing many claims to be dismissed early. This narrows disputes and leads to faster, less costly resolutions. ● Employee Share of Penalties Increased from 25% → 35% The state now receives 65%, and workers receive a higher portion of penalties. Combined with streamlined processes, employees are receiving more money, faster. ● Early Resolution Through LWDA Reduces Litigation Costs The LWDA early-resolution pathway significantly decreases the need for lengthy, expensive lawsuits. ● Reduced Penalties for Employers Defense firms are reporting substantially reduced penalties due to fairer and more balanced PAGA penalty rules. ● Courts Can Limit Claims and Evidence for Manageability Judges now have explicit authority to limit evidence and claim scope, preventing cases from becoming unmanageably large. ▼Summary: The PAGA Reforms Are Working as Intended The early data shows: Reduced litigation volume Faster case resolution Higher worker payouts Lower penalties for employers Stronger compliance practices More manageable lawsuits Overall, California’s PAGA reforms are delivering on their promise to create a fairer, more efficient system for all parties involved.

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Our friends at the American Staffing Association highlighted the 5 trends to look out for as we kick off 2026... 1. Hiring fluctuations due to economic uncertainty. 2. AI's Dual impact on labor demand (I'm not sure we are seeing the returns on AI replacing humans yet.) 3. Conveying the Industry's Value Proposition (white glove and high touch are not a great differentiator now, but they are still important!) 4. The Rise of Competency - Based Hiring (YES and let's kill the resume.) 5. States on the Legal Front Lines The article in the Nov/Dec Staffing Success magazine and the webinar that is happening this month on the trends will be your best friends if you are looking for deeper insights and less snark from me.

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If you’re leading a company right now, you’re making bets every day, what to double down on, what to pause, and what to walk away from. In this episode, Aaron Watson, #CFO from iQmetrix shares how to transform an entrepreneurial environment into a disciplined, aligned approach to capital allocation. It’s one of the clearest operating systems I’ve heard for making smart decisions in a noisy market. Curious what resonates with you. Enjoy the episode. https://lnkd.in/g4ZUvcm2

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TA experts discuss AI, job market shifts, and the return to 'old school' hiring methods. Balancing skills-based hiring with urgent needs is the new challenge.

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If you’ve ever felt the challenge of getting the right people in the right roles at the right time, this is a great opportunity to step back, think strategically, and learn alongside other leaders who get it. No sales pitch. Just real conversations and practical takeaways. Hope to see some familiar faces there! Bill Emerson, CSP Rajat Kapur Jennifer Marion

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We’re seeing a real change in how organizations think about talent and labor. Traditional hiring alone often can’t keep up with how fast business needs are changing. More teams are mixing permanent employees with flexible, specialized talent to stay agile and fill skill gaps as they come up. The goal is to build teams that can flex with change while still staying focused and delivering consistent results. If mixing teams can help make that happen, it's a win for everyone.

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Staffing leaders, if you’re feeling the pressure, you’re not alone—here are 10 pain points that are too important to overlook in today’s market. https://lnkd.in/gC5NcsBE

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In 2025, hesitation cost companies more than bad hires. Many tech leaders spent the year chasing 100% “perfect-fit” candidates. Meanwhile, faster movers snapped up talent, shipped projects, and kept momentum. The U.S. tech market is entering 2026 with a new reality: precision hiring matters — but so does pace. The lesson? Clarity and capability beat caution every time. Read it here: https://lnkd.in/eJsc3Q3s

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TA credibility rises when numbers walk into the exec meeting first. I watched a CHRO flip the room dynamic overnight. Before: anecdote storytelling. After: opening slide with “Cost-per-hire ↓ 38%, TTFI 6.2 days, $181K fees avoided.” When you show up with quant before anyone asks, you stop justifying and start steering. Executives trust functions that predict, not react.

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Recruiting Top Development Officers Isn’t Easy… Even with AI, sourcing top talent for hard-to-fill, high-impact roles isn’t easy. Here’s a look at how we make it happen as an embedded sourcing partner. Spotlight: Development Officers Development Officers are mission-critical—they drive fundraising, cultivate donor relationships, and advance strategic initiatives. Yet top talent often has deep, established networks, making them hard to reach. Internal recruiters are stretched thin, leaving little time for strategic sourcing. That’s where dedicated sourcers comes in: by embedding sourcers into your TA team, you can build pipelines, engage passive candidates, and target the right people for these high-impact roles. Here’s how we approach sourcing for Development Officers: ➡ Define the role clearly - Understand, in detail, which programs, campaigns, or donor portfolios the officer will manage. - Identify essential skills and experience versus what can be developed on the job. Get specific! ➡ Map the talent market - Research peer universities, hospitals, and nonprofits. - Focus on passive candidates with proven experience in fundraising, campaigns, or alumni engagement. ➡ Craft personalized messages - Highlight achievements and the specific impact the candidate could make. - Show alignment with the organization’s mission and priorities. ➡ Leverage internal networks - Engage board members, faculty, alumni, and leadership. - Use warm introductions to strengthen pipelines and trust. ➡ Build candidate networks - Ask passive candidates who they know in the development field. - Nurture these connections for a long-term pipeline of future talent. Each Development Officer we source becomes a catalyst—building major donor relationships, driving critical campaigns, and making measurable contributions to the organization’s fundraising strategy from day one. Thoughtful, proactive sourcing makes this possible by identifying the right candidates and engaging them before they even consider a move. Dedicated sourcing ensures your team can tackle challenging searches efficiently and effectively. Include your sourcers from the outset for optimal outcomes—and if you don’t have dedicated sourcers, consider an embedded model. Learn more about embedded sourcing: ⬇️ 🔗 https://lnkd.in/eHPeG6ez #DevelopmentOfficer, #Fundraising, #TalentAcquisition, #EmbeddedSourcing, #MajorGifts, #HigherEdRecruiting, #NonprofitLeadership, #Endowment

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Hiring tech talent in the U.S. is getting harder and more expensive. 👨‍💻 Many companies are now looking at nearshore teams as a smarter way to scale. BUT, Nearshore should not mean freelancers or short-term staffing 🚫. The most effective teams are full-time, dedicated hires that integrate directly with YOUR U.S. team.💡 Peru is emerging as a strong option for nearshore tech talent: • Skilled engineers, designers, and product roles • Same U.S. time zone for real-time collaboration • Salaries based on local Peru market rates, often 40–60% lower than U.S. roles For companies balancing growth, cost, and collaboration, Peru offers a compelling alternative worth exploring. Happy to connect with founders and tech leaders thinking about nearshore teams. We are not a staffing company. We help you get real bilingual talent for your business needs.

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Day 149 - What is a PEO – and how can it help your business? This is a complete guide to professional employer organizations (PEOs). In this guide you’ll learn about PEOs – companies that can work with your organization to provide a comprehensive HR solution including payroll, benefits and human resource services through a business-to-business relationship called “co-employment.” Read more here: https://lnkd.in/eYtrKRJN #Pharmacy #PharmacyOwner #pharmacist #PEO #employee #leader

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The latest WSJ/Vistage Small Business CEO Confidence Index shows increasing optimism among small business leaders. 📈 Although economic challenges remain, such as rising labor costs and talent shortages, small business leaders are finding innovative solutions, including overseas hiring and strategic price adjustments to maintain margins. 📊 Explore the full data and insights below.

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