Tyler Olkewicz

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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We had the privilege of listening to Dave Larrimore, former CTO of Homeland Security, for a keynote at Tech in Gov, where he shared his insights on IT modernisation in government. His four guiding principles sparked great conversations on how Departments in Australia can drive meaningful change in public sector technology: ✅ Take an incremental approach ✅ Ensure government owns the integration and accountability ✅ Adopt modern software development practices ✅ Leverage enterprise and shared services across government

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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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Inside mature MSP programs, growth isn’t driven by activity. It’s driven by alignment and predictability. Over time, suppliers separate into two categories: Transactional Supplier • High submittal activity • Req-driven execution • Reactive escalation • Inconsistent performance patterns Strategic MSP Partner • Calibrated, high-conversion submissions • Aligned to workforce plan & program goals • Conversion-metric focused (interview ratio, quality index) • Proactive risk identification • Predictable performance & delivery discipline The difference isn’t effort. It’s operating discipline. 🤔What characteristics matter most in your program reviews right now? #MSP #WorkforceStrategy #SupplierPerformance #EnterpriseHiring

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The MSP W2 Supplier Mindset — What the Delivery Team Really Thinks Every Day 1️⃣ Recruiter — “Speed, Accuracy, Zero Errors.” • Am I fast enough to hit first-submission? • Is the resume clean, compliant, and submission-ready? • Will my candidate hold till onboarding? • Is my pipeline strong for tomorrow’s demand? Mental Loop: Speed-to-submit. Quality. Candidate control. 2️⃣ Recruiting Manager — “Coverage, Conversion, Consistency.” • Do we have enough qualified profiles hitting the queue today? • Why is the coverage-to-submission ratio fluctuating? • Are recruiters following standards? • Is productivity predictable or dependent on individuals? Mental Loop: Volume. Ratios. Daily predictability. 3️⃣ Account Manager — “Experience, Compliance, Stability.” • Is the MSP team satisfied with our responsiveness? • Are we ahead on compliance, or will something escalate? • Are consultants receiving a consistent experience? • Is program trust improving or slipping? Mental Loop: CX. Compliance. Relationship stability. 4️⃣ Delivery Head — “Revenue, Efficiency, Margin.” • Is GM per recruiter-hour trending up or down? • Are we converting pipeline into real revenue? • Is productivity aligned to cost? • Where are we losing time, margin, or momentum? Mental Loop: Profit. Efficiency. Scalability. The Pattern Across All Roles Different responsibilities — same underlying demand: Predictability. Stability. Zero surprises. Because in the MSP W2 model: One delay, one compliance miss, one drop-off… and the scorecard shifts instantly. #MSP #StaffingIndustry #W2 #Recruitment #RecruitingManager #AccountManager #DeliveryExcellence #CX #Compliance #TalentAcquisition #USStaffing #ContingentWorkforce #RecruitmentDelivery #BusinessOperations #ScorecardManagement

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Offshoring application engineering is a strategic leadership decision that requires careful evaluation. In this guide, our Kforce Consulting Solutions app engineering experts share how technology leaders assess readiness, risk and timing before transitioning work offshore: https://kfrc.co/3M3x0rN   #AppEngineering #Offshore #AppMaintenance #AppDevelopment #Kforce

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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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Agentic AI isn’t just about automation—it’s about autonomy. These systems can interpret context, make decisions, and act independently, unlocking new levels of operational agility. But here’s the insight: their real power lies in how they integrate with enterprise data ecosystems to drive continuous, adaptive action. Read more in our latest Version Next Now https://lnkd.in/gtHzx7wi

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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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Enterprise staffing leaders: “cheap fills” are expensive. ‼️ Bad hires cost up to 30% of first-year earnings. ‼️ Skills-based hires are 2x more likely to stay. Real example: IBM removed degree requirements for nearly half of its U.S. roles and shifted to skills-based hiring — expanding access to talent, improving retention, and aligning hiring to real business needs. But here’s the catch - You can’t run a skills-based enterprise model with transactional partners. Too many programs still rely on partners optimized for: ❌ Speed and bill rate ❌ Req volume, not workforce outcomes Leading enterprises are doing the opposite: ✅ Choosing partners who can validate skills (including non-degree talent) ✅ Enabling internal mobility and skills marketplaces ✅ Supporting upskilling and long-term workforce strategy If your partners can only help you fill roles, they won’t help you build a workforce. #EnterpriseStaffing #SkillsBasedHiring #WorkforceStrategy

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Kforce’s managed service model transformed compliance engineering for a global tech leader. Through automation, workflow optimization and a hybrid onshore/offshore model, we helped the client achieve 24/7 coverage and consistent audit readiness. Discover how this approach produced $700,000 in annual savings and 100% compliance: https://kfrc.co/43Papp2 

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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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If tech modernization is a priority for your organization, this is a must-read. Protiviti’s proprietary Code Bender™ is a powerful innovation built to automate and accelerate the development lifecycle from coding and testing to deployment. Clients are seeing over 50% time savings and improved accuracy. That’s real impact. Love seeing how Protiviti continues to challenge the status quo and drive meaningful innovation in the tech space. https://bit.ly/4jUHdSz

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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

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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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🚀 The Talent Landscape in 2025: What We're Seeing at Kforce As we move deeper into 2025, one thing is clear: the hiring landscape is evolving faster than ever. At Kforce, we’re not just keeping up—we’re helping to shape the future of work. 🔍 Here are a few trends we’re seeing firsthand: 1. Hybrid work is here to stay—but it’s no longer just about location. Flexibility in how people work is now a top priority for candidates  2. Personalized recruitment is gaining traction. Tailoring the hiring experience to different generations and career stages is proving to be a game-changer.  3. AI and analytics are transforming how we match talent with opportunity—faster, smarter, and more strategically than ever before. At Kforce, we’re proud to partner with organizations navigating these shifts, helping them build agile, future-ready teams. 💬 Curious how these trends are impacting your industry or team? Let’s connect—I’d love to hear your perspective. #Kforce #HiringTrends #FutureOfWork #Recruitment #TalentStrategy #Workforce2025 #StaffingSolutions

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Offshoring application engineering is a strategic leadership decision that requires careful evaluation. In this guide, our Kforce Consulting Solutions app engineering experts share how technology leaders assess readiness, risk and timing before transitioning work offshore: https://kfrc.co/3M3x0rN 

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