Rick Mewborn

YES or NO Many candidates are still chasing back for C2C roles like it’s 2020. Reality check: C2C is almost dead. They just don’t know it yet. What I’m seeing across clients: • End clients prefer W2 for control and compliance • MSPs are filtering out multi-layer vendors • C2C resumes rarely reach hiring managers • Rate pressure + delayed feedback = lost time This doesn’t mean you lack skills. It means the market structure has changed. Candidates who adapted early, shifted to direct W2, local presence became mandatory and better representation are the only one still getting interviews. The rest are still waiting on portals for feedback on the resumes for longer work.

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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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🔍 Not all staffing agencies are created equal. When choosing a partner for your hiring needs, consider these non-negotiables: • Strong industry expertise in YOUR field • Transparent fee structure (no surprises) • Clear communication processes • Proven track record with verifiable results • Meaningful guarantees that protect your investment The right agency doesn't just fill positions—they become an extension of your team. What's your #1 criteria when selecting a staffing partner? #HiringTips #StaffingSuccess #frtline #staffing #recruiter #hiring

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🕒 Understanding US Time Zones (Simple Guide for Recruiters) If you work in US Staffing or IT Recruiting, knowing US time zones is very important. The United States has 4 major time zones 👇 🌅 1️⃣ Eastern Time (ET) States like: New York, New Jersey, Florida 👉 This is the most common client time zone 👉 India is usually +9.5 to +10.5 hours ahead 🌄 2️⃣ Central Time (CT) States like: Texas, Illinois 👉 1 hour behind Eastern 🌇 3️⃣ Mountain Time (MT) States like: Colorado, Arizona 👉 2 hours behind Eastern 🌉 4️⃣ Pacific Time (PT) States like: California, Washington 👉 3 hours behind Eastern 👉 Most IT clients are in this zone 📌 Quick Example: If it’s 9:00 AM in New York (ET) • 8:00 AM in Texas (CT) • 7:00 AM in Colorado (MT) • 6:00 AM in California (PT) 🎯 Why Recruiters Must Know This? ✅ Scheduling interviews correctly ✅ Calling vendors at the right time ✅ Avoiding early/late follow-ups ✅ Building better communication Understanding time zones = Better coordination + More placements 🤝 #USStaffing #TechnicalRecruiting #TimeZones #RecruiterLife #BenchSales

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𝐂𝐨𝐧𝐬𝐢𝐬𝐭𝐞𝐧𝐜𝐲 𝐢𝐬𝐧’𝐭 𝐟𝐥𝐚𝐬𝐡𝐲. 𝐁𝐮𝐭 𝐢𝐭’𝐬 𝐰𝐡𝐚𝐭 𝐛𝐮𝐢𝐥𝐝𝐬 𝐭𝐫𝐮𝐬𝐭 𝐢𝐧 𝐬𝐭𝐚𝐟𝐟𝐢𝐧𝐠. In the US staffing world, results don’t come from one great deal or one lucky placement. They come from showing up the same way—every single day. • Following up when others forget • Being transparent when the market is tough • Delivering the same standard to clients and candidates alike • Leading teams with steady expectations, not shifting moods Anyone can be motivated when things are going well. Leadership is staying consistent when the market is uncertain, pipelines are slow, and pressure is high. 𝐈𝐧 𝐬𝐭𝐚𝐟𝐟𝐢𝐧𝐠, 𝐜𝐥𝐢𝐞𝐧𝐭𝐬 𝐭𝐫𝐮𝐬𝐭 𝐜𝐨𝐧𝐬𝐢𝐬𝐭𝐞𝐧𝐜𝐲. 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐫𝐞𝐬𝐩𝐞𝐜𝐭 𝐜𝐨𝐧𝐬𝐢𝐬𝐭𝐞𝐧𝐜𝐲. 𝐓𝐞𝐚𝐦𝐬 𝐠𝐫𝐨𝐰 𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐨𝐟 𝐜𝐨𝐧𝐬𝐢𝐬𝐭𝐞𝐧𝐜𝐲. It’s not about doing something extraordinary once. It’s about doing the right thing—repeatedly. That’s how credibility is built. That’s how leaders are remembered. #Leadership #Consistency #StaffingLeadership #USStaffing #RecruitmentLeadership #TalentSolutions #PeopleFirst #Hiring #StaffingIndustry #BusinessLeadership #Trust #LongTermSuccess

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3 Things to Watch in Staffing Over the Next 12 Months + How Nextaff is staying ahead of the curve + 1. Shift from Speed to Fit More companies are prioritizing long-term alignment over quick fills. It’s no longer just about who can start Monday — it’s about who stays, grows, and thrives. At Nextaff, we’re doubling down on our proprietary recruiting process to ensure better-fit placements that lead to better retention. 2. Tech-Driven Candidate Experience Candidates expect fast, transparent, and mobile-first communication. From application to onboarding, the process matters. We’re investing in tools that streamline the experience while keeping it human — because people want to feel seen, not sorted. 3. Clients Want Strategic Partners Staffing is evolving into workforce consulting. Clients don’t just want resumes — they want market insights, compliance guidance, and scalable talent strategies. That’s where Nextaff’s local-market expertise and national support give us (and our clients) a competitive edge. These shifts aren’t just coming — they’re already happening. The question is: are you adapting, or waiting? Reach out to me today, lets discuss how we can help your team grow with quality talent!

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When Hiring Freezes… Talent Doesn’t Wait Hiring freezes are common right now. But here’s the catch: 💡 High performers are still exploring 💡 Competitors are still building pipelines 💡 Delays now = missed opportunity later Smart companies are using this time to: ✅ Build bench strength with contractors ✅ Line up talent for Q3/Q4 ✅ Strengthen internal teams before crunch time Waiting to hire doesn’t mean you should stop planning #HiringStrategy #FinanceTalent #RecruitmentPlanning #isgSearch

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📊 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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When it comes to staffing partners, “good enough” is not good enough. Contingency staffing is results-first — you only pay once a successful placement is made. So why wait? If your current vendors aren’t consistently raising the bar, now is the time to put others to the test. The truth is, your staffing partners are more than vendors. They are an extension of your brand. Their professionalism, execution, and ability to deliver reflect directly back on you and your organization. If you expect excellence from the candidates you hire, you should demand the same from the firms bringing them to you. Screen them with the same scrutiny. Hold them to the same standards. This isn’t just about filling roles — it’s about protecting your reputation and elevating your results. So here’s the challenge: 👉 Reevaluate your current partners. 👉 Invite new firms into the mix. 👉 Create competition that drives higher performance. The market moves quickly. Don’t let complacency hold you back while stronger partners — and stronger talent — are out there waiting. #Recruitment #Staffing #HiringStrategy #Leadership #TalentAcquisition

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OLD-SCHOOL US STAFFING  • More calls = more placements  • Submissions over conversations  • Push candidates, chase clients  • KPIs driven by activity  • Recruiters as “order takers” VS 2026 US STAFFING  • Fewer calls, better conversations  • Signal over volume  • Candidate experience as leverage  • Recruiters as advisors, not vendors  • Trust beats turnaround time It worked. Until it didn’t. The market didn’t slow down —  expectations leveled up. 😊

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Contract talent doesn't mean temporary, it means strategic. Learn more in the #RobertHalf Demand for Skilled Talent report: https://lnkd.in/e7PnR5Ye #ContractHire #FlexibleStaffing

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One of the biggest challenges in US IT staffing today is not a talent shortage; it’s vendor saturation. For a single job opening, clients often receive resumes from 30 to 40 vendors within hours. The consequences include: • Hiring managers being flooded with duplicate profiles • Quality resumes getting lost in the volume • Recruiters prioritizing speed over fit The future of staffing will not belong to vendors who submit the most resumes, but to those who understand the client’s real problem before sending the first profile. In conversations with several hiring managers across the US, it became clear that clients are not just looking for resumes; they seek reliable hiring partners. The best staffing partners typically provide: 1. Speed with accuracy 2. Market intelligence on talent availability and rates 3. Consistent communication While anyone can send resumes, very few partners assist clients in making better hiring decisions. This is where the true value of staffing lies. Most staffing sales emails fail for one simple reason: they often start with “We are a leading staffing company…” However, clients care more about: • Can you solve my hiring problem? • Can you find talent faster than others? • Do you understand my industry? The most effective outreach emails focus on client challenges rather than vendor capabilities. #usitstaffing #sales #staffingsales Enterprise Solutions Inc.

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💀 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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Staffing leaders: require these operational standards from any lead provider to cut wasted spend and speed placements. 1) Signal recency — real-time or daily updates so you’re not chasing cold leads. 2) Verification steps — phone or email checks to confirm availability and intent. 3) Intent match — leads mapped to hiring needs, skills, and pay bands. 4) Transparent ROI reporting — clear placement metrics, cost-per-hire, and funnel conversion. These reduce churn and boost fill rates because myScout was built by staffing experts who know where time and money leak. See how we deliver better lead outcomes and measurable ROI: https://wix.to/mFOhhQr #Staffing #Recruiting #TalentAcquisition

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Big changes in the staffing world… Dice is cutting over its workforce. Monster and CareerBuilder are reportedly heading toward Chapter 11. These were once the go-to platforms for recruiters and job seekers alike. So… what’s happening? And more importantly — where is everyone going? Are we witnessing the end of the job board era — or just the beginning of something new? -Where are candidates spending their time now? -Where are hiring managers turning to find talent? - What’s replacing the old-school job board model — AI tools, personal networks, niche platforms? The staffing and recruiting landscape is shifting fast.What are you seeing on the ground? Drop your thoughts, insights, or even wild predictions in the comments copy from Manish Dabral, PMP

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Things I keep hearing when speaking to Staffing Agencies: ❌ “We’re drowning in candidates, but quality is inconsistent.” ❌ “Recruiters are stretched thin - speed is killing experience.” ❌ “Our database is huge, but we don’t really know who’s ready to move.” ❌ “Time to first contact and time to submit are slipping.” ❌ “We’ve tried AI… but it hasn’t actually changed outcomes to the level we hoped it would.” ❌ "Fake candidates make up most of our applicant numbers, our recruiters are wasting time finding out they are fraudulent". That’s where Tenzo AI adds real value 👇 Tenzo doesn’t replace recruiters - it removes the noise: ✅ Surfaces high-propensity candidates instead of “everyone licensed in the state” ✅Engages candidates instantly via phone + messaging (not just email blasts) ✅ Runs structured AI interviews to capture real intent, availability, and fit ✅ Feeds recruiters qualified, contextualized candidates - not raw volume ✅ Improves the metrics that actually matter: time to first contact, time to submission, pass-through rate The result ❓ Recruiters spend time closing, not chasing. Candidates feel heard, not spammed. Leaders finally get predictable throughput, not vanity activity. Most agencies already have the data. Most have already “implemented AI.” The difference is whether that AI is: 👉 creating more work or 👉 creating better outcomes. That’s the gap Tenzo is built to close, get in touch to look at how our Agents can solve any of the above issues.

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In Bench Sales, the real competition isn’t other recruiters. It’s impatience. Everyone wants: • quick responses • immediate requirements • instant results But this industry doesn’t work that way. Most vendor partnerships are built slowly: • one good message • one helpful hotlist • one respectful follow-up • one honest conversation That’s how trust forms. Roles don’t open every day. People don’t reply every day. And that’s okay. Bench Sales is a long game. If you stay consistent, stay respectful, and show up professionally — the results always come. Keep going. Someone is noticing your efforts quietly.

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Quick Tip in Recruitment: Your InMail subject line might be the most under-optimized part of recruiter outreach. Most recruiters default to job-title subject lines like: ▪️ “Senior Data Engineer – Remote” ▪️ “IT Director Opportunity” ▪️ “High-Paying ICU Contract Role” The problem? High-demand candidates on LinkedIn receive a lot of messages every week. When every subject line looks the same, response rates flatten. There’s strong evidence that relevance at the subject line level materially changes engagement. Research suggests personalized subject lines can increase open rates by as much as 35% compared to non-personalized alternatives. HubSpot has reported similar findings in B2B outreach. Relevance and specificity consistently outperform generic messaging. And LinkedIn’s own Talent Blog has shown that personalized InMails generate meaningfully higher response rates than bulk templates. While email benchmarks don’t perfectly translate to InMail, the behavioral principle is the same. **People open messages that feel relevant to them.** So how do you stand out? Instead of leading with the job title, lead with context. 1. Focus on outcomes, not titles ▪️ “Scaling a fintech engineering team” ▪️ “Leading expansion into new markets” ▪️ “Make an impact serving vulnerable populations” 2. Reference something specific ▪️ “Question about your move into cloud security” ▪️ “Your ICU leadership background caught my eye” ▪️ “Impressed by your tenure at [Company]” 3. Keep it tight Most professionals are scanning LinkedIn on their phone. Short, clear subject lines tend to perform better. Key takeaway: When InMail performance drops, it’s easy to blame the market or the candidate pool. But sometimes the biggest gains come from small shifts in messaging. And the subject line is one of the easiest places to start!

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