Scott Mitchell

“If he really wants to work here, then $5K shouldn’t matter…” Yepp, if you've hired, you might have said something along those lines before. After weeks of sourcing, screening, and (honestly) interviewing more candidates than I’d typically recommend, they finally found "the one". I advised the VP of Finance that the Finance Manager had another offer on the table, and exactly what compensation would close the deal. I wasn’t guessing, I knew what would get it done and what we were up against. Well, what did they decide to do? They offered $5k less. Because “if he really wants to work here…” Listen, I totally get it. Your company is fantastic, and you are recognized as one of the best places to work. You have beautiful offices, great work-life balance, and free lunches. This all sounds lovely. But you risk losing top talent. After all the time, effort, and energy you’ve invested....over $5K? Not the first time I’ve heard this logic, and unfortunately, I doubt it will be the last. So what happened? The candidate went with the competitor. They rolled out the red carpet. They offered above their salary range, increased the bonus, and even sweetened the title. And they won. Ugh! If you’re serious about hiring exceptional talent, you have to treat them exceptionally. It’s like when they ask at Chipotle, “the guac costs extra, that okay?” Have you ever said yes and regretted it? Yeah, me neither.

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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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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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Q2’s impact on your Q3 Sales, SE, and CS recruiting plans? Below are the basics of reviewing Q2 and YTD performance on your Q3 recruitment plans. They should serve as “return to the basics” reminders of what you already know. However, the real question: ARE YOU ACTING ON THE DATA or is blind faith in non-performers, inertia, or other “priorities” preventing you from making the required changes? Change can be uncomfortable or painful but is often best for everyone, organizationally, emotionally, and financially. Have a great summer! Mark Considerations for Sales, SE, and CS recruitment when reviewing Q2 and YTD: Who is not meeting their performance metrics? ·        Do they have sufficient leadership and resource support? ·        Have they previously been informed of the required changes to their execution? Have they demonstrated a commitment to making those changes? ·        Is their continued presence negatively impacting the morale of other team member or your integrity/consistency as a leader? What changes in your market, solution offerings, pricing, and competition require new skills training or new personnel. Does your team need more talent capable of ·        Going deeper into existing large accounts? ·        Managing a lower price point and higher velocity sales process for middle market and SMB accounts? ·        Reducing customer churn? ·        Leveraging partners? ·        Evangelizing new technology concepts, gaining early adopters? ·        Demonstrating the specific ROI of your solution offerings to your prospect’s specific needs (as opposed to generic and potential ROI?) ·        Gaining written agreement with your prospects’ executive teams on what a successful proof-of-concept will specifically look like, the timeframe for that evaluation, and the specific prospect commitments if the POC outcome is realized?   

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Tariffs, Trade Shifts & Talent: Why Q3 and Q4 Could Be a Turning Point for Recruiters Good morning, recruiting community It’s no secret that Q1 and early Q2 have been a grind for many in our space. But as someone who’s watched market cycles closely over the years, I’m starting to see some serious tailwinds forming—and they’re coming from a place you might not expect: global trade policy. While tariffs and trade issues often dominate headlines in ways that feel distant or abstract, they’re starting to drive something very real and tangible here at home: Job Creation. Let’s break it down: 1️⃣ Ongoing Trade Tensions Are Forcing Supply Chain Shifts With renewed tariffs on Chinese goods and uncertainty around trade relations with countries like Vietnam and Mexico, U.S. companies are bringing parts of their supply chain back onshore or diversifying into regions where they can control quality, timing, and risk. That’s already translating into new demand for: Manufacturing & logistics professionals Procurement & supply chain experts Domestic engineering and technical talent 2️⃣ Reshoring = Hiring Industries like semiconductors, advanced manufacturing, and clean energy are ramping up domestic capacity thanks to both public and private investment—and tariffs are only accelerating this shift. Companies are looking to stabilize operations and lower geopolitical exposure by building here instead of relying on overseas vendors. That means more permanent hiring in sectors that had slowed for much of 2023. 3️⃣ Q3 & Q4 Could Be the Spark While some of this movement takes time to materialize, Q3 and Q4 are looking increasingly optimistic as capital investments turn into real headcount needs. We’re talking: Plant expansions Infrastructure projects Regional distribution center builds Domestic tech deployments If you’re a recruiter feeling stuck in the slowdown, this is the moment to re-skill, re-position, and get ready. Here’s the hopeful takeaway: While the headlines may talk about tariffs and trade wars, what’s really happening underneath is a redirection of opportunity back to the U.S. economy. And where opportunity goes, recruiters will be essential. Stay ready. Stay sharp. The tide is turning—and Q3 could be the reset we’ve all been waiting for. #CyberCoders #CCSalesEnablement

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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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Most companies believe more staffing vendors equal better results. In reality, multiple vendors create chaos. Your inbox floods with duplicate and unqualified resumes. Candidates look perfect on paper, but can't answer basic interview questions. Vendors chase easy placements while your critical roles stay open, and hours that should go toward business priorities get consumed managing vendors. When vendors compete with each other, their priorities come before yours. They submit candidates based on availability, not long term company alignment. The best hiring outcomes come from partnering with one vendor who aligns with your business goals, brings proven expertise, and operates with integrity. When companies partner with the right staffing vendor: > Hard to fill roles are filled through strategic role calibration and targeted sourcing strategies > Hiring managers stop wasting time interviewing unqualified candidates > Streamlined processes reduce time to fill while offer acceptance rates increase > Employee retention rates improve because hiring prioritizes both role and culture alignment What if the problem isn't that you need more vendors, but rather THE RIGHT vendor?

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Here are some highlights from the past week of quarterly results for publicly traded staffing, recruiting, and workforce solution firms: - Kelly - up 4.2% overall (down only 3.3% in organic) - BBSI - up 10% - Recruit - down 2.5% - Adecco - up .4% organically - TrueBlue - even with last year's revenue - Heidrick & Struggles - up 12.4% (constant currency) - Insperity - up 3% Here are some of the quotes from the earnings announcements: "we have experienced recent growth momentum" "we have seen clear improvement in Adecco France and Adecco US" "we are encouraged to see positive momentum" "we had a strong first half that exceeded the high end of our outlook" "Kelly continued to drive growth in more resilient markets" The pendulum is swinging back in the staffing and recruiting industry. The proactive, focused staffing firms that stop using the economy as an excuse are starting to see positive results that will position themselves well for a strong second half and into 2026. The salespeople that have adopted the mantra "no one's buying" will continue to lag farther behind, and will be caught flat-footed when the economy really rebounds.

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Contingent labor and temporary talent are becoming more than just “flex staffing”. They’re a strategic response to a changing workforce. With the new H-1B lottery rule favoring higher wage levels, companies will need to rethink how they source key talent. That shift, combined with tighter immigration enforcement and rising costs from tariffs, is forcing organizations to look beyond traditional hiring. Many will rely more on temporary talent, L-1 transfers, and flexible workforce models to stay agile. At the same time, employee expectations are rising. Organizations that meet those needs attract and retain the talent that will propel their business.

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Great session from Patricia Maroto Gómez and an important reminder about posting content that aligns with themes you genuinely believe in (not just Crystal Palace). The Region is driving demand for RPO/embedded solutions, but most approach with a misconception. They view embedded/RPO as simply placing a recruiter on-site at internal talent acquisition costs. This is the knowledge gap we’re addressing. When you embed Halian, you’re not hiring a recruiter but accessing Halian as a Service. Our entire recruitment ecosystem backs your dedicated client partner: global sourcing networks, AI-enabled tools, proprietary candidate databases, and proven methodologies refined across thousands of placements worldwide. The fundamental difference is between infrastructure and the individual. You’re not paying for a person. You’re investing in proven recruitment infrastructure that delivers faster fills, higher quality candidates, and scalable capacity without the overhead of building these capabilities internally. Halian as a Service (HaaS) 😜

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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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The U.S. staffing market isn’t broken, it’s resetting. Hiring is slower. Approvals take longer. Budgets are tighter. But demand for critical talent hasn’t disappeared, accountability has increased. Hiring leaders want: • Fewer resumes, better fits • Predictable timelines and costs • Partners who own outcomes, not just submissions Agencies today aren’t judged on fills alone. They’re judged on retention, performance, and whether the hire actually moves the business forward. At Ari Walsh Staffing, this is exactly the environment we’re built for. Discipline, process, and transparency create predictability and predictability is what leaders value most right now. This reset will reward firms that know their niche, control time and cost, and play the long game.

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