Taylor Scherer

The 2026 Salary Guide from @LHH Recruitment Solutions is available to you - 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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We're publishing this free resource every year, make sure to check it out! It can help you with: - resource/location planning & cost comparisons, - crucial skills for your L&D programs, - competitive view on jobs flexibility, - AI adoption for employers & talent and provide you with insights on how markets are changing, Few of most interesting takeaways on my end are around job market activity: 1) there's more talent actively participating in recruitment processes & looking for jobs than ever 2) drop in junior jobs demand is talent gap in-the making 3) AI is not as widely adopted as you'd expect it to be yet it has significant impact on workforce planning

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More companies are leaning into contract staffing to stay flexible and productive during uncertain times. The 2025 Work Futures Study breaks down why this trend is gaining traction.

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Tech hiring is cooling, but demand for critical skills remains strong. As Computerworld reports, November saw continued declines across parts of the tech sector, signaling a more selective, skills-focused market. As Kye Mitchell, President of Experis US, puts it, “For professionals, it’s clear: upskill in AI, data engineering, and security to stay ahead.” This is exactly what we focus on at Experis. Helping clients and tech talent stay competitive by connecting in-demand skills to measurable business outcomes. 👉 Read more: https://bit.ly/3N5oc5a #TechTalent #FutureOfWork #AI #Upskilling #Experis

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Hiring is evolving—and quality data is becoming the foundation of smarter, faster decisions. This article explores how real-time, verified talent insights can help organizations improve efficiency, reduce risk, and plan for the future.

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TA Leaders - Let’s talk budget. Annual budgets? That’s old news… Now it’s: 🧾 Start at zero 📈 Make the case 💰 Hope you get what your team needs So how do you secure a budget for the tools, headcount, consultants, or programs that would make your life easier and your team more effective? Here’s what we’ve learned from supporting dozens of companies: 👉 Budget approvals rarely start or end with Finance. Your CFO might sign the check, but the case is won or lost with your cross-functional allies. If you want buy-in, speak their language. Start with urgency → highlight the pain → paint the upside for the business. 🎯 Talking to your Head of Engineering? They need to hire 100 engineers in 6 months - 4x their usual pace: Don’t just say “we need process help.” Say: “At our current conversion rate, we’ll need 750 interviews. That’s 500+ hours of Eng time. But with structured interviews, we can reduce interview load by 40% and hire faster. Let’s invest now to save hundreds of hours later.” 💡 Pitching to your Head of People? They’re managing tradeoffs across the entire People team. Don’t say: “We need to improve our interview process.” Say: “Our current process is creating inconsistent candidate experiences - and it’s showing up in Glassdoor reviews and offer declines. If we roll out a interview training program, we’ll improve manager confidence, mitigate bias, and better support our DEI and employer brand goals. It’s a small investment with high visibility and long-term retention benefits.” 📊 And for your CFO? Quantify the cost of inefficiency. Don’t say: “We need a sourcing tool.” Say: “Last quarter, we spent over $150K on agency fees to fill roles we had already sourced candidates for - but couldn’t move fast enough. With a lightweight investment in interview scheduling automation and better funnel analytics, we could cut agency usage in half this year.” Most people outside TA don’t realize what it takes to run a high-performing function. It’s on you to educate, empathize, and make the business case crystal clear. Your ask should feel so logical, so strategic, and so tied to business outcomes - that saying no would be irresponsible. You don’t need to beg for budget. You need to build the case. 🛠️ Want help making that case? We helped the VP of Talent at FLYR Labs secure budget for fractional RecOps support when they couldn’t afford a full-time hire. And we’d be happy to help you do the same. ———————————————————————— 👋 I’m Brandon. I help TA leaders build high-performing recruiting engines - through better systems, streamlined processes, and empowered teams. Ready to lead with less stress and more support? Let’s talk. #TalentLeadership #RecruitingOperations #RecOps #BudgetStrategy #TAReality #NobleTalent

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For HR teams, open enrollment is crunch time. Employees expect clarity. Compliance deadlines don’t budge. And one missing packet can snowball into chaos. That’s why preparation is everything. The most successful HR leaders treat open enrollment like game day—they build their playbook early, segment their employees, and automate the parts that usually drag them down. At LetterStream, we make sure mailings don’t become the bottleneck. Upload once, track internal progress, and know 95% of packets are in the mail the next business day. Whether you’re sending to 50 employees or 5,000, you get peace of mind—and employees get what they need to make smart decisions. Because the real win in open enrollment isn’t just hitting deadlines. It’s making sure your people have the right information on time, without burning out your team. Read more on our blog here: https://lnkd.in/gkW-MA4Y #HRSolutions #OpenEnrollment #MailManagement #PrintAndMail #EmployeeExperience

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In the past few years, there have been drastic changes to the recruitment and hiring process. This guide offers practical strategies to streamline your recruiting process, from initial job posting to using data to inform your next move.

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If you want to manage contingent workforce programs, remember: 1. Every contractor decision can impact your bottom line 2. You hire for business needs, not personal preferences 3. You build cost savings with every strategic placement 4. Not every stakeholder will agree with your approach 5. Someone in your organization needs flexible talent today 6. Most companies have less program maturity than you think 7. Make sure your strategy reflects your company values 8. Make sure you treat contingent workers with respect 9. The biggest thing you can do is optimize spend 10. The biggest procurement leaders started with basic programs The rise of contingent workforce in hybrid models is real. Companies are filling skill gaps faster than ever. They use freelancers and contractors without long-term commitments. This shift happened after recent economic changes. Organizations need flexibility more than stability. Your procurement team faces new challenges daily. Managing remote contractors requires different skills. Compliance becomes more complex across locations. But here's what smart leaders know. Contingent programs save money when done right. They provide access to specialized skills quickly. They reduce overhead costs significantly. The key is having proper systems in place. You need vendor management platforms. You need clear compliance processes. You need performance tracking methods. Most organizations struggle with program basics. They lack centralized oversight. They have inconsistent contractor onboarding. They miss cost optimization opportunities. Your role as a decision maker matters. You can transform how your company uses contingent talent. You can create competitive advantages through better workforce planning. Start with small improvements. Standardize your contractor processes. Implement better tracking systems. Focus on compliance requirements first. The companies winning today treat contingent workforce as strategic assets. They invest in proper management tools. They train their teams on best practices. Your next hire could be the difference maker. Make it count through smart contingent workforce management. Check out the link in the comments for access to free resources that will help 👇🏻 #BeTheChangeYouWantToSee #ContingentWorkforce #FutureOfWork #GigEconomy #ModernWorkplace #ContingentCompass

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Interesting.... 89% of TA Teams Struggle With Data Visibility: 2026 Talent Acquisition Outlook Report Only 23% of TA organizations can connect their recruitment spending to actual hiring outcomes, according to Symphony Talent’s 2026 Talent Acquisition Outlook Report, while 89% rate their visibility...Read more 66% of Recruiters Say Finding Talent Is Harder, Though Applications Have Doubled Key takeaways: Applications doubled since 2022, yet 80% of job seekers feel unprepared, and 66% of recruiters can’t find qualified candidates. With 93% of recruiters expanding AI use and 59% 

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Part 2 of our Recruitment Process White Paper series is here. This installment focuses on how communication functions as an operational competency—helping prevent stalled searches, reduce candidate drop‑off, and strengthen alignment between providers and organizations. 📘 Access Part 2: Communication as an Operational Competency now: https://bit.ly/4rrUdnw #TheMedicusFirm #HealthcareRecruitment #WhitePapers

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Question for all of the staffing agencies (and corporate TA teams) that may be using AI for resume evaluation and job matching - how confident are you in the validation of your AI tool? Very interesting article here from Kevin Webster providing a real world example of AI gone wrong in the Talent Acquisition process. Kevin provides links to additional details within the article, but the "Cliff's Notes" version is that he found an AI tool was easily tricked by a keyword loaded resume. Be careful how much trust you are putting into tools and automation if you haven't done your due diligence in testing and validation. And, please remember, keep a human involved in the decision making process! 😉

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Recruiting metrics are only valuable when they drive better decisions, not just track activity. This guide outlines which KPIs actually measure quality, efficiency, and alignment so hiring teams can optimize outcomes, not just processes. See the top metrics leaders should monitor in 2024. Read the full post: https://lnkd.in/ee4iKE8J  Title: Top KPIs for Recruiters You Need to Track This Year

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Excited to share that RecruitMilitary has partnered with @Findem to launch Veteran Talent Source—a new AI-powered solution that gives our clients a real edge in veteran hiring. ✅ Smarter matching ✅ Faster time-to-hire ✅ Deeper insights into military-connected talent   This is more than a new product, it’s a powerful way to meet hiring goals with mission-aligned talent. If you’re building teams with purpose, this is the tool you've been looking for.   Press release here: RecruitMilitary and Findem Partner to Accelerate Veteran Hiring Through AI-Driven Talent Intelligence - RecruitMilitary Let’s connect.   #VeteranHiring #SalesEnablement #AIinRecruiting #TalentAcquisition #RecruitMilitary #Findem

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Washington’s local aerospace sector is entering a new phase and it’s changing how companies work with talent. After recent waves of program wins and funding boosts, including Boeing’s 1,456 new airplane orders in 2023 and BlackSky’s $24M NGA contract, staffing needs appear to be shifting from recovery mode to strategic acceleration. A few things I’m noticing: ·      Cleared talent is in high demand, especially for contract roles tied to classified programs. (BHSG can support clearances for contract workers) ·      Candidates with Hybrid skill sets are in higher demand. Those who specialize in more than one thing (think hardware + software, or engineering + data) are not only the ones who are in demand but also the ones who are getting hired. ·      Short-term contractors with specialized skills sets are helping teams move faster without long-term commitments. Flexible staffing options remain paramount. As someone who’s been connecting engineering and IT talent to technology teams across Seattle for years, I’m both curious and excited to see how this next phase unfolds. If you’re navigating hiring decisions or planning for growth, I’d love to share what I’m seeing and hear what’s on your radar.

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