Jenny Wan, CTR, CDR

Fragmented environments don’t have to mean fragmented defense. General Dynamics Information Technology’s latest blog dives into how we’re helping agencies consolidate toolsets, unify visibility, and protect the mission before it’s at risk.

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Operational bottlenecks rarely announce themselves. GDIT partners with agencies to deploy AI that unlocks smarter workflows, faster insights, and better resource decisions across government. https://lnkd.in/e9wNsq2J

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Thinking about contingent hiring in defense tech… One of the biggest challenges in our industry is balancing headcount needs with the uncertainty of contract awards. I’m curious how defense tech hiring managers approach this: Do you extend contingent offers (FTE or contract-to-hire) ahead of award so you can secure the right talent pipeline early? Or do you typically wait until the award is in hand, even if it means a longer ramp-up and potentially losing candidates to faster-moving competitors? Does contingent hiring actually help your budget forecasting and workforce planning, or create more noise than clarity? As an agency recruiter, my job is to make sure you’re not only seeing qualified candidates, but also that the timing makes sense for your growth. If contingent hiring could give your team a head start, or if it’s something you’d never do - I’d love to hear hiring managers perspective.

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🚀 Honeit + Dice.com are elevating Talent Delivery By consolidating Source, Schedule, Screen, and Share into a single recruiting workflow, Honeit replaces fragmented point solutions with one system teams can actually rely on. Here’s what that enables 👇 ⚡ Double recruiter capacity without adding headcount 📈 Drive measurable ROI back to the business 🎯 Improve candidate fit through real, shareable interview evidence 🤝 Improve the hiring manager experience with faster alignment 💬 Deliver a better experience built on real conversations And it all starts with #Source. This is why we’re excited to partner with Dice.com, the most recognized name in tech talent sourcing, as the first “S” in Talent Delivery. Free trials available. #TalentDelivery #RecruitingInnovation #HRTech #FutureOfHiring

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Federal software approvals don’t have to take 18 months. Partnering with Second Front, #BoozAllen is helping cut timelines to 90 days or less by automating nearly 80% of the certification process and reducing manual effort at scale. See how: https://lnkd.in/etDaMgz6

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Last month, Brandon Jeffs hit the floor at HR Tech in Las Vegas to ask recruiting leaders how their process has evolved. Hear what metrics TA teams value in 2025, how they balance speed vs quality, and how Gem has helped cut the requisition process in half.

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The Broken Vendor Workflow Most Firms Don’t See The Hidden Bottleneck in Staffing Isn’t Recruiters. It’s Vendor Workflow. Every staffing firm eventually hits the same ceiling: It’s not lack of demand. It’s not lack of talent. It’s not “we need more recruiters.” It’s the fact that your vendor workflow is still running on email, spreadsheets, and hope. Here’s the truth we see every week: ● 200+ open reqs in the ATS… but <30 are actually in front of vendors. ● Vendors working blind because no one owns the broadcast follow-up→ →feedback loop. ● High-volume programs where leaders can’t answer: “Which vendors made us money last quarter?” When this part of the business breaks, everything downstream becomes unpredictable: ● inconsistent fill rates ● margin erosion ● dropped submissions ● last-minute rescues ● clients feeling friction they don’t speak aloud This is why vendor orchestration matters. Not as a “nice to have,” but as the operating system beneath growth. If your vendors aren’t structured, your delivery won’t be either. Curious where your own bottlenecks are forming? Drop “Vendor Audit” in the comments and we’ll analyze your last 50 submittals and show you the real pattern.

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In today’s competitive hiring landscape, slow background checks create costly bottlenecks—delaying decisions, frustrating top candidates, and draining HR resources. PCG’s approach proves that speed and accuracy can coexist, delivering most screenings within 24 hours without compromising compliance. This rapid turnaround keeps candidates engaged and accelerates hiring, enabling teams to fill critical roles faster and focus on strategic priorities. For talent acquisition leaders, the takeaway is clear: optimizing screening speed is not just operational efficiency—it’s a strategic imperative to secure the best talent in time. How is your organization balancing speed with accuracy in background screening? #TalentAcquisition #HRStrategy #BackgroundChecks #HiringEfficiency #WorkforceExcellence

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Track these to crush latency: time-to-approval, access lead time, handoff cycle time, meeting hours per deliverable: https://lnkd.in/dwwrrQpm SHRM Foundation SHRM HR magazine HR Works #MetricsThatMatter #HRAnalytics #Productivity #Innovation #Management #SocialMedia #TeamWork #Business

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📊 What Metrics and Insights Can Data-Driven Recruiting Tools Provide? Hiring today is no longer about gut feeling alone - it’s about clarity, speed, and smarter decisions. Data-driven recruiting tools help organisations track what truly matters, from candidate drop-offs and time-to-hire to quality of hire and source effectiveness. By turning recruitment data into actionable insights, companies can remove bottlenecks, improve candidate experience, and build stronger, future-ready teams. When hiring is powered by the right metrics, outcomes improve - for both employers and candidates. 🔗 Read more: https://lnkd.in/gcsBTYmB #DataDrivenHiring #Recruitment #HRTech #PeopleAnalytics  #TalentAcquisition #HiringInsights #HiringStrategy #AmazingWorkplaces #LetsCreateAmazingWorkplaces #9PillarFramework #9PillarFrameworkofAmazingWorkplaces #workplace #surveyandcertification #certification #employeesurvey #pulsesurvey #employerbrand #employerbranding #culture #leadership #awards #HR #HumanResource #HumanResources #employeesatisfaction #DiverityEquityInclusion #Diversity #Inclusion #BestPractices #Learninganddevelopment #employeegrowth

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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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AI isn’t just a buzzword. It’s becoming a powerful tool for recruiting teams to make smarter, faster, and more strategic decisions. Talroo’s latest blog post explores how AI can take your recruiting data and metrics and turn them into actionable insights. From improving time-to-hire to identifying the most effective sourcing channels, AI is helping talent acquisition teams optimize every part of the funnel. If you’re ready to stop guessing and start analyzing, this is a must-read: https://lnkd.in/e2uJb7JR

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Fractional RPO vs In-House TA: What Smart Federal Contractors Are Choosing If you’re running between $10M and $30M as a federal contracting firm, you’re probably juggling BD, capture, delivery, compliance, and staffing cleared roles all at once. But here’s the truth: you probably can’t (and shouldn’t) build a full-time talent acquisition team just yet. Not because you don’t need great talent, but because you need cost control, speed, and flexibility more than you need headcount. Enter Fractional RPO. It’s the smarter way for growing federal contractors to bring in recruiting firepower without the overhead of a salaried TA team. With Fractional RPO, you get: ✅ Dedicated recruiters with cleared and federal hiring experience ✅ Surge support for contract wins and proposal efforts ✅ A flat monthly cost (no surprise invoices) ✅ No long-term commitments or fixed overhead Let’s be honest... most cleared candidates aren’t scrolling job boards. They don’t apply inbound. You need someone who knows how to hunt passive talent, who understands clearance levels, billability, and the urgency of federal contract delivery. An in-house team might make sense at $50M+, but if you’re still sub-50 and scaling? ❗ The salaries, tech stack, and ramp time for an internal TA team can crush your margins. ❗ You’ll lose valuable months recruiting recruiters. ❗ And if the contract doesn’t land? You’re left holding the bag. Fractional RPO gives you embedded, senior recruiters who plug into your system, speak your language, and focus on cleared and uncleared talent across delivery and proposal work without the long-term cost. You get the results of a full-stack recruiting team with none of the fixed expense. In federal contracting, we know that timing is everything. Hiring shouldn’t be the bottleneck. I’d love to show you how to speed up your hiring process to meet tight RFP and Task Order response deadlines while building a year-round pipeline of pre-vetted candidates you already know you’ll need. #FederalContracting #GovernmentContracting #FractionalRPO #8a #MBE #SBA #SDVOSB #HubZone #WOSB #ClearedTalent #ProposalStaffing #RecruitingStrategy #FederalHiring #TalentAcquisition #ContractDelivery #SurgeStaffing #HiringTips #KBOtek

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High-volume hiring. Distributed teams. Limited recruiter bandwidth. Yet candidates expect instant responses and seamless experiences. Recruiters are buried in 𝗽𝗿𝗼𝗳𝗶𝗹𝗲 𝘀𝗰𝗿𝗲𝗲𝗻𝗶𝗻𝗴, 𝗳𝗼𝗹𝗹𝗼𝘄-𝘂𝗽𝘀, and coordination, slowing down 𝘁𝗶𝗺𝗲-𝘁𝗼-𝗵𝗶𝗿𝗲 and impacting candidate engagement. An AI-powered recruiting suite built to automate and elevate your top-of-funnel hiring, without compromising the human touch. ✔ 24/7 AI candidate engagement ✔ Human-like AI voice screening ✔ Automated pre-qualification ✔ Seamless, scalable candidate experience Let AI handle the initial conversations, so your recruiters can focus on hiring the right talent. If you're looking to reduce time-to-screen and improve recruiter efficiency, let’s 𝘀𝗰𝗵𝗲𝗱𝘂𝗹𝗲 𝗮 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘇𝗲𝗱 𝗱𝗲𝗺𝗼. https://lnkd.in/gphKgpQK #GliderAI #Engage #EnterpriseHiring #RecruitmentAutomation #FutureOfWork

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Contingent Staffing RFPs are wild (and getting wilder!) I posted a couple weeks back about “innovation signaling without innovation delivery” Since then, a super-progressive financial institution (can't say who, but they have global name recognition) asked me to get together a response for an RFP they’re releasing. It looks nothing like a staffing RFP, and looks A LOT more like a platform/product RFP…..nearly 200 questions, 90% being deeply technical. Unfortunately..... The structure of the RFP failed to communicate the actual problems this organization was hoping to solve for. They knew they didn’t want a typical “staffing” RFP response, but the “product” nature of the RFP was insufficient in communicating the full set of business needs. There’s a gap here, and innovation mismatch in the industry. 100% For a number of reasons, this is just where the industry is at. So if you're writing or responding to staffing and recruitment RFPs and you're not actively contemplating these kinds of mismatches, you're probably reinforcing the very barriers you're hoping to overcome. So don't fall into that trap. Connect for advice, and approach the problems you're trying to solve with an open mind.

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