Tom Taft

Ever heard of the Butterfly Effect? Well, Butterfly Network is causing a wave of change in the healthcare sector, and it's fascinating. Just last year, Butterfly Network was on the edge, struggling with revenue and stock prices. Their CEO Joseph DeVivo made a bold promise - to bring the company's mojo back. Fast forward to this year, and DeVivo's smile says it all. Butterfly Network reported a whopping 25% growth for the year, thanks to the iQ3, their third-generation product, which is revolutionizing point-of-care ultrasound. What sets iQ3 apart? Imagine moving from a 3-megapixel to a 7-megapixel camera - that's the level of image quality improvement. This power allows its use in critical hospital procedures like anesthesiology and cardiac scans, elevating the standard of care. Let's look at the numbers: - Q3 revenue: $20.6 million, up from $15.4 million in 2023 - Stock price: Jumped from $1 to nearly $4 The iQ3 outsells their previous models and even rivals established giants like GE Healthcare. Butterfly's unique selling point? Their ultrasound-on-a-chip tech, which offers comprehensive body scanning with one cost-effective probe, unlike competitors that require multiple expensive probes. DeVivo equates their tech shift to the digital camera revolution that replaced traditional film. And it's not just about hardware - Butterfly's software integrates seamlessly into health systems' EMRs, ensuring compliance and ease of use. Their vision extends beyond immediate growth. With partnerships and a vast database, Butterfly Network is poised to lead in AI-enhanced diagnostics, offering new functionalities as AI developers build apps on their platform. The lesson here? Never underestimate the power of innovation coupled with a clear vision. Butterfly Network is a prime example of turning challenges into milestones. What do you think? How will Butterfly Network's advancements impact the future of medical imaging? #HealthcareInnovation #MedTech #MedicalDevices

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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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My team is just back from #NACE25, and they returned with fresh insights and a clear sense that Early Talent recruiting is undergoing a major shift. Here’s what stood out in many of their conversations: 🎓ROI is coming into sharper focus for Early Talent Programs: CFOs are asking tougher questions, and talent teams are prepared with data-driven answers. 🎓Technology is transforming the experience: The tools reshaping how we identify and engage students are making the process more efficient, personalized, and scalable. 🎓Gen Z is driving real change: This generation is reshaping workplace expectations. 🎓Campus strategies are evolving: Recruiting is meeting students where they are, with flexible, tech-enabled models replacing traditional approaches. I’ve long known that Early Talent is a growth engine. Now, it’s becoming a boardroom topic. Check out my team’s blog, linked below, if you’re interested in reading more about their take on each of these points. What are you seeing in your corner of the early talent world? #EarlyTalent

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Staffing Industry Analysts article on how AI and automation are becoming game-changers in the staffing industry, helping firms grow revenue and work more efficiently. At Coda Search│Staffing we're embracing these new technologies to find the best job matches faster, streamline candidate screening, and free up our team to focus on building real connections—giving both our clients and candidates a better experience. https://lnkd.in/evSKjPV7

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New hybrid job board sourcing model could impact the entire hiring ecosystem. This is the why "Moneyball for HR!" is becoming the next HR super skill. New approach to job boards might replace direct sourcing and RPOs and provide better candidates at far lower cost - https://lnkd.in/gzzbaFBX Steven Rothberg Doug Berg Johnny Campbell SHRM Hung Lee William Tincup Joel Cheesman ATAP - Association of Talent Acquisition Professionals Caroline Ziegler Kyle Lagunas Jennifer Day Daniel Finnigan Jerome Ternynck Jon Stross

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Too often, recruiting is seen as a cost center, but in reality, it’s a growth accelerator. I’ve partnered with organizations navigating pivotal transitions, from early-stage buildouts to complex operational expansion. One thing has remained clear: hiring becomes a revenue driver, not just a reactive process, when talent strategy aligns with business objectives. Here are a few ways organizations can quantify the impact of smarter recruiting: • Reducing the cost of vacancy for revenue-critical roles • Accelerating time-to-productivity with tighter alignment • Improving retention and avoiding costly mis-hires • Expanding value per hire through embedded partnerships When you treat recruiting as an investment, not a transaction, you build a team that drives top-line performance. #TalentStrategy #LifeSciencesHiring #BiotechRecruiting #RecruitingROI #LeadershipHiring #StrategicGrowth #HealthcareRecruiting

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2025 Tech Job Market Trends 📈 + Tips for Success 💡 🥇 Happy New Year! 🎉 As we kick off 2025 I wanted to reflect on the challenges of 2024 as it was a tough year for many tech professionals—layoffs, hiring freezes, and the return-to-office push created a competitive job market. Remote roles became harder to find, while hybrid opportunities (2-3 days in-office) dominated. But there’s reason for optimism in 2025 and here's what I'm seeing: 📈 2025 Trends: 👉 In-Demand Roles: Cloud engineers, DevOps specialists, AI/ML experts, and cybersecurity professionals are highly sought after. Software engineering roles, especially full-stack JavaScript, Python, and .NET, are also on the rise. 👉Hybrid Work is King: Most roles require 2-3 days in-office, though some companies are offering flexible arrangements (1-2 days per month). Remote roles are still available but fiercely competitive. 👉Precision Hiring: Companies are prioritizing “plug-and-play” candidates who can demonstrate immediate impact. Experience in specific tech stacks, industries, or similar environments (e.g., startups, high compliance etc) How to Stand Out in 2️⃣ 0️⃣ 2️⃣ 5️⃣ 👉Network Strategically: Reconnect with colleagues, attend tech events, and ensure your LinkedIn profile highlights your skills and recent achievements. Referrals remain one of the best ways to land a role. 👉Revamp Your Resume: Highlight quantifiable results and tailor it to align with specific job descriptions. Clarity and focus are key. 👉Hustle: Apply to more roles than you think necessary, connect with mentors, and leverage job alerts. Don’t underestimate the power of attending meetups to build relationships in person. 🤝 Let’s Work Together🤝 If you’re exploring new opportunities—or just want to catch up—me and my team here at Staffing Science would love to help. Whether it’s reviewing your resume, sharing market insights, or connecting you with a great role, we're here. Here’s to a successful 2025 and as always, “Leave the Chemistry to Us” here at Staffing Science -John

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I recently spoke to a group in job transition about how “Terms Tell The Story.” I was reminded how much the workplace continues to evolve. The new terms we hear almost daily are snapshots of what is happening inside companies and with their people. Just hours after my presentation, a colleague sent me a new term: Job Hugging—a trend where employees stay put out of fear of job loss or uncertainty about new opportunities. This clicked with me immediately, because our team has noticed lower response rates from candidates in recent months. Suddenly, it all made sense. We recently experienced our first candidate turn-down in years, which I believe is connected to this trend. Even when candidates go through an extensive interview and assessment process, some are staying put—often because of counteroffers from their current employers. Research shows that most employees who accept counteroffers leave within 6–18 months anyway, because the real issues—culture, growth opportunities, or management—don’t go away. https://lnkd.in/gWrPWCuY That’s why my advice remains the same: stay “anxious to stay but able to leave.” Be proactive about your own professional development so that when the right opportunity comes along, you’re ready. Even if you don’t make a move, answering the call or email gives you a chance to network and learn what’s out there—and we’ll always be happy to call you again. How do you stay “anxious to stay but able to leave” in your own career?

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