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Greenville, South Carolina, United States
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20K followers
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About
- I've never been good at rollerskating.…
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Articles by Jason
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Is Your Business Prepared for the Increasing Challenge of Record-Low Unemployment?
Is Your Business Prepared for the Increasing Challenge of Record-Low Unemployment?
The Bureau of Labor Statistics reported a 3.8% Unemployment Rate for May 2018, a continued drop from the 3.
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Tips for Avoiding the Lemons in Your Job SearchJun 6, 2015
Tips for Avoiding the Lemons in Your Job Search
If you’re reading this article, that means you’re on LinkedIn. And if you’re on LinkedIn, that means you’ve surely been…
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20K followers
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Jason Mitchell posted this“Thank you for your patience with us throughout this interview process over the last 18 weeks. All 30 of our team members who’ve met with you have been so impressed, and everyone is in unanimous agreement that you’d be a great fit for our team. We’re excited! So without any further ado, we wanted to see if you’d be available to jump on a Teams call next week with Stuart…he’s one of our Senior VPs in Europe. He works in a different division entirely and you’d never actually meet him in person or interact with him if you end up working here, but he’s always been the 31st step in our process, and we’re a very process-oriented company, as you know… And if things go well with Stuart next week, we’d finally be able to set you up for a Teams call with Roger before bringing you back onsite to meet with Lydia.”
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Jason Mitchell shared thisThere’s no way this is true, right? Hiring managers, recruiters, job seekers, parents…I need y’all to chime in on this. Have you ever had this happen?
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Jason Mitchell posted thisI have one of those treadmills under my desk, so I can stand and walk during the day while working. Burning that extra 300-400 calories during the day helps me offset the additional 2,000 calories in cereal, cookies, and ice cream I eat before bed every night. (Don't judge me) Anyway...I forgot that I left the treadmill running when I stepped away from my desk to get a coffee this afternoon. So when I gleefully returned to my desk to fire off more of those charming sales emails that get no reply, BOOM, SPLAT, KAPOW...coffee everywhere...Jason everywhere... It must've sounded like a herd of buffalo as I tumbled and rumbled and slammed into the wall. The kids were traumatized. Shouting up the stairs "DADDY!?! DADDY!?!?!"...the 9 y/o comes running up in a panic, "Daddy are you ok!!!??? "Huh? oh yeah, yes, of course, I'm ok. Daddy's good...I was just uh, Daddy's just working...everything's fine." Everything is not fine. My back hurts...my elbow hurts...my feelings hurt... People forget how physical a job recruiting can be. It's basically rugby. But with a weekend to recover, I'll be back to 100% by Monday. So if you're having any hiring challenges (there's a metaphor in here somewhere about your hiring needs being stuck on a treadmill, but I'm not clever enough to figure out the wording), I can help keep them moving in the right direction. Back on my feet, ready to recruit. Let me know how I can help. ::Alexa, play me out with 'I'm Still Standing' by Elton John::
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Jason Mitchell shared thisIf you’re in Aiken SC and looking to get away from all the radioactive mutant killer wasps, we’re hiring in Greenville/Spartanburg: - PLC & Robotics Specialists - Supply Chain Analysts - Production Managers - Production Supervisors - Maintenance / Tooling Managers - Process Engineers Greenville ranks #4 in U.S. News & World Report’s 2024 Best Places to Live. And we don’t have any bioengineered nuclear death hornets flying around. I mean, if you’re into that sorta thing, Aiken is nice. But if not, hit me up. Jason.mitchell@stemsearchgroup.com
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Jason Mitchell reposted thisJason Mitchell reposted this🏗️ Love practical design and real-world impact? Our client is hiring a Licensed #StructuralEngineer in North Carolina! Join a lean, engineering-led team tackling 200+ commercial construction projects a year from structural reviews and clip calcs to retrofit upgrades and site visits across NC/SC (only 10–15% travel, no extended trips). What’s in it for you? 🔹 Ownership of your work: stamp your own calcs 🔹 Collaboration with CAD techs & PMs 🔹 Real impact in commercial roofing, framing, and load paths 📍 Must have: ✔️ PE license in NC ✔️ Solid grasp of ASCE 7 & IBC standards ✔️ Commercial structural experience 🎯 Bonus if you’re licensed in SC, GA, TN, MS, or AL! 📩 Apply now https://lnkd.in/dFMBEUBJ or email jason.mitchell@stemsearchgroup.com #PELicensed #EngineeringJobs STEM Search Group
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Jason Mitchell posted thisGood morning to everyone except the hiring manager who thought the interview went “perfect,” but would still like to see a few more candidates.
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Jason Mitchell reposted thisJason Mitchell reposted thisWhat’s really happening in the job market in 2025? It’s not a downturn—it’s a reshuffling. From Gen X being squeezed out to AI splitting the labor market in two, this isn’t your typical hiring cycle. We unpack the truth behind the headlines: niche by niche, trend by trend. Burnout, RTO, digital transformation, and a thawing freeze—this is the signal, not the noise. ➡️ Read the full breakdown. #FutureOfWork #HiringTrends2025 #TalentIntelligenceWhat’s Really Happening in the Job Market in 2025?What’s Really Happening in the Job Market in 2025?STEM Search Group
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Jason Mitchell posted thisDear Diary, Disappointing day on the phones. Starting all my cold calls with "Hey you! Guess whoooooo?" isn't working as well as I'd hoped...
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Jason Mitchell liked thisJason Mitchell liked thisyou didn't get a bad recruiter, you got exactly the recruiter your fee could afford here's what no one tells you when you negotiate a recruiting fee to 10% your search WILL NOT close every quality firm already ran the math on that number industry data shows fees below 15% collapsed from 10% of all recruiting transactions in 2009 to just 4% by 2014 not because clients stopped asking because every firm worth hiring walked away so what's left saying yes at 10%? - high-volume generalists running 40 reqs where yours is number 37 - offshore sourcing shops that have never worked in your market - firms too desperate to say no and here's the part that stings the agency that went quiet on you, sent unscreened resumes, and disappeared? they didn't fail you randomly they responded rationally to the deal you made with them contingency fill rate is ~20% for every search that pays, the recruiter worked 3-4x for FREE at 10% on a $175K role: - revenue: $17,500 - cost to fill it properly: $13,000-$26,000 - margin before guarantee risk: nearly zero so they prioritized the searches that paid yours moved to the bottom of the list not because they're bad people because you built that incentive want a recruiter who works your search like it matters? the floor is 20% that's not a premium that's the price of being prioritized
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Jason Mitchell liked thisJason Mitchell liked thisEvery company that tosses a few bucks in up front ends up hiring. 90–95% close rate. The ones that don’t? They will most likely stall.
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Jason Mitchell liked thisJason Mitchell liked thisHiring in 2026.......wow I expected a lot of unqualified candidates and automated applications I did not expect the FLOOD of automated recruiter emails Many with the exact same message and "perfect" candidates Completely void of what makes a "perfect" fit My advice: Recruiters - appreciate that your entire business is based on relationships and trust. If you don't genuinely know us, your "perfect" recommendation is disingenuous. Applicants - ensure that any recruiter who reps you actually knows who you are as a human, not just a set of skills to market. Also, be authentically "YOU" in your resume and communication. Companies - Appreciate the level of stress or uncertainty that many of your applicants are currently in - they are human - show empathy and communicate (good, bad or neutral - anything is better than ghosting). Personally, I am already feeling the stress of having to inform qualified applicants that they weren't selected (especially when we can't be assured that we are making the right call). It's hard for me to accept "it's just business" when personal lives are impacted. We can't hire everyone, but I can sure attempt to make every qualified applicant feel seen and heard. Unqualified applicants - sorry, I can't respond to you all in a meaningful way, but He has a plan for you and I hope you land somewhere soon 🙏 Be the type of person today that your 85 year old self will be proud of later
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Tim Gates
Indeed • 4K followers
📊 August 2025 Employment Situation – BLS Update The U.S. labor market held steady in August: * +22,000 jobs added overall, with little change since April * Unemployment rate at 4.3% (7.4M people) * Labor force participation: 62.3% (flat from July, down 0.4 pp YoY) * Healthcare (+31k) and Social Assistance (+16k) drove gains *Offsetting declines in Federal Government (-15k), Manufacturing (-12k, including -15k in transportation equipment due to strikes), and Wholesale Trade (-12k) * Average hourly earnings: $36.53 (+3.7% YoY) * Average workweek: 34.2 hours 📉 Revisions: June adjusted down to -13,000, July revised up to +79,000 (net -21,000 jobs). 🔎 Takeaway: Growth remains uneven — healthcare is a bright spot, while goods-producing industries continue to lag. Wages are rising faster than inflation, helping sustain consumer spending. #rpo #staffing #jobsreport #labormarket #unemploymentrate #recruiting #talentacquisition #retention #talent
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Neily Horan
Horan Hiring Solutions, LLC • 11K followers
Recruitment Owners: Thinking about adding contract staffing in 2026? Before you do, run through this quick checklist. Can you fund weekly payroll while clients pay in 30 to 60 days? Do you know your true gross margins after overtime, benefits, and compliance costs? Can you onboard contractors within 24 to 48 hours without manual bottlenecks? Are you prepared for multi-state tax, workers comp, and classification rules? Do your systems scale beyond quarterly placements? The Contract Staffing Playbook I just read lays this out clearly. It even includes a full readiness checklist that forces you to think through funding, compliance, onboarding speed, and margin math before you make the switch. What I appreciated most is that it does not just talk about growth. It talks about infrastructure. Contract staffing can create durable, recurring revenue. But only if the backend is built for it. If this is part of your growth plan, I dropped the link in the comments. It is worth reviewing before you make the move. I wish I would have had this from the start!
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Kurt Kummerer
EK Recruiting • 7K followers
📊 Why Contract Staffing Is Growing Fast Companies want results — not paperwork. Contract staffing delivers 👇 ✔️ 6–8 day hiring timelines ✔️ Full payroll & compliance handled ✔️ On-demand access to expert talent ✔️ Easy scaling for project needs 📈 By the end of this year, 85% of employers will prioritize skills over degrees. The future of work is flexible. #ContractStaffing #FutureOfHiring #WorkforceTrends #EmployerOfRecord #legal #civilengineering #medicalsales #pharmaceuticalsales #lifesciences #financeandaccounting #HR #healthcare
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Colleen Carroll
ProActivate • 11K followers
📊 U.S. Labor Market Update – March 2025 The latest Job Openings and Labor Turnover Survey (JOLTS) reveals a nuanced picture of the U.S. labor market: Job Openings: Decreased by 288,000 to 7.192 million, indicating a potential softening in labor demand. Layoffs: Declined by 222,000 to 1.558 million, suggesting employers are retaining their workforce despite economic uncertainties. Hiring: Experienced a modest increase of 41,000 to 5.411 million, reflecting cautious optimism among businesses. These figures suggest that while employers are becoming more selective in their hiring processes, they are also striving to maintain stability within their existing teams. For organizations, this environment underscores the importance of strategic talent management. At ProActivate, we specialize in proactive talent acquisition strategies that align with your business goals, ensuring you're prepared for both current challenges and future opportunities. 📈 Stay informed and ahead of the curve. Let's discuss how we can support your talent needs in this evolving landscape. #LaborMarket #HiringTrends #ProActivate #TalentStrategy #WorkforcePlanning
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Casey Wagonfield, CSP
SimpleVMS • 3K followers
💀 VMS used to be a Dirty Word (A timeline of VMS reluctancy through the years) 😠 Staffing agencies would avoid it like the plague “You want me to pay for you to manage your jobs? Hard pass.” But fast forward to today… and it’s a different story. Agencies that want to differentiate with prospects, enhance client relationships, and compete at scale are now embracing VMS instead of running from it. Because like it or not. It is only becoming more prevalent and its a matter of time before your client start looking or asking about it. Hit me up if you need a partner like Simple that will help you differentiate in your sales messaging , land more business, and create a new stream of revenue for your agency! Here is a timeline of the reluctant rise of VMS in the staffing industry: 📅 2000–2005: The Early Days Birth of VMS: Tech enters the staffing world. Clients love the control, visibility, and compliance it brings. Agency reaction: “Wait… we have to log into another system and pay for it too?” Many agencies resist. VMS is seen as an expensive, margin-killing middleman. 🫸 2006–2010: The Push Begins Big clients (Fortune 500) mandate VMS adoption for contingent labor programs. MSPs emerge to manage VMS tools. Agencies grumble but comply to keep the business. Agency sentiment: “This is a pain, but if we want the volume, we’ll deal with it.” 💹 2011–2015: Growth & Growing Pains VMS becomes mainstream in enterprise staffing. Mid-sized clients start exploring VMS tools. Some forward-thinking agencies start using VMS relationships to differentiate: “We know the system, we work faster in it, we know how to win in it.” 🧑💻 2016–2020: Resistance Fades, Realities Set In VMS adoption explodes across sectors (logistics, manufacturing, healthcare, etc.). Agencies realize: “It’s not going away… and no, clients aren’t paying for it — we are.” The smart agencies embrace it: Build internal VMS teams, Learn how to be first to submit, Use data to improve fill rates, Partner with VMS providers to grow 🤝 2021–2023: Embrace or Be Replaced North America remains unique: Agencies continue to fund the VMS, unlike in Europe where clients foot the bill. Agencies start using VMS as a sales tool: “We thrive in VMS programs. Here’s how we outpace the competition.” 2024–Present: VMS as the Standard VMS no longer optional. Even small and mid-sized clients are implementing tech to manage multiple vendors. Agencies that once ran from it now use it to win business. Sales teams pitch: “We know how to work within your VMS… or help you launch one. We’re not scared of tech. We embrace it.” 💡 Bottom Line: VMS is no longer a threat. It’s a tool. The agencies who adapt and leverage it, are the ones that thrive.
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Cassandra Smith
Your Employment Solutions • 1K followers
Are Staffing Agencies Dying—or Evolving? As we look ahead to 2025–2027, it’s clear: staffing isn’t going away. But it is changing and fast. Here’s where the industry is headed: 🔹 1. Demand Continues—But Clients Are More Selective Industries like manufacturing, logistics, healthcare, and tech will still rely on staffing to manage: · Labor shortages · Project-based work · High turnover · Compliance complexity But clients want more than just “butts in seats.” They’re looking for value-added partners who offer strategic workforce planning, DEI alignment, and compliance expertise. 🤖 2. Tech Integration Is No Longer Optional Agencies that adopt AI, automation, and digital platforms are pulling ahead. Those clinging to manual processes? Risk being acquired—or left behind. Expect: · More direct sourcing and internal talent pools · VMS/MSP growth · AI-driven matching and screening 🏁 3. Niche Wins the Race Generalists are struggling to differentiate. But specialized staffing firms—focused on trades, healthcare, logistics, or IT—are thriving. Why? Because clients want true experts, not order-takers. ⚠️ 4. Compliance Is a Dealbreaker The W-2 vs. 1099 debate, tightening worker classification laws, and pay transparency rules are real. Agencies that don’t keep up? · Risk legal trouble · Lose clients · Damage their reputation The ones who understand and guide through compliance? They're becoming indispensable. 💼 5. Strategic Partnerships Are the Future Staffing agencies are evolving into consultative partners who help clients: · Build smarter talent strategies · Navigate market shifts · Achieve DEI and ESG goals 📉 Will Some Agencies Slow Down or Sell Off? Yes—especially those that: · Resist tech adoption · Cut corners on compliance · Prioritize volume over quality Consolidation will continue, and tech-first platforms will reshape the landscape. 👉 The bottom line: Staffing agencies aren’t dying—they’re evolving. The next two years will reward those who are agile, strategic, and built on trust. Are You Ready for the Change in Staffing? Or are you still partnering with agencies that just throw bodies at open roles, hoping someone sticks? True partnership isn’t a reward. It’s earned through trust, results, and accountability. In today’s labor market, you need more than a resume factory. You need a strategic staffing partner who understands your business, champions compliance, and is invested in long-term success, not just quick placements. Do you trust your current agency to be that partner? Visit our YES Pod Cast - Staffing changes are happening: https://lnkd.in/d3A2Y_iR #staffing #recruitment #talentstrategy #workforceplanning #compliance #hrtrends #staffingindustry #businessgrowth #YourEmploymentSolutions
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Matt Yeager
4K followers
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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Jill Mattson
2K followers
“Manufacturing is evolving—and so must our workforce strategies. Upskilling isn’t a cost; it’s a competitive advantage. And when we pair that with intentional diversification, we unlock innovation, resilience, and long-term growth. The companies that will lead the next industrial era are those that invest in people—both the ones they hire and the ones they already have.”
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Silas Clayton
Manpower • 786 followers
Speed matters as much as strategy when it comes to hiring. Is your hiring process fast and flexible? Valerie Ells, VP of Client Services for Talent Solutions RPO, authored "A Deep Bench of Recruiters is Your Key to Hiring Speed and Agility." In this article, you'll find insights for building a hiring process that adapts as quickly as the job market and business priorities change. Companies that stay ahead are the ones with a talent team that can fill roles fast and keep up with demands. Make sure your business can always move quickly. Read the article now! #FastHiring #RecruitmentSolutions #Recruiting
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Cam Green
Capital Talent Holdings • 19K followers
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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Shekhar kumar
SS Crew Staffing • 4K followers
🚀 Exciting Opportunity for Recruiters & Staffing Firms! 🚀 We’re opening access to our Paid Vendor Management System (VMS) – your gateway to consistent, high-quality job requisitions. ✅ 25+ Active Clients already onboard ✅ 200+ Active & Closable Requirements available right now ✅ Real-time updates, seamless communication, and faster closures Whether you’re a staffing agency, independent recruiter, or consulting firm, this is your chance to plug into a system that delivers: 🔹 Verified requisitions 🔹 Direct client access 🔹 Faster turnaround & more placements 💼 Don’t chase jobs—get plugged into a platform that already has them waiting! Email - Shekhar@sscrews.com 📩 DM me to learn more about subscription plans and start closing positions today. #Recruitment #Staffing #VMS #Hiring #TalentAcquisition #Recruiters
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Mark Staudohar
ACCENT' Hiring Group • 4K followers
US staffing hours were relatively stable in the week ended Jan. 24 compared to the same week a year ago, according to the SIA | Bullhorn Staffing Indicator - February 3, 2026 report. Commercial staffing hours were flat year over year, while professional staffing hours were down 2%. However, staffing hours slipped from the previous week this year. “On a sequential, week-on-week basis, hours dropped slightly, impacted by the MLK Day-related business closures. However, the week-on-week trends of the prior two weeks were typical of the post-holiday seasonal ramp we have observed over the past five years,” according to the report.
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Francisco J. Saucedo
Spherion • 3K followers
The difference between a “yes” ✅and a “no” ❌ from top candidates? It’s all in the details of your offer. Which job offer stands out to you? Explore our Fall 2025 Salary Guide to see how your pay stacks up locally, so you can make competitive offers that attract and keep great candidates! Explore our latest local guide here: https://lnkd.in/ginBWZwf
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Julia Deputy
Babel Audio • 822 followers
Here are some staffing and recruitment firms in Delaware you can contact as part of your employer outreach or job referrals: Local & Regional Staffing Agencies (Delaware) 🔹 Aerotek – Large national staffing firm with local Delaware presence, specializing in temporary, contract, and direct-hire talent across multiple industries. 🔹 Adecco Staffing – Global staffing agency offering temporary, temp-to-hire, and permanent placement in administrative, industrial, and professional roles. 🔹 J & J Staffing Resources – Trusted employment agency serving Newark and surrounding areas with staffing solutions. 🔹 New Level Staffing – Wilmington-based staffing partner focused on connecting local talent with employers. 🔹 Gohanna Staffing Solutions – Healthcare and allied staffing specialist serving Delaware and Pennsylvania. 📍 Other Reputable Staffing Firms Serving Delaware Bernard Personnel Consultants – Delaware’s oldest staffing agency offering temporary and permanent placement services. 🔹 Delmarva Temporary Staffing, Inc. – Established staffing partner providing workforce solutions in healthcare, manufacturing, administration, and more. 🔹 Robert Half (Wilmington, DE) – National staffing and recruiting firm specializing in finance, technology, administrative, legal, and marketing roles. Insight Global – Large staffing and professional services firm serving Dover and the entire Delaware region. 🔹 Randstad USA (Delaware) – Global staffing agency with local expertise in administrative, industrial, professional, and technical placements. 🔹 Ready 4 Work – Delaware employment agency assisting with recruiting and candidate matching. 💡 Tips when contacting staffing firms: Provide a clear description of roles you’re interested in. Ask if they offer direct hire, temp-to-perm, or contract staffing options. Mention if you are a Guard member, veteran, or spouse of one — many agencies support veteran hiring initiatives. Aerotek 🌐 https://www.aerotek.com Adecco Staffing 🌐 https://www.adecco.com J & J Staffing Resources 🌐 https://lnkd.in/ebDfkvfK New Level Staffing 🌐 https://lnkd.in/eK4WiGXW Gohanna Staffing Solutions 🌐 https://lnkd.in/eGnvS6_R Bernard Personnel Consultants 🌐 https://lnkd.in/edmAX3Zr Delmarva Temporary Staffing, Inc. 🌐 https://lnkd.in/eA3TSPFy Robert Half (Wilmington, DE) 🌐 https://lnkd.in/eWXRu48h Insight Global 🌐 https://lnkd.in/eatDCteH Randstad USA (Delaware) 🌐 https://lnkd.in/eTbBZ8N5 Ready 4 Work 🌐 https://lnkd.in/e_WwwArn
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