Rob Ragsdale

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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🚨 Workforce Reality: Not All Contingent Labor Suppliers Are Built to Scale. Here’s How to Recognize It. 🚨 Most staffing suppliers today can perform when volume is low and timelines are forgiving. The difference shows up when a programs requisitions surge, and expectations tighten. Especially in high volume and high compliance risk MSP and Internally Managed CW Programs. Suppliers built to scale within those programs rely on proven systems, not heroics or “testing” the waters. They have repeatable and easy onboarding, consistent compliance processes, documented safety and training workflows. They plan for retention and redeployment rather than constant replacement. Performance improves as volume increases instead of resetting every quarter. Suppliers that struggle at scale often look strong early. Speed masks fragility. A small group of recruiters carries most of the workload. Documentation lags behind activity. Quality dips as urgency rises. Compliance measures are missed and risk accumulates quietly between handoffs. The gap becomes visible during program compliance audits, safety reviews, site expansions, or sudden demand spikes. One group absorbs pressure and stabilizes the program. The other introduces friction that shows up as delays, rework, or compliance failure exposure. Scale is not proven during pilot phases. It is revealed when growth tests the structure behind the service. #ContingentWorkforce #WorkforceStrategy #SupplierManagement #ProgramGovernance #OperationalExcellence #RiskManagement #FutureOfWork

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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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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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Ardent Partners just released their 2025 VMS Technology Advisor. The first capability they evaluate? "Requisition lifecycle management." That tells you what the category still believes. The entire category still assumes work begins with a requisition and an approval chain. That was true when humans controlled pace. 𝗔𝗜 𝗱𝗼𝗲𝘀𝗻'𝘁 𝘄𝗮𝗶𝘁 𝗳𝗼𝗿 𝗮𝗽𝗽𝗿𝗼𝘃𝗮𝗹 𝗰𝗵𝗮𝗶𝗻𝘀. The report celebrates "AI innovation" across these platforms. Look at how it's applied. Every AI capability described is augmentation of legacy processes: - Smarter requisitions - Predictive analytics on historical data - Scenario modeling based on past patterns 𝗔𝘂𝗴𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝗶𝘀𝗻'𝘁 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻. 𝗜𝘁'𝘀 𝗼𝗽𝘁𝗶𝗺𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝗼𝗳 𝘁𝗵𝗲 𝘄𝗿𝗼𝗻𝗴 𝗼𝗯𝗷𝗲𝗰𝘁𝗶𝘃𝗲 𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻. "Future of Work readiness" is evaluated as mobile access and better management systems. Not reimagined operating models. Not execution velocity. "Total talent management" is framed as a unification problem. How do we consolidate contingent and full-time data? 𝗧𝗵𝗲 𝗿𝗲𝗮𝗹 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝗶𝘀 𝘀𝗽𝗲𝗲𝗱. Unification without acceleration is just better administration. The report never measures time-to-outcome. It measures governance depth, compliance controls, configuration flexibility. 𝗘𝘃𝗲𝗿𝘆 𝗺𝗲𝘁𝗿𝗶𝗰 𝗿𝗲𝘄𝗮𝗿𝗱𝘀 𝗰𝗼𝗻𝘁𝗿𝗼𝗹. 𝗡𝗼𝗻𝗲 𝗿𝗲𝘄𝗮𝗿𝗱 𝘃𝗲𝗹𝗼𝗰𝗶𝘁𝘆. That tradeoff made sense when execution drag was unavoidable. AI makes it optional. Scenario modeling built on historical data assumes linear change. The market isn't changing linearly. 𝗧𝗵𝗲 𝘃𝗲𝗻𝗱𝗼𝗿𝘀 𝗮𝗿𝗲𝗻'𝘁 𝘄𝗿𝗼𝗻𝗴. 𝗧𝗵𝗲 𝗰𝗮𝘁𝗲𝗴𝗼𝗿𝘆 𝗱𝗲𝗳𝗶𝗻𝗶𝘁𝗶𝗼𝗻 𝗶𝘀. When your technology assumes requisitions precede work, you're already late.

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Stop buying features. Start buying adoption. Most contingent workforce programs are built on a house of cards: Great strategy, expensive tech, but zero user engagement. After years in the trenches of MSP-enabled programs, direct sourcing initiatives and numerous HR Tech products, I’ve noticed a pattern: Compliance and control only improve when design improves. If your hiring managers, suppliers, and talent are fighting the system, you don't have a program. You have a barrier. Starting today, I’m launching a series on the Human Side of Workforce Technology. We’re going to look at: - What hiring managers actually do when they’re under pressure. - Why "more features" often lead to less ROI. - How the Contingent Talent Experience is your biggest brand risk. No fluff. Just the reality of how services and workflow outperform platforms alone. If you’re responsible for HR tech decisions or workforce strategy, follow along. The goal is simple: Make your program easier to sell, easier to deliver, and easier to scale. What’s the biggest "workaround" you see in your current tech stack? Let's discuss. #WorkforceStrategy #VMS #MSP #OperationalExcellence #Leadership

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Cleared and ready—but is the market? 🔍 Here's what every cleared IT professional needs to know about today's hiring landscape. 🔐 Cleared IT Professionals: Market Insights – August 2025 The cleared IT job market is shifting, with distinct trends across federal and commercial sectors. 📉 Unemployment Snapshot: Federal sector: Unemployment rose to 5.7% earlier this year due to budget constraints and contract delays. Commercial sector: Holding steady at 3.7%, with strong demand in AI, cloud, and cybersecurity. 🏛️ Federal vs. Commercial: Federal: Hiring is cautious, with emphasis on mission-critical roles and security-cleared cloud architects. Commercial: Defense contractors and private firms are actively recruiting cleared talent for hybrid and remote roles. 💡 Advice for Cleared Job Seekers: Broaden your search: Don’t limit yourself to federal contracts—commercial firms value your clearance. Highlight mission impact: Showcase how your work supported national security or operational resilience. Stay certified: Keep your security and tech credentials current—especially in cloud and zero-trust frameworks. Your clearance is a strategic asset! Leverage it across sectors and stay ready for the next mission. #TEKsystems #Clearances #Technologyservices #departmentoflabor #marketinsights #Cyber #AI #hiring https://lnkd.in/gA4sR_W7

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If you want to manage contingent workforce programs, remember: 1. Every contractor decision can impact your bottom line 2. You hire for business needs, not personal preferences 3. You build cost savings with every strategic placement 4. Not every stakeholder will agree with your approach 5. Someone in your organization needs flexible talent today 6. Most companies have less program maturity than you think 7. Make sure your strategy reflects your company values 8. Make sure you treat contingent workers with respect 9. The biggest thing you can do is optimize spend 10. The biggest procurement leaders started with basic programs The rise of contingent workforce in hybrid models is real. Companies are filling skill gaps faster than ever. They use freelancers and contractors without long-term commitments. This shift happened after recent economic changes. Organizations need flexibility more than stability. Your procurement team faces new challenges daily. Managing remote contractors requires different skills. Compliance becomes more complex across locations. But here's what smart leaders know. Contingent programs save money when done right. They provide access to specialized skills quickly. They reduce overhead costs significantly. The key is having proper systems in place. You need vendor management platforms. You need clear compliance processes. You need performance tracking methods. Most organizations struggle with program basics. They lack centralized oversight. They have inconsistent contractor onboarding. They miss cost optimization opportunities. Your role as a decision maker matters. You can transform how your company uses contingent talent. You can create competitive advantages through better workforce planning. Start with small improvements. Standardize your contractor processes. Implement better tracking systems. Focus on compliance requirements first. The companies winning today treat contingent workforce as strategic assets. They invest in proper management tools. They train their teams on best practices. Your next hire could be the difference maker. Make it count through smart contingent workforce management. Check out the link in the comments for access to free resources that will help 👇🏻 #BeTheChangeYouWantToSee #ContingentWorkforce #FutureOfWork #GigEconomy #ModernWorkplace #ContingentCompass

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Great session from Patricia Maroto Gómez and an important reminder about posting content that aligns with themes you genuinely believe in (not just Crystal Palace). The Region is driving demand for RPO/embedded solutions, but most approach with a misconception. They view embedded/RPO as simply placing a recruiter on-site at internal talent acquisition costs. This is the knowledge gap we’re addressing. When you embed Halian, you’re not hiring a recruiter but accessing Halian as a Service. Our entire recruitment ecosystem backs your dedicated client partner: global sourcing networks, AI-enabled tools, proprietary candidate databases, and proven methodologies refined across thousands of placements worldwide. The fundamental difference is between infrastructure and the individual. You’re not paying for a person. You’re investing in proven recruitment infrastructure that delivers faster fills, higher quality candidates, and scalable capacity without the overhead of building these capabilities internally. Halian as a Service (HaaS) 😜

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Most companies believe more staffing vendors equal better results. In reality, multiple vendors create chaos. Your inbox floods with duplicate and unqualified resumes. Candidates look perfect on paper, but can't answer basic interview questions. Vendors chase easy placements while your critical roles stay open, and hours that should go toward business priorities get consumed managing vendors. When vendors compete with each other, their priorities come before yours. They submit candidates based on availability, not long term company alignment. The best hiring outcomes come from partnering with one vendor who aligns with your business goals, brings proven expertise, and operates with integrity. When companies partner with the right staffing vendor: > Hard to fill roles are filled through strategic role calibration and targeted sourcing strategies > Hiring managers stop wasting time interviewing unqualified candidates > Streamlined processes reduce time to fill while offer acceptance rates increase > Employee retention rates improve because hiring prioritizes both role and culture alignment What if the problem isn't that you need more vendors, but rather THE RIGHT vendor?

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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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🚀 Tech Staffing Pulse: October 2025 The tech job market continues to shift—driven by AI, evolving hiring strategies, and a demand for specialized skills. Whether you're a CIO, IT hiring manager, HR leader, or tech professional, here’s what you need to know right now: 📊 Market Snapshot New Jobs Added: 57,000 private-sector jobs added in October (ADP) Unemployment Rate (Overall): 4.3% (Chicago Fed) Tech-Specific Unemployment Rate: 2.3% (U.S. Bureau of Labor Statistics) IT Staffing Market Size: $123.3B in 2025, projected 3.66% CAGR through 2030 🔥 Hottest Tech Roles Based on job posting data from CompTIA and Dice: AI/ML Engineers Cybersecurity Specialists Cloud Architects DevOps Engineers Data Analysts & Scientists These roles are driving innovation, security, and scalability across industries. 🤖 AI’s Workforce Impact 77,000+ tech jobs eliminated in 2025 due to automation and restructuring 80% of hiring managers now prioritize AI-related skills AI tools are streamlining sourcing, screening, and onboarding 💼 For Employers: How to Win Top Talent Offer remote/hybrid flexibility Focus on skills, not just degrees Invest in employer branding Streamline hiring decisions Use AI to enhance recruiting Partner with an experienced staffing professional to fast-track access to pre-vetted talent and reduce hiring friction Consider contract-to-hire options to expedite onboarding and “try before you buy” Provide continuous learning opportunities 🧠 For Job Seekers: How to Stand Out Upskill in AI, cloud, and cybersecurity Get certified—top 5 hottest certifications in 2025: AWS Certified Solutions Architect – Associate CISSP (Certified Information Systems Security Professional) Google Cloud Professional Data Engineer Microsoft Certified: Azure AI Engineer Associate CompTIA Security+ Build a strong LinkedIn presence Tailor your resume to show impact Network—referrals still rule The tech talent landscape is competitive—but full of opportunity. Companies that adapt quickly and invest in people will thrive. Candidates who stay sharp and strategic will rise. 💬 What trends are you seeing in tech hiring? Drop your thoughts below or reach out directly. 📌 Need help with tech hiring or resource planning? Contact Search Partner Group to connect with an experienced staffing professional today. #TechJobs #HiringTrends #AI #TalentAcquisition #CIO #HR #ITCareers #TechStaffing #LinkedInTalent #JobSearch #FutureOfWork #SPG #SearchPartnerGroup www.searchpartnergroup.com

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Strengthening our local business ecosystem, one partnership at a time! Rose Schlueter highlights the importance of partnering with local small businesses, like Networking For Future (NFF), to drive real results in AI and cybersecurity initiatives. With their agility, specialized expertise, and deep understanding of the DC landscape, local small businesses are poised to lead innovation and deliver impactful solutions. Check out her article to learn more about the benefits of local partnerships and how they're shaping the future of government modernization. #SmallBusinessBigImpact #DigitalTransformation #GovernmentModernization #TechPartnerships #InnovationThroughCollaboration

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Great insight from Staffing Industry Analysts. With so many organizations preparing to go through RFP processes for workforce solutions, having the right foundation behind hiring is critical right now. At The Liberty Group we see this regularly. Bringing talent in quickly works best when the staffing strategy, compliance processes, and screening infrastructure are all aligned from day 1. When these pieces work together, employers can move faster while still protecting their organization and maintaining consistent hiring standards. #peoplepropertypossibility #MultifamilyStaffing #PropertyManagement #TheLibertyGroup

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If your TA team isn’t built for speed, alignment, and execution — you don’t have a recruiting function. You have a bottleneck. In the cleared space, timelines don’t flex. Missions don’t wait. And hiring delays? They’re not just frustrating — they’re expensive, risky, and reputation-damaging. The best TA teams operate like operators: - Clear on the end state - Aligned with mission objectives - Focused on execution, not ego You can’t afford “reactive recruiting” anymore. Not in this market. Not in this industry. Your recruiters aren’t just filling seats. They’re enabling contract success. Jackson AyersChase ValentineJustin W. Miller Metronome #ClearedRecruiting #TalentAcquisition #GovCon #MissionReadiness #StrategicTA #RecruitingLeadership #TAExecution #GetItDone

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Strong contingent workforce programs depend on seamless integration. Beeline’s white paper shows how companies can boost productivity and reduce risk with real-time data flows. DOWNLOAD THE WHITE PAPER ⬇️

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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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