Tom Colucci

For government contractors, compliance isn’t a “check-the-box” activity; it’s an ongoing discipline. Earning a certification is only the first milestone. Staying compliant every day is what keeps your contracts safe, your audits clean, and your business eligible for future awards. At iQuasar LLC, we help GovCon organizations build processes and controls that don’t just pass audits once but keep them consistently audit‑ready throughout the year. Whether it’s documentation, internal reviews, policy updates, or ensuring your team stays aligned with evolving requirements, proactive compliance is the strongest way to protect revenue and reduce risk. #GovConCompliance #AuditReady #GCCS #iQuasar #FederalCompliance #AuditSupport #RiskManagement #GovConExperts #FederalContractors #DFARS https://lnkd.in/gEEUgMPP

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​The West Side Bridges Retrofit project is a significant infrastructure initiative aimed at enhancing the Treasure Island Corridor, which serves as a critical link between Treasure Island, Yerba Buena Island, and Interstate 80 in San Francisco. This corridor is essential for daily commuters, public transportation, and emergency services.​ Initially, the drilling work required for the project's foundation was assigned to a contractor who later determined they could not fulfill the specialized demands of the task. Consequently, the General Contracting Joint Venture overseeing the project enlisted West Coast Drilling (WCD) to undertake the complex geotechnical work.​ The project encompasses the realignment of Treasure Island Road to improve traffic capacity and safety. This realignment necessitates the construction of new retaining walls, a new undercrossing, and modifications to existing bridge structures to meet current seismic safety standards. These enhancements are particularly vital given the area's susceptibility to seismic activity.​ WCD's responsibilities include the installation of 24-inch and 30-inch soldier piles, extending up to 80 feet deep with 22-foot rock sockets. Soldier piles are vertical steel beams inserted into drilled holes and filled with concrete, providing foundational support for retaining walls and other structures. Additionally, WCD is tasked with installing 36-inch Cast-In-Drilled-Hole (CIDH) piles, also reaching depths of up to 80 feet and incorporating permanent casing and rock sockets. CIDH piles involve drilling deep holes, placing steel reinforcement, and filling them with concrete to create robust foundations capable of withstanding significant loads. Some of this work is performed under low-headroom conditions, which require specialized equipment and techniques due to limited vertical space. ​West Coast Drilling (WCD) has demonstrated exceptional craftsmanship and a steadfast commitment to safety on the Westside Bridges project. Their meticulous attention to detail and adherence to stringent safety protocols have been instrumental in advancing this significant infrastructure endeavour.​ The accompanying photograph and detailed information provided by WCD offer valuable insights into the complexities of the project and the specialized techniques employed. For a closer look at WCD's great work on this and other projects, you can visit their website which I'll leave in the comments!

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January jobs report dropped yesterday. Here’s what actually matters. U.S. added 130,000 jobs in January and unemployment ticked down to 4.3%. 2025 payrolls were revised lower. On the surface, steady. Most gains came from: → Health care → Social assistance → Construction Federal hiring declined and financial roles softened. The main takeaway is this growth comes with the caveat that job creation concentrates in a few sectors. When prior months get revised down, confidence in forward hiring weakens. If revisions continue downward, expect: → Longer approval cycles → More “open but pending” reqs → Higher bar for backfills This is not the collapse many were expecting. 📌 Do you see the market is finally stabilizing or is this the first stage of a broader slowdown?

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⚠️Contractors, Be Smart with Accommodation ⚠️ It happens more than you think… You book digs until March. Then the client wraps up at Christmas. That’s months of rent down the drain. Projects change fast. Here’s how to protect yourself 👇 Book monthly, not 6 months upfront. ✅ Ask for a short notice clause (1–2 weeks). ✅ Always check the cancellation policy.✅ If possible, let the client know your intention is long-term and ask if they’d be open to matching your notice period to your accommodation terms. Flag any project changes early.✅ A bit of planning now can save you a fortune later. Stay sharp… #Construction #Contractors #DataCentre #Pharma

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Veterans, your job search isn’t about luck. It’s about strategy. Just like any mission, you need a clear objective, solid intel, and a plan of attack. Here's how: ✅ Visualize your future role with clarity ✅ Speak directly to veterans in the jobs you want ✅ Use what you learn to tailor your message and stand out You were trained to lead with purpose, apply that mindset to your transition. The right opportunity is out there. Find it with the right strategy. #VeteranEmployment #MilitaryTransition #Highr1 #StrategicJobSearch

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DOE Mythbusters – Volume 1 Myth: You must already have a Q Clearance to get hired. Reality: Not true. Most DOE contractors hire based on eligibility, not status. If you’re a U.S. citizen with the right background and experience, they’ll sponsor you for the clearance once you’re selected. Stop self-rejecting. Apply if you’re qualified. The DOE world isn’t closed off; it just takes patience, persistence, and the right recruiter in your corner. #DOEMythbusters #NuclearCareers EGS, Inc. #SavannahRiverSite #RecruitingReality #GovernmentCareers #NuclearIndustry

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𝗠𝗼𝘀𝘁 𝗵𝗲𝗮𝘃𝘆 𝗲𝗾𝘂𝗶𝗽𝗺𝗲𝗻𝘁 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀  𝗲𝗻𝗱 𝘂𝗽 𝗶𝗻 𝘁𝗵𝗲 𝗩𝗮𝗰𝗮𝗻𝗰𝘆 𝗦𝗽𝗶𝗿𝗮𝗹 𝗳𝗼𝗿  𝗼𝗻𝗲 𝘀𝗶𝗺𝗽𝗹𝗲 𝗿𝗲𝗮𝘀𝗼𝗻... → They don’t use heavy equipment industry recruiting experts Most of them think, “recruiters are all the same, so why not just post the job online, cast a wide net, and see who applies?” But here’s how the two approaches actually play out: 𝗧𝘆𝗽𝗶𝗰𝗮𝗹 𝗚𝗲𝗻𝗲𝗿𝗮𝗹𝗶𝘀𝘁 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗶𝗻𝗴 (𝘗𝘰𝘴𝘵-𝘢𝘯𝘥-𝘗𝘳𝘢𝘺 𝘊𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦 𝘚𝘰𝘶𝘳𝘤𝘪𝘯𝘨 + 𝘓𝘢𝘤𝘬 𝘰𝘧 𝘋𝘦𝘦𝘱 𝘐𝘯𝘥𝘶𝘴𝘵𝘳𝘺 𝘒𝘯𝘰𝘸𝘭𝘦𝘥𝘨𝘦 + 𝘓𝘢𝘤𝘬 𝘰𝘧 𝘌𝘹𝘱𝘦𝘳𝘵 𝘙𝘦𝘤𝘳𝘶𝘪𝘵𝘪𝘯𝘨 𝘈𝘤𝘶𝘮𝘦𝘯) → 90%+ of résumés are irrelevant → Critical details (relocation, dealer relationships, salary expectations) are missed until late → Interviews drag on for months with the wrong candidates → Productivity and morale sink while roles remain open → The Result = Vacancy Spiral (burnout, turnover, upset customers & employees, stalled revenue) 𝗧𝗮𝗿𝗴𝗲𝘁𝗲𝗱 𝗜𝗻𝗱𝘂𝘀𝘁𝗿𝘆 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗶𝗻𝗴 (𝘛𝘢𝘳𝘨𝘦𝘵𝘦𝘥 𝘐𝘯𝘥𝘶𝘴𝘵𝘳𝘺 𝘚𝘰𝘶𝘳𝘤𝘪𝘯𝘨 + 𝘈𝘤𝘤𝘶𝘳𝘢𝘵𝘦 𝘊𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦 𝘝𝘦𝘵𝘵𝘪𝘯𝘨) → Start with a mapped universe of sales talent already fluent in on and off-road machinery → Pipeline is built with right-fit candidates from day one → Critical factors are vetted up front, avoiding late-stage surprises → Hiring timelines shrink dramatically → Managers trust the process because candidates are consistently on target → Long-term outcome = Stronger sales teams, faster hires, and growth that doesn’t stall If your sales recruiting process feels stuck, it’s not because talent isn’t out there. It’s because the wrong approach makes it invisible. 👉 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝘁𝗼 𝗳𝗶𝘅 𝗶𝘁 → https://lnkd.in/gxTAsSPa

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Nearly half of our customers rate our career fairs as “world-class.” All of them rate the experience as positive. That’s not marketing spin. That’s Net Promoter Score (NPS) data - straight from the employers we partner with. At RecruitMilitary, we host career fairs nationwide that connect employers with military community job seekers - last year alone, nearly 50,000 job seekers registered for our events. Here’s what our employer partners told us: ✅ 90% said the return on investment was worth it ✅ 95.1% said they’d participate again ✅ 97.5% were satisfied with candidate quality ✅ 98.6% rated their overall experience as positive Digging into the NPS categories: 🟢 47.8% of events were rated World Class 🟢 85.6% were rated Excellent or Better 🟢 100% were rated Positive 🟢 0% of events received a negative NPS score We survey job seekers too - and their feedback is just as enthusiastic. They tell us: ➡️ They love the variety of employers at our fairs ➡️ They value the networking opportunities ➡️ They praise our seamless QR code process I believe these results boil down to one thing: We listen to the people we serve. We collect feedback after every event. We analyze it. We act on it. Listening to customers isn’t a checkbox - it’s the foundation of everything we do.

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Adding “military-friendly” to a job posting isn’t the same as being military-aware. ✅ Military-friendly says, “You are welcome here.” 💡 Military-aware says, “We understand your journey.” There’s a difference. Military-friendly is a STATEMENT. Military-aware is a COMMITMENT. It means you recognize that: -> A résumé with “gaps” might reflect strength and sacrifice. -> Frequent moves means adaptability. -> Career pivots are often fueled by service. -> Spouses who have supported the mission bring quiet leadership to every room. If you truly want to support military-connected professionals, go beyond the label and take the time to understand what they bring with them. #MilitaryConnected #VeteranVoices #MilitaryFamilies #MilitarySpouseLife #TransitioningVeterans #MilitaryCommunity

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Getting fired sucks...but what if I told you it was one of the best things to ever happen for you? Here's how I helped someone who was fired step into a better position and what you can do if you ever face this... Several years ago, there was a very similar situation where an entry-level staff accountant was let go during after busy season during the known "axing" times. He was devastated... He was working at a big firm that was understaffed and didn't have the chance to train him as much as they should have. After getting let go, we got in touch, and I was able to place him in a role where he started as a Staff Accountant and is now the Corporate Controller for the company! The company I placed him with saw his potential, invested in training appropriately, and he is now a key person in the organization. Here's what we did to make this happen: - We assess his skill set, where he got exposure, and where he lacked it to be brutally honest about where he could help and where he needed training. - We got references who were willing to attest to his potential from past managers at the company. - We didn't hide anything during the interview process so that the relationship started where it should have: open and transparent. If you find yourself in a similar situation, I would recommend taking a similar approach. Have you ever had a "bad thing" happen that ended up being a blessing in disguise?

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𝟭𝟬𝟯% 𝗴𝗿𝗼𝘄𝘁𝗵 𝗳𝗿𝗼𝗺 AVDG - GC Pro/Custom House Most companies think “culture” is a vibe. It's not. 𝗜𝘁’𝘀 𝗻𝗼𝘁 𝗮 𝗽𝗶𝗻𝗴 𝗽𝗼𝗻𝗴 𝘁𝗮𝗯𝗹𝗲. 𝗜𝘁’𝘀 𝗻𝗼𝘁 “𝗰𝗮𝘀𝘂𝗮𝗹 𝗙𝗿𝗶𝗱𝗮𝘆𝘀.” And it definitely isn’t a bunch of motivational posters on the wall. One observation I've noticed through multiple company engagements is that many times they swear they have a “great culture”… Only to find silos leaders protecting their turf and a team that can’t even agree on what “fast” means. Years ago, before starting this business, I joined a company where the leadership team would talk about “winning together.” But the truth of the matter is that no one even liked being in the same room together. No shared ownership. No consistent standards. Every department was running its own playbook. You could absolutely feel the tension in the hallways. (I'm sure some of you have been there... not a great time if you have) And the worst part? Nobody was actually talking about it. That’s why I was curious to have Curtis Heath on our podcast, not cause they are a client, but because he took over a business that had no culture/direction and was significantly underperforming. 𝗜𝗻 𝗷𝘂𝘀𝘁 𝘁𝘄𝗼 𝘆𝗲𝗮𝗿𝘀, 𝗱𝗿𝗼𝘃𝗲 𝗼𝘃𝗲𝗿 𝟭𝟬𝟯% revenue 𝗴𝗿𝗼𝘄𝘁𝗵. One of my conversations with him prior to the podcast was what the F*&% did you do and how? A lot of this stuff is obvious, but the execution is where it becomes interesting, and what he said was this: 1.) Set clear behavioral standards 2.) Created shared ownership 3.) Made sure words meant the same thing to everyone 4.) Built a cadence the team could trust 5.) Involved leaders before the big decision was dropped He goes, "That’s how you go from 100% + 100% = 300%." It's that old saying, "Two heads are better than one." Regardless of whether you are running a team, making that transition into leadership, or even thinking about leadership. If you feel your culture is “OFF,” the problem is most likely showing up in one of those areas. 🎙 Full episode with Curtis will be out next Friday. Given AVDG's turnaround and impressive growth, would definitely recommend listening. #Audiovisual #integration #videoconferencing #recruiting #buildingteams

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Now we all know that inflation has pushed up the cost of living significantly. Yet many contractors are still being offered day rates similar to what they earned 10 or even 15 years ago... When you adjust for inflation, that’s a material reduction in take-home value. All while rent, utilities, insurance, and other costs have risen sharply. This isn’t about firms being unfair but the result of current market dynamics. Demand has slowed in some areas, while the supply of experienced contractors has grown. That shift is naturally putting downward pressure on rates... We’re doing our best to negotiate fairer deals, especially for those with niche or senior expertise. But in many cases, it comes down to where the market is. There’s no easy fix. But having honest conversations around value, supply and demand, and market data is a step forward for everyone involved!

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 📢🔥💥Partnership Announcement: Hire Valor & Lean Synergy Staffing 🎉We’re proud to announce a strategic partnership between Hire Valor and Lean Synergy Staffing, uniting two mission-driven organizations committed to empowering the workforce of tomorrow. This collaboration bridges the gap between military Veterans and high-impact civilian careers by combining Hire Valor’s veteran-centric job-matching platform with Lean Synergy Staffing’s deep expertise in lean-focused talent solutions. Together, we will expand access to meaningful career pathways for transitioning service members, Veterans, MilSpouses and skilled professionals across a wide range of industries. 😮Transitioning from military to civilian life can be challenging—professionally and personally. This partnership ensures veterans don’t navigate that journey alone. 🤔How U.S. Military Veterans Benefit:  📃Tailored job-matching that aligns military skills with civilian opportunities  ⚡Lean training and certification pathways to enhance competitiveness  🪖Career coaching, resume support, and performance development  🛑Placement into roles that value discipline, leadership, and mission readiness …we're setting veterans up for long-term success in meaningful careers that match their capabilities and aspirations. "This partnership is about more than jobs—it's about purpose, preparation, and long-term success," said Brad Tachi, CEO at Hire Valor. "Together, we are creating an ecosystem where veterans thrive and businesses grow," said Jeremy "Monte" Montgomery, COO at Lean Synergy Staffing. We’re excited about what lies ahead and look forward to sharing success stories from the field in the coming months. WE ARE JUST GETTING STARTED

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-Private Service Hiring Managers- You are in a position of power; please use that power with care and empathy. When you reach out to your staffing partners with a need, know that we will work enthusiastically to source and present the very best candidates we can find as quickly as possible. We'll share our excitement about the role with our candidates, and they will get their hopes up about your opportunity. Here is what we need from you: -Fast feedback on each candidate presented. -If you don't think a candidate meets the mark, please tell us why. "We're going to pass on Priya"-this is not okay. We need to know why so that we can recalibrate.  -Schedule the next steps QUICKLY! Candidates cannot wait weeks and weeks to learn about the next steps. Keeping a job seeker on the hook for an extended period is inhumane, despicable, and vile. Push your principals to prioritize the search or close it until everyone is ready to dance. If you feel the need to have a candidate go through three or four separate interviews, something is wrong with your system. Streamline your process. Please. The most significant point I'd like to make is this: It doesn't matter if you are overwhelmed, disgruntled, or simply inefficient. Please remember how it felt when you were last searching for a job. Remember how it felt waiting for an update on that amazing interview you had for what you imagined could be your dream job. Remember how it felt to be ghosted by an organization you had so much respect for. Remember that feeling of hopelessness. Congratulations. You are now in the power seat as the hiring manager. You found an opportunity that serves you, and that's fantastic. But always remember how it felt when you were on the other side of where you are now. And do better.

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Real estate and rack space are great, but if you don’t have the megawatts, you don’t have a project. With U.S. demand projected to hit 106 GW by 2035, the bottleneck isn’t the tech anymore. ⚡Utilities are finally moving at tech speed. PGE in Oregon is using AI tools to greenlight hundreds of MWs years faster than the old school manual process. 🫱🏻‍🫲🏽 The Partnerships are massive. Look at Google and NextEra - they’re co-developing 15 GW of dedicated power. We’re seeing utilities and hyperscalers basically becoming the same team. ✅Flexibility is the new must-have. If you aren’t looking at modular substations or creative grid design, you’re going to get stuck in the queue. The most successful players in the market right now aren’t just building data centers; they’re building their own mini-power companies. #DataCenters #Recruiting #Hyperscale #PowerGrid #DigitalInfrastructure #Energy

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