Zack Lawrence

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.

15

16 Comments

💀 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.

28

If your comp plan takes 30 minutes to explain, it’s not a comp plan. It’s a math class. Top reps don't trust what they can't predict. If your rep can't explain their comp plan to a friend in under 30 seconds, it's too complex. And when people can't predict their income, they can't trust leadership. Clarity builds confidence. Confidence drives performance. Simple math = scalable results. #hiring #recruiterlife #recruiting #saassales #gsd #agsd #sales #startup #founder #ceo

7

2 Comments

Real Talk in Staffing: How Do We Stay Relevant in a Vendor-Neutral MSP World? When you're one of many suppliers under a vendor-neutral MSP, and all you see is a job title and a bullet-pointed requisition... how do you still show up meaningfully? 📌 You personalize where others standardize. 📌 You prioritize quality submittals over quantity. 📌 You invest in relationships with recruiters who get the rhythm of the client. 📌 You get strategic about which roles you chase—and why. The truth? In a saturated supplier environment, relevance is the new reputation. We can’t rely on relationships with hiring managers anymore. So we create relevance through consistency, through understanding the verticals, and through knowing how our candidates are uniquely aligned—not just submitted. 🤝 Even in a sea of sameness, there's always a way to stand out—by actually being better instead of just sounding better. #RealTalkInStaffing #StaffingIndustry #VendorNeutral #MSPstaffing #ContingentWorkforce #RecruitmentStrategy #SupplierPerspective #RelationshipDriven #QualityOverQuantity #LinkedInTalent

5

In Staffing, Consistency isn't just a habit—it’s a Profit Center ​We’ve talked about the "hustle" and the 12-week sales sprints. But what happens after the contract is signed? ​This is where most organizations trip up. They put all their energy into the hunt and forget about the harvest. After 20+ years in the US Light Industrial space, I’ve realized that the most successful partnerships aren't built on a "big launch"; they are built on the Compound Interest of Consistency. ​What "Compound Interest" looks like on the plant floor: 🔸​The 1% Gains: When you have a steady leadership hand and a clear 12-week plan, you stop making 180-degree pivots. Instead, you make 1% adjustments. Over a quarter, those 1% gains in attendance, safety, and throughput create a gap your competitors can't close. 🔸​The Reputation Ripple: A consistent sales process leads to a consistent delivery process. When your clients know exactly what to expect from you every Tuesday at 8:00 AM, you move from "Vendor" to "Strategic Partner." 🔸​The Talent Magnet: People want to work for a winner, but they stay for a system. A stable, chaotic-free environment is the best recruiting tool in a 2026 market. ​The Bottom Line: Chaos is expensive. Consistency is profitable. You can’t scale a "lucky break," but you can scale a disciplined process. ​I’m focusing my current 12-week cycle on building these "boring" but unbreakable systems. Because at the end of the day, the goal isn't just to grow—it's to stay grown. ​Are you building a "one-hit wonder," or are you building a system that pays interest every single month? ​#StaffingIndustry #OperationalExcellence #BusinessGrowth #Scalability #USManufacturing #LeadershipStrategy #Consistency #2026Business

2

Why MSP hiring feels harder right now Most MSP owners I talk to say the same thing: Finding good engineers isn't the hard part. Finding engineers who already understand the MSP environment is. The difference matters. MSP engineers need to be comfortable with: • Multiple clients • Fast context switching • Ticket volume • Client communication Someone coming from internal IT often struggles with that transition. That’s why most of the placements I make come from engineers already working in MSP environments. Curious — what’s been the hardest role for your MSP to hire lately?

15

10 Comments

𝗨𝗦 𝗛𝗲𝗮𝗹𝘁𝗵𝗰𝗮𝗿𝗲 𝗦𝘁𝗮𝗳𝗳𝗶𝗻𝗴: 𝗠𝗦𝗣 𝗥𝗲𝗮𝗹𝗶𝘁𝘆 𝗖𝗵𝗲𝗰𝗸 𝗳𝗼𝗿 𝗩𝗲𝗻𝗱𝗼𝗿𝘀 The MSP ecosystem in US healthcare is undergoing a 𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗮𝗹 𝘀𝗵𝗶𝗳𝘁. 👉 Quiet. Strategic. And irreversible. Yet many staffing vendors are still operating as if it’s business as usual. 👉 It’s not. 𝗛𝗲𝗿𝗲’𝘀 𝘄𝗵𝗮𝘁’𝘀 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗵𝗮𝗽𝗽𝗲𝗻𝗶𝗻𝗴 𝗼𝗻 𝘁𝗵𝗲 𝗴𝗿𝗼𝘂𝗻𝗱 👇 🔒 MSPs are tightening vendor panels, not expanding them 📊 Order distribution is increasingly tech and performance driven ⚖️ Vendor neutrality is being questioned, audited, and in some cases redesigned 📉 Margins are compressing while compliance and accountability expectations keep rising 𝗧𝗵𝗲 𝗺𝗼𝘀𝘁 𝗱𝗮𝗻𝗴𝗲𝗿𝗼𝘂𝘀 𝗮𝘀𝘀𝘂𝗺𝗽𝘁𝗶𝗼𝗻 𝘃𝗲𝗻𝗱𝗼𝗿𝘀 𝗮𝗿𝗲 𝗺𝗮𝗸𝗶𝗻𝗴 𝗿𝗶𝗴𝗵𝘁 𝗻𝗼𝘄? 👉 That higher volume will fix everything. It won’t. 🏥 Hospitals and MSPs are prioritizing partners who deliver 𝘀𝗽𝗲𝗲𝗱, 𝗱𝗮𝘁𝗮 𝘃𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆, 𝗰𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝗱𝗶𝘀𝗰𝗶𝗽𝗹𝗶𝗻𝗲, 𝗮𝗻𝗱 𝗼𝗽𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗺𝗮𝘁𝘂𝗿𝗶𝘁𝘆. Relationships still matter, but 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝗼𝗻 𝗻𝗼𝘄 𝗱𝗲𝗰𝗶𝗱𝗲𝘀 𝘄𝗵𝗼 𝘀𝘁𝗮𝘆𝘀 𝗿𝗲𝗹𝗲𝘃𝗮𝗻𝘁. ⚠️ If a staffing vendor is overly dependent on one MSP, one VMS, or one client, that is not stability. That is 𝗰𝗼𝗻𝗰𝗲𝗻𝘁𝗿𝗮𝘁𝗶𝗼𝗻 𝗿𝗶𝘀𝗸. This phase will separate: 👉 Operators from resume pushers 👉 Builders from brokers 👉 Scalable partners from replaceable suppliers 𝗪𝗵𝗮𝘁 𝗻𝗲𝗲𝗱𝘀 𝘁𝗼 𝗵𝗮𝗽𝗽𝗲𝗻 𝗻𝗼𝘄 ⬇️ 👉 Adapt fast 👉 Invest in systems 👉 Diversify MSP exposure Because the market is 𝗻𝗼𝘁 𝗰𝗿𝗮𝘀𝗵𝗶𝗻𝗴. It is 𝗰𝗼𝗻𝘀𝗼𝗹𝗶𝗱𝗮𝘁𝗶𝗻𝗴 𝗮𝗻𝗱 𝗺𝗮𝘁𝘂𝗿𝗶𝗻𝗴 🔄 And only 𝘀𝗲𝗿𝗶𝗼𝘂𝘀 𝗽𝗹𝗮𝘆𝗲𝗿𝘀 will survive this cycle. #HealthcareStaffing #MSP #VendorManagement #HealthcareRecruitment #StaffingIndustry #USHealthcare LinkedIn Vipul Singh

14

2 Comments

If you’ve ever worked inside a mature MSP program, you know this: It’s not about volume. It’s about discipline. I still see suppliers make the same mistake over and over—treating MSP programs like a numbers game. More submissions ≠ better results. In reality, the suppliers who consistently win do a few things differently: • They don’t submit until they truly understand the requirement • They qualify candidates like their reputation depends on it (because it does) • They move fast—but never sloppy • They build real relationships with program teams instead of hiding behind the VMS Here’s the truth most people don’t want to say out loud: The MSP model doesn’t create bad outcomes—poor execution does. The model works…if you know how to work the model. Curious—what’s been your biggest challenge working in MSP programs?

13

2 Comments

Monday Mantras at TALENT Software Services 🚨 Candidate Drop-Off in MSP Hiring? Here’s How to Fix It! 🚨 In high-volume MSP staffing, losing top candidates before placement is a costly problem. Here’s how to keep them engaged: ✅ Transparent Timelines – Candidates disengage when left in the dark. Set clear expectations on feedback & next steps. ✅ Strong Pre-Close Strategy – Don’t just ask if they’re interested—confirm salary expectations, notice period, and competing offers upfront. ✅ Ongoing Engagement – A quick check-in between submission and offer can prevent drop-offs and surprises. What’s your go-to strategy for reducing candidate fallout? Let’s share insights! #Staffing #MSP #TalentEngagement #RecruitingBestPractices #WorkforceSolutions

21

3 Comments

In MSP programs, where is AI actually overhyped right now? Resume screening? Vendor performance tracking? Compliance reporting? From what I’m seeing, tools promise speed — but in real programs, complexity doesn’t disappear. It shifts. Curious to hear from others in staffing/MSP: Where has AI created more friction than value so far?

3

One thing AI still struggles with in recruitment? MSP compliance and delivery discipline. AI can rank resumes. But it doesn’t understand VMS nuances, submission SLAs, compliance checks, or client-specific rules. That’s where experienced staffing partners matter — using AI for speed, and humans for accountability. AI accelerates hiring. Process protects it. #MSP #AIRecruitment #VMS #StaffingPartners

8

Most mid-market IT staffing firms are running the same broken playbook. No repeatable sales process. No pipeline visibility. Just hustle, hope, and a handful of top billers holding everything together. Here’s what that costs: → Inconsistent performance → Slower growth → Missed revenue hiding in plain sight And now AI is making that gap wider. The firms pulling ahead are not just using AI. They are using AI on top of a real revenue infrastructure. That combination helps them: → shorten sales cycles → identify better opportunities faster → create a compounding advantage over competitors still relying on instinct alone Firms still running on gut feel and reactive outbound are falling behind. The pattern is consistent. The ceiling usually is not talent. It is the revenue system underneath the team. When you build that system correctly, with repeatable process embedded into daily sales behavior, growth becomes more predictable, scalable, and durable. That is what ELEVATE was built to deliver. Fractional CRO support that installs the infrastructure first, then helps your team execute, without the $300K+ full-time cost. If you lead an IT or technical staffing firm between $10M–$75M and growth feels harder than it should, the bottleneck is likely your system, not your people. DM me PROCESS and I’ll send you a no-cost 15-minute revenue audit framework you can run on your business this week. #GrowthCulture #Leadership #ITStaffing #FractionalCRO #RevenueInfrastructure #SalesProcess #StaffingIndustry #AI

5

The biggest mistake MSPs make when scaling? No clear career path. Most techs don’t leave because of pay; they leave because there’s nowhere to grow. At VTS, we help MSPs build real career paths that attract and retain top-tier talent. 🎥 30-sec insight below 👇 #MSP #HiringStrategy #CareerGrowth #TechTalent #VerticalTalentSolutions #LeveledUpPodcast #TeamDevelopment

5

Bench Sales is not a numbers game — it’s a trust game. The recruiters who win long-term are the ones vendors never have to double-check. Here’s what vendors remember: ✔️ Clean, verified profiles ✔️ Real availability (not recycled hotlists) ✔️ Accurate location & visa clarity ✔️ Domain-matched submissions ✔️ Honest communication — even when you don’t have a match Here’s what vendors forget immediately: ✘ Random resumes ✘ Fake experience ✘ No alignment ✘ No follow-up ✘ Forced submissions Bench Sales becomes easy when your reputation does the talking. Quality builds trust. Trust builds pipelines. Pipelines build success.

8

22 Comments

A cyberattack doesn’t just test your IT team—it puts your entire organization under pressure 👥. Do you have a response plan that stops reinfection, brings teams together, and actually works when it counts? At Cohesity, we’ve put together 8️⃣ best practices to help you strengthen your #CyberResilience and stay ready for whatever comes next.

1

One of the biggest misses in recruiting…and sales in general…is focusing on doing more instead of doing it better. Increasing initial engagement from 5% to 10% doesn’t require twice the effort; it often just requires a shift in how you connect. Most outreach is ignored not just because of timing, but because it lacks purpose and relevance. Dialing or messaging just to hit a metric leads to box-checking and wasted time, not real conversations or meaningful results. When outcomes fall short, it’s rarely just a volume issue. It’s often an intention issue. KPIs ONLY WORK when used correctly by both leadership AND team members. Poorly managed metrics lead to activity without impact, and unfortunately…reps will often game the system to avoid tough conversations, both with leadership AND as crazy as it might sound…with potential clients/customers, sometimes even avoiding actual prospects while technically “doing their job.” It’s Maddening! If you truly want better engagement, start by Understanding your job/role, WANTING TO ENGAGE, dialing with purpose, messaging with intention, and learning to communicate in ways your audience actually welcomes. That simple shift can transform your outcomes whether measured in lives changed or profits earned.

1

1 Comment

🚨 𝗧𝗵𝗲 𝗺𝗼𝘀𝘁 𝗲𝘅𝗽𝗲𝗻𝘀𝗶𝘃𝗲 𝘄𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆… 𝗶𝘀𝗻’𝘁 𝗠𝗦𝗣 𝘃𝘀. 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝗹. 𝗜𝘁'𝘀 𝘁𝗵𝗲 𝗴𝗿𝗮𝘆-𝘇𝗼𝗻𝗲 '𝗜𝗻-𝗯𝗲𝘁𝘄𝗲𝗲𝗻' 🚨 Too many companies are stuck in workforce purgatory: ✅ Partial MSP coverage ✅ Rogue hiring manager behavior ✅ No clear owner ✅ Everyone 𝘵𝘩𝘪𝘯𝘬𝘴 it’s working But here’s the reality: 𝗛𝗮𝗹𝗳-𝗯𝘂𝗶𝗹𝘁 𝗽𝗿𝗼𝗴𝗿𝗮𝗺𝘀 𝗾𝘂𝗶𝗲𝘁𝗹𝘆 𝗯𝗹𝗲𝗲𝗱 𝗺𝗼𝗻𝗲𝘆, 𝗶𝗻𝗰𝗿𝗲𝗮𝘀𝗲 𝗰𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝗿𝗶𝘀𝗸, 𝗮𝗻𝗱 𝘀𝘁𝗮𝗹𝗹 𝗴𝗿𝗼𝘄𝘁𝗵. If that’s where your organization is right now — not broken, but definitely not optimized — then this week’s episode is for you. In this episode, I break down: • Why partial MSP models are often riskier than no MSP at all • How to tell if you’re in a “grey zone” program (and what to do about it) • What a 𝘸𝘦𝘭𝘭-𝘴𝘵𝘳𝘶𝘤𝘵𝘶𝘳𝘦𝘥 hybrid model actually looks like • How global compliance gaps hide inside fragmented systems • Why getting it right has nothing to do with buying more tech or suppliers 💡 Even if you’re not ready to change anything yet — you’ll leave with a framework to assess where you really stand. Catch the episode here 👉🏻  https://lnkd.in/gpuzBJiW

4

🧠 When choosing tech for your staffing firm, don’t just ask the usual questions. ❓ “What problem does this solve?” 🔌 "Does it integrate with XYZ system?" 🚀 "What does onboarding look like?" 🗂️ "Where is data stored?" 🤝 "What does support look like post go-live?" ...etc etc. All great questions ✅ But the one I love getting asked the most is: 🧠 "How do you guys decide what features to build next – can clients influence that?" Why do I love it? Because it tells me the prospect is thinking: “Will this partner evolve with us?” 💭 Too many staffing businesses get stuck with vendors who solve yesterday’s problems but can’t keep up with tomorrow’s pace. ⚡⛔ Here’s the reality: ✅ The market is shifting ✅ Candidate behavior is changing ✅ Client expectations are rising ✅ AI is rewriting the rulebook You need more than a one-and-done tool. You need a product partner who: 🔁 Ships updates fast 📣 Listens to feedback 🚀 Innovates 🤝 Aligns with your long-term goals At Tenzo AI, we’re building WITH our clients - not just for them. Staffing tech shouldn’t be static, and our roadmap is as dynamic as our Agents calls. If you haven't seen the Tenzo platform yet, let's chat! #AIinStaffing #FutureOfWork #VendorSelection #RecruitmentAutomation

15

4 Comments