Veerendra Pichika

𝐆𝐂𝐂𝐬 𝐚𝐫𝐞 𝐜𝐡𝐚𝐧𝐠𝐢𝐧𝐠 𝐭𝐡𝐞 𝐭𝐚𝐥𝐞𝐧𝐭 𝐠𝐚𝐦𝐞 𝐢𝐧 𝐈𝐧𝐝𝐢𝐚. For years, US IT staffing firms focused on serving clients across the ocean. Now, the same Fortune 500s are building Global Capability Centers (GCCs) right here in India — with hiring needs that look a lot like US roles: niche tech skills, leadership bandwidth, and delivery accountability. The line between “#offshoredelivery” and “#domestichiring” is blurring fast. And US staffing firms with strong delivery teams in India already hold the advantage — they understand speed, cost, and quality at scale. The question is no longer if GCCs will grow. It’s who will help them hire better, faster, and smarter. Are GCCs the next big opportunity for US staffing firms? 👇 What do you think? #GCC #Staffing #Recruitment #TalentStrategy #IndiaHiring #USITStaffing

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THE MSP PRESSURE COOKER A Practical Guide for US Staffing (MSP • W2) — For Recruiters & Recruiting Managers — 1) SPEED-TO-SUBMIT IS A CORE SKILL For Recruiters: • Fast screening • Clean, formatted resumes • No delay from sourcing → VMS submission For RM: • Invest in automation and AI-based matching • Remove low-value manual tasks Reality: Speed is a competitive advantage across all levels. 2) MULTI-STATE W2 COMPLIANCE MUST BE UNDERSTOOD BY ALL For Recruiters: • Know basics: overtime rules, location-based pay, I-9 steps, paid leave triggers • Avoid early-stage compliance misses For RM: • Maintain strong state-wise compliance frameworks • Conduct regular training • Prevent escalations Reality: Compliance errors damage delivery and reputation. 3) CANDIDATE EXPERIENCE (W2 CX) IS A SHARED RESPONSIBILITY For Recruiters: • Clear communication • Smooth onboarding guidance • Consistent follow-ups For RM: • Transparent benefits information • Quick issue resolution • Predictable onboarding workflows Reality: Strong W2 experience reduces drop-offs and increases redeployments. 4) NICHE FOCUS SCALES BETTER THAN GENERALIZATION For Recruiters: • Build depth in 1–2 skill categories • Maintain curated talent pools • Track repeat redeployable candidates For RM: • Align recruiters to specific MSP skill domains • Avoid spreading recruiters across too many categories Reality: Specialization produces repeatable wins. 5) DATA-BACKED INSIGHT IS EXPECTED FROM EVERY ROLE For Recruiters: • Understand market pay ranges • Guide candidates with realistic expectations For RM: • Use real-time labor market data to support rate discussions • Push back on unworkable bill and pay rates Reality: Data → Predictability → Trust. BOTTOM LINE The US MSP market rewards disciplined operations, skilled recruiters, strong compliance, clear communication, and reliable delivery systems that support consistent performance. #StaffingIndustry #MSP #W2 #Recruitment #ContingentWorkforce #TalentAcquisition

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🚨 Present Challenges in US Staffing 🚨 The US staffing industry is evolving rapidly, and with it come a unique set of challenges that recruiters and businesses face every day: ✅ Skill Gap – High demand for niche technologies, but limited available talent. ✅ Candidate Ghosting – Increased cases of last-minute dropouts and no-shows. ✅ Compliance & Visa Issues – Ever-changing visa rules and employment laws make placements complex. ✅ High Competition – Multiple staffing agencies chasing the same talent pool. ✅ Retention Struggles – Even after successful onboarding, candidates switch quickly for better offers. In this competitive market, success is not just about sourcing resumes – it’s about building trust, long-term relationships, and adapting to market shifts. 💡 What strategies are you or your organization using to overcome these challenges? Let’s start a conversation 👇

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H-1B Update: What It Means for India’s Staffing Industry The U.S. has introduced a $100,000 one-time fee for new H-1B applications (effective Sept ’25–Sept ’26). While it raises entry barriers, it could actually create new opportunities for India’s staffing ecosystem. ✅ Offshore delivery becomes more attractive as U.S. firms manage higher hiring costs. ✅ Demand will rise for highly skilled, ready-to-deploy talent from India. ✅ Alternative markets like UK, Germany, and Canada will open wider doors. ✅ Reskilling & specialized staffing will become key differentiators. Rather than a setback, this is a chance for India’s staffing sector to move up the value chain and become a true partner in the global talent economy. 🔄 What’s your take — challenge or opportunity? #H1B #Staffing #GlobalTalent #IndiaTech #FutureOfWork #TeamLease

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Is India Moving Towards a Contract Staffing Model Like the U.S.? The short answer: Yes — and it’s gaining momentum faster than many realize. For years, the U.S. has embraced contract staffing as a strategic workforce solution — offering flexibility, speed, and cost optimization. And now, India is catching up. Here’s why this shift is happening in India 👇 ✅ Project-Based Hiring is on the Rise Startups, IT firms, and even large enterprises are moving to project-driven models. Contract staffing allows quick ramp-up and ramp-down without long-term commitments. ✅ Focus on Agility Over Headcount Today’s businesses want lean teams that can scale fast. Contract staffing provides agility without increasing permanent headcount costs. ✅ The Talent Mindset is Evolving Skilled professionals — especially in tech, legal, and consulting — are now open to contract roles. They value flexibility, diverse exposure, and premium compensation. ✅ Cost Efficiency Matters With rising costs and economic uncertainty, companies are looking for smarter ways to build teams — contract staffing reduces fixed liabilities. ✅ RPO & MSP Models Are Expanding MNCs in India are adopting global workforce strategies like RPO (Recruitment Process Outsourcing) and MSP (Managed Service Provider) models — both of which rely heavily on contract hiring. 🌍 India may have traditionally leaned toward full-time hiring, but the future clearly points to a hybrid, flexible model — with contract staffing at its core. Is your organization ready for this shift? #ContractStaffing #WorkforceTrends #HiringIndia #TalentStrategy #FutureOfWork #RecruitmentSolutions #AgileHiring #HRInsights

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⚠️ Fake profiles are killing trust in staffing — and it needs to stop. 🔍 Quality Submissions Over Quantity – A Call to Bench Sales Teams In today’s competitive staffing landscape, every requirement shared is an opportunity to build trust with clients and strengthen relationships. Unfortunately, there’s a growing issue we cannot ignore: the submission of fake or poorly matched profiles. Let’s be honest — this practice doesn’t just waste time; it damages reputations, weakens partnerships, and ultimately erodes the credibility of our entire industry. When leaders and clients see irrelevant or fabricated resumes, they don’t just question one recruiter — they question the professionalism of the staffing community as a whole. As industry professionals, our focus should not be on maximizing the volume of resumes sent, but on the accuracy, authenticity, and quality of every single submission. A single genuine, well-matched candidate can create far more impact than a dozen irrelevant profiles. It’s time we hold ourselves and our teams accountable: ✅ Screen thoroughly ✅ Submit only genuine talent ✅ Respect the time and trust of all stakeholders Clients value partners who deliver results with integrity. If we want to elevate staffing as a profession, we must shift from a “numbers game” to a trust game. ✨ As a professional in this industry, I stand firmly for authentic recruiting practices and urge my peers to do the same. The future of our business depends not on how many resumes we circulate, but on how much trust we earn. 🔖 #Staffing #Recruitment #BenchSales #TalentAcquisition #StaffingSolutions #RecruitingEthics #IntegrityInRecruiting #HiringRight #FutureOfWork #TrustInStaffing

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𝗨𝗦 𝗧𝗲𝗰𝗵 𝗛𝗶𝗿𝗶𝗻𝗴 𝗜𝘀 𝗦𝗵𝗶𝗳𝘁𝗶𝗻𝗴: 𝗛𝗲𝗿𝗲’𝘀 𝗛𝗼𝘄 𝗜𝗻𝗱𝗶𝗮𝗻 𝗜𝗧 𝗦𝘁𝗮𝗳𝗳𝗶𝗻𝗴 𝗠𝘂𝘀𝘁 𝗣𝗶𝘃𝗼𝘁 From stricter H-1B reviews to a renewed “𝑨𝒎𝒆𝒓𝒊𝒄𝒂 ��𝒊𝒓𝒔𝒕” approach, the US hiring landscape is rapidly evolving—and Indian IT staffing firms are right at the center of this storm. 𝐖𝐡𝐚𝐭’𝐬 𝐂𝐡𝐚𝐧𝐠𝐢𝐧𝐠? - 𝑉𝑖𝑠𝑎𝑠 𝐺𝑒𝑡 𝑇𝑜𝑢𝑔ℎ𝑒𝑟: Increased scrutiny, higher wage bars, and unpredictable outcomes have made H-1B sponsorship a far riskier play. Top talent and clients both are reconsidering their options. - 𝐻𝑜𝑚𝑒𝑔𝑟𝑜𝑤𝑛 𝑇𝑎𝑙𝑒𝑛𝑡 𝐼𝑠 𝐻𝑜𝑡: US companies are doubling down on hiring citizens and Green Card holders to sidestep immigration headaches—making it tougher for offshore profiles. - 𝐼𝑛𝑑𝑖𝑎𝑛 𝑇𝑒𝑐ℎ 𝑃𝑟𝑜𝑠 𝐿𝑜𝑜𝑘 𝐸𝑙𝑠𝑒𝑤ℎ𝑒𝑟𝑒: Uncertainty in the US means more folks are eyeing Canada, Australia, and Germany for their next big move. 𝐖𝐡𝐚𝐭 𝐍𝐨𝐰? 𝐇𝐞𝐫𝐞’𝐬 𝐌𝐲 𝐓𝐚𝐤𝐞: - 𝐺𝑒𝑡 𝑐𝑙𝑜𝑠𝑒𝑟 𝑡𝑜 𝑙𝑜𝑐𝑎𝑙 𝑡𝑎𝑙𝑒𝑛𝑡 𝑝𝑜𝑜𝑙𝑠—tap partnerships with US-based professionals. - 𝑅𝑒𝑠𝑘𝑖𝑙𝑙 𝑎𝑛𝑑 𝑟𝑒𝑑𝑒𝑝𝑙𝑜𝑦 𝑦𝑜𝑢𝑟 𝑏𝑒𝑛𝑐ℎ to match exactly what clients need, when they need it. - 𝑀𝑎𝑘𝑒 𝑟𝑒𝑚𝑜𝑡𝑒 𝑎𝑛𝑑 ℎ𝑦𝑏𝑟𝑖𝑑 𝑤𝑜𝑟𝑘 𝑦𝑜𝑢𝑟 𝑠𝑒𝑐𝑟𝑒𝑡 𝑤𝑒𝑎𝑝𝑜𝑛 so you’re not always playing catch-up with the latest policy twists. - 𝑇𝑟𝑎𝑐𝑘 𝑖𝑚𝑚𝑖𝑔𝑟𝑎𝑡𝑖𝑜𝑛 𝑎𝑛𝑑 𝑙𝑎𝑏𝑜𝑟 𝑡𝑟𝑒𝑛𝑑𝑠 𝑟𝑒𝑙𝑒𝑛𝑡𝑙𝑒𝑠𝑠𝑙𝑦—knowledge is your competitive edge. 𝐂𝐡𝐚𝐧𝐠𝐞 𝐢𝐬 𝐭𝐡𝐞 𝐨𝐧𝐥𝐲 𝐜𝐨𝐧𝐬𝐭𝐚𝐧𝐭 𝐢𝐧 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭. How is your team adapting to this new reality? #USRecruitment #ITStaffing #TechHiring #H1B #TalentStrategy #LinkedInInsights #Vtechys #GriffinStaffing

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🔍 𝗚𝗶 𝗜𝗻𝗱𝗶𝗮: 𝗚𝗲𝗻 𝗭 & 𝗠𝗶𝗹𝗹𝗲𝗻𝗻𝗶𝗮𝗹𝘀 𝗔𝗿𝗲 𝗥𝗲𝗱𝗲𝗳𝗶𝗻𝗶𝗻𝗴 𝘁𝗵𝗲 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 It’s a pleasure to highlight some of the media work our team at Gi India is doing to build awareness of job candidates and employee needs during a period of significant generational transition. A new report from Gi Group India (shared by our partners at Staffing Industry Analysts – SIA, https://lnkd.in/drHxH9kq) reveals a striking generational shift in workplace values: 💡 Younger workers (Millennials & Gen Z) are driven by 𝗽𝘂𝗿𝗽𝗼𝘀𝗲, 𝗳𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆, 𝗮𝗻𝗱 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝘃𝗮𝗹𝘂𝗲𝘀, rather than just the job itself. 🏡 𝗛𝘆𝗯𝗿𝗶𝗱 𝗮𝗻𝗱 𝗿𝗲𝗺𝗼𝘁𝗲 𝘄𝗼𝗿𝗸 are top priorities — 80% of Gen Z and 72% of Millennials prefer hybrid models. 🕒 They also value 𝘀𝗰𝗵𝗲𝗱𝘂𝗹𝗲 𝗮𝘂𝘁𝗼𝗻𝗼𝗺𝘆 𝗮𝗻𝗱 𝗰𝗼𝗺𝗽𝗿𝗲𝘀𝘀𝗲𝗱 𝘄𝗼𝗿𝗸 𝘄𝗲𝗲𝗸𝘀, emphasising efficiency and work-life balance. 👥 Leadership expectations are evolving too, with a growing demand for 𝗽𝗮𝗿𝘁𝗶𝗰𝗶𝗽𝗮𝘁𝗶𝘃𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 and inclusive communication styles. Meanwhile, older generations (Gen X & Conventionalists) continue to prioritise 𝗷𝗼𝗯 𝘀𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆, 𝗳𝗮𝗰𝗲-𝘁𝗼-𝗳𝗮𝗰𝗲 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝘁𝗿𝗮𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲𝘀. 📣 The takeaway? 𝗢𝗻𝗲-𝘀𝗶𝘇𝗲-𝗳𝗶𝘁𝘀-𝗮𝗹𝗹 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗻𝗼 𝗹𝗼𝗻𝗴𝗲𝗿 𝘄𝗼𝗿𝗸𝘀. Companies that adapt to these evolving needs will be better positioned to attract, retain and empower top talent. #GiGroupHolding #India #GenZ #WorkplaceCulture #EmployeeExperience

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📊 U.S. Staffing Industry: Q4 2025 Insights & Outlook As we conclude Q4 2025, the U.S. staffing industry presents a landscape of cautious optimism, marked by sector-specific dynamics and evolving market conditions. Here's an overview of the latest developments: 📉 Market Performance Revenue Forecast: The U.S. staffing industry revenue is projected to decline by 10% in 2025, reaching a market size of $188.7 billion. This follows a 10% decline in 2024, driven by factors such as client caution, project delays, and a preference for permanent over temporary positions. Notably, healthcare staffing is expected to experience a 5% decline, while other sectors are projected to see growth. Q4 Performance: ManpowerGroup reported a 5.2% decline in Q4 revenue, totaling $4.63 billion, attributed to challenging operating environments in North America and Europe. Despite this, the company continues to see solid demand across Latin America and Asia Pacific Middle East. Staffing Industry 💼 Sector-Specific Trends Healthcare Staffing: The healthcare staffing sector faces challenges, with travel nurse staffing revenues forecasted to fall by 30%, per diem nursing by 11%, and allied healthcare by 18%. However, segments like locum tenens and education staffing are projected to experience growth. Staffing Industry IT Staffing: IT staffing revenue is expected to decline by 7% in 2025, reflecting a broader trend of cautious hiring in the tech sector. Staffing Industry 📈 Hiring Outlook ManpowerGroup's Survey: The Q4 2025 ManpowerGroup Employment Outlook Survey indicates a U.S. Net Employment Outlook (NEO) of 34%, suggesting a stable hiring climate. The IT sector leads with a 36% hiring outlook, followed by Financials & Real Estate at 29%. Larger organizations, particularly those with 250-999 employees, exhibit the most robust hiring plans. 🔮 Looking Ahead Despite current challenges, the staffing industry is poised for a rebound. Projections for 2026 indicate a 3% growth across all segments, with healthcare staffing expected to grow by 3%. Staffing Industry #StaffingIndustry #WorkforceSolutions #HiringTrends #Staffing2025 #USMarket #RecruitmentInsights #StaffingProfessionals Here are the proper URLs reference: Staffing Industry Analysts: https://lnkd.in/djSKriPU Q4 2025 Employment Outlook Survey: https://lnkd.in/dHBBcQEf U.S. Staffing Industry Forecast March 2025 Update: https://lnkd.in/dDWnZDNx Q4 Revenue Report: https://lnkd.in/djk-VBQh Staffing Industry Growth & Technology Outlook: https://lnkd.in/dtZ46EuP 2025/staffing-industry-growth-new-tech-appear-ahead

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Being a consultant and a partner, I do keep my stakeholders informed about the rapid shift in staffing Industry and why it’s important to be aware and prepare to navigate the future of Work. As we continue to adapt to the evolving landscape of talent acquisition and workforce management, several key trends have emerged in the staffing industry that are reshaping how we source, engage, and retain talent. Here are a few noteworthy trends to keep an eye on: 1. Emphasis on Remote Work: The shift to remote and hybrid models isn’t going away. In fact, it’s becoming a permanent fixture for many companies. Staffing agencies are increasingly required to find candidates who not only possess the right skills but also thrive in virtual environments. 2. Skills-Based Hiring: Employers are prioritising skills over traditional qualifications, leading to a more diverse talent pool. This trend encourages candidates from non-traditional backgrounds to apply, ultimately enriching organizational culture and innovation. 3. Technology Integration: From AI-driven recruitment tools to applicant tracking systems, technology is simplifying the staffing process. Agencies are leveraging data analytics to better match candidates with job roles and improve overall hiring efficiency. 4. Focus on Employer Branding: Job seekers are more discerning than ever and are seeking companies whose values align with theirs. Staffing firms are now playing a key role in helping businesses establish and communicate their employer brand to attract top talent. 5. Diversity, Equity, and Inclusion (DEI): There's a heightened emphasis on DEI initiatives, with many organizations striving to create a more inclusive workforce. Staffing agencies are becoming pivotal partners in ensuring recruitment practices are equitable and that diverse candidates are represented. 6. Shift Towards Gig Economy: The rise of the gig economy is creating new opportunities and challenges for staffing agencies. There’s a growing demand for flexible work arrangements, and companies are looking for innovative ways to engage temporary and freelance workers. As we move forward, it’s crucial for staffing professionals to stay informed and adaptable to these trends. Embracing change will not only enhance our services but also empower us to connect the right talent with the right opportunities in an ever-evolving job market. What trends are you seeing in the staffing industry? Connect with team Mynd Integrated Solutions Pvt. Ltd. as we are continuously crafting solutions and effectively enabling our customers adapt to these changes to prepare for future of work. Deepak Bhandari Saurav Wadhwa Vivek Misra Payal Gulati Saurabh K Ganeriwala Pradeep Kumar Nishikant Rai #Staffing #Recruitment #WorkplaceTrends #TalentAcquisition #DiversityAndInclusion #RemoteWork #GigEconomy

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Dear Clients & Staffing Firms, Still saying “No H1Bs – Independent only”? You're not avoiding risk — you're avoiding real talent. H1B professionals are: ✅ Highly skilled ✅ Vetted ✅ Committed ✅ Driving your tech forward Let’s be clear — 💥 There’s no Silicon Valley without immigrants. 💥 There’s no U.S. tech without H1Bs. Rejecting candidates based on visa status isn’t strategy — it’s bias. And it’s holding your company back. Hire better. Think broader. Do better. #H1BTalent #TechRecruiting #ImmigrantsInTech #NoVisaBias #DearClients #StaffingTruths #DiversityInTech #Google #Amazon #Meta #Apple #Tesla #LinkedIn #Microsoft

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Staffing Operations Through a Leader’s Lens — Especially During the Holidays As staffing leaders, the holiday season tests more than delivery numbers — it tests operational maturity. Recruiters may be on planned leave, leadership bandwidth is lighter, but client expectations don’t change. Requisitions remain open, VMS systems stay active, compliance timelines still apply, payroll must be accurate, and onboarding delays can directly impact trust and revenue. At a manager or director level, this is where leadership shifts from doing to designing systems that hold. Strong staffing operations leadership is about: • Building process resilience, not hero dependency • Ensuring clear ownership and backups across VMS, payroll, onboarding, and compliance • Reducing risk through standardization and visibility, especially when teams are lean • Enabling recruiters to focus on delivery while ops quietly safeguards continuity Great leaders don’t wait for issues to surface during holidays — they prepare teams and processes well in advance. When operations are structured correctly, nothing escalates, clients stay confident, candidates are paid on time, and the business keeps moving forward. This mindset has shaped how I view leadership in staffing: operational discipline today creates stability, scalability, and credibility tomorrow. As we head into the year-end break, wishing all staffing leaders smooth closures, minimal exceptions, strong handoffs, and operational readiness going into the new year. Merry Christmas 🎄 TekWissen ® TekWissen India TekWissen UK Sanjeev Senta Manish Senta, Ph.D Rajeev Senta Venkat J Swaroop Akash Srivastava Hemant Kumar Ashok Kumar Siruvuri Pradeep Patra Priyanka Das Chandra Mouli Karubuktha (L.I.O.N) Deepak Ratnam Anusha Kotagiri Suchitra Layek Purandhar Rayudu Sai Teja Saragada Deepak Perla Abbas M. ManiKanta Kumar Asha Tale (L.I.O.N)

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US Staffing Market in 2025: Cautious Optimism Amid Shifting Priorities The US hiring landscape is still feeling the aftershocks of 2023-2024. According to recent industry data: -> Temporary staffing continues to see slow recovery, especially in IT and Engineering roles. -> Full-time hiring is gaining traction again, but only for specialized/ niche skills ->Clients are focusing more on supplier performance - vendor rationalization is happening across the board. -> Hiring cycles are longer, with more layers of compliance and approval. -> Remote roles are shrinking - hybrid-first is now the dominant model for most mid-sized and enterprise clients. 💡Insight: The market isn't dead. It's just more selective, performance driven, and cautious. Vendors and partners that can deliver quality, speed and transparency will stay in the game. 📌 Source: Staffing Industry Analysts (SIA), NALP, Bullhorn Reports, Gartner HR Insights #USStaffing #SIAReports #RecruitingTrends #2025Hiring #StaffingInsights #TalentMarketUSA

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A new Staffing Industry Analysts report finds that “while the US staffing revenue is forecast to contract 3% this year before seeing a modest rebound next year, it’s expected to have cumulative growth of 10% between 2025 and 2030.” You can read more in the full article linked below. https://lnkd.in/ejUmhbhx #staffingindustry #executivesearch #leadershipsearch #jobsinstaffing

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