Susanne Waterman

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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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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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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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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The 2026 Salary Guide from LHH Recruitment Solutions is here - and it's more than just numbers. As AI reshapes roles and employees seek more than just compensation, leaders need more than benchmarks, they need actionable strategies. That's exactly what this guide delivers. It's packed with hundreds of national salary benchmarks, plus workforce trend analysis across industries. But what makes it different? LHH pairs these insights with flexible recruitment solutions - interim, permanent, and executive - delivered by practitioners who know what it takes to hire right. This isn't just about compensation data. It's about helping companies connect the dots between what the market pays and how they secure the talent they need. Ask me how to get your copy and let's discuss what this means for you.

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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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US Hiring Market Update – What Staffing Leaders Are Seeing in 2026 The U.S. staffing and recruitment market is entering a new phase, and the past few weeks highlight how much the landscape is shifting: -Layoffs in January hit levels not seen in years, showing companies are still cautious about growth. -Hiring has slowed across many sectors, making job searches longer and more competitive. -Healthcare continues to face severe talent shortages, keeping demand strong for specialized staffing support. 2026 will reward agencies that: -Focus on niche & high-demand skills -Build stronger client partnerships, not just transactional hiring -Improve candidate experience & career guidance -Use data and AI tools while keeping human judgment central Markets move in cycles, and challenging phases also create opportunities for agencies that adapt quickly. Curious to hear — what trends are you seeing in your hiring markets this quarter? #USStaffing #RecruitmentTrends #Hiring2026 #TalentAcquisition #StaffingIndustry #RecruitmentLeadership #HiringMarket #FutureOfWork

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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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Contingent staffing is on the rise—and we all know the buzzword benefits: cost efficiency, flexibility, and access to specialized skills. But if the takeaway is just about technical things like saving money, that's a HUGE missed opportunity. Some of the most successful companies I’ve talked to lately have fully embraced contingent staffing—not just to cut costs, but to bring in fresh ideas and challenge groupthink. One lesser known power of contingent staffing isn’t just saving a few bucks. It’s in adding cognitive and neurodiversity that traditional teams may lack— often because too many companies are obsessed with “culture fit” instead of “culture add” (but I'll save that rant for another day). Companies that see the whole picture aren’t just filling gaps or pinching pennies—they’re using contingent talent to break through stagnation, challenge outdated strategies, and push boundaries. Meanwhile, those stuck on old models are about to get left behind. #ContingentWorkforce #CognitiveDiversity #FutureOfWork #LinkTech

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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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