Lauren Quinn

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.

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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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HIRING If this role resonates, take initiative. Connect with the people involved, communicate your expertise and impact, and share why your background and experience are the solution to what they need. Give yourself the chance to be seen, start a conversation.

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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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⏱️ Hourly hiring isn’t what it used to be From wage pressures to labor shortages, the rules of hourly hiring have changed. And if your approach hasn’t evolved, you’re likely feeling the impact — slower fills, higher turnover, and frustrated teams. Advanced RPO's Hourly Hiring Playbook helps companies navigate this new reality, with practical insights on: - What today’s hourly workers expect - How to improve candidate flow without increasing spend  - Where to focus your time for the biggest impact Get the playbook: https://lnkd.in/ebpzyDKw #HourlyHiring #TalentAcquisition #RecruitmentStrategy #AdvancedRPO

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🧭 STL Hiring Cheat Sheet: Direct Hire vs. Temp-to-Hire vs. Temp ~Choose DIRECT HIRE when… 📐 Scope is stable and well-defined 🗓️ You can run 2–3 interviews in ~10 business days 🧭 You need long-term ownership (not just coverage) 💰 FTE budget/headcount is approved now 🌡️ Candidate market is warm (you can land finalists in 3–4 weeks) Why DIRECT HIRE works-- 🧩 Ownership & continuity — one accountable owner for outcomes 🎯 Engagement & retention — full-benefit FTEs tend to stay and grow 🌱 Capability building — better for mentoring and long-term improvements 💵 Lifetime cost — for 12+ months of need, DH often beats rolling contract ~Choose TEMP-TO-HIRE when… ⚡ Work can’t wait (backfill, OE season, close/audit, rollout) 👀 You want to see the work first (skills, pace, culture fit) 🧩 Role/spec is still evolving ⏳ Headcount is tight now but expected to open soon 🔄 Résumés skew contract-heavy and you want a clean conversion path Why TTH works-- 👀 Proof first — evaluate on the job before committing 🕒 Speed + conversion — start in days; set a decision target (e.g., weeks 10–12) 🧮 Budget agility — cover as OpEx now; convert when FTE opens 🤝 Mutual fit — candidate and team both de-risk the decision ~Choose TEMP (contract) when… 🧑‍⚕️ Coverage is needed for PTO/leave, seasonal surge, or a fixed project 🛠️ Deliverables are defined (ERP/NetSuite, BI/reporting build, audit, open enrollment) 🧮 You have OpEx dollars but no FTE headcount (freeze/timing gap) 🧪 You want to test a role/workload before creating a permanent seat 🎯 You need short-burst specialist skills (recons clean-up, SEC support, data hygiene) Why TEMP works-- 🚀 Speed — onboard in days 🧰 Flex — scale hours and length as needs change 🛡️ Risk offload — agency is employer of record (payroll, ACA, I-9, workers’ comp) 💵 Cost clarity — pay for productive hours only Guardrails (for any path) 🎯 Set clear 30/60/90-day outcomes 📅 Define a decision date (e.g., convert by week 10 for TTH) 💵 Align comp band + bonus targets up front 🤝 Name a day-to-day mentor/POC so ramp = real Our lanes (Direct Hire • Temp • Temp-to-Hire): Accounting & Finance • HR/People • Admin & Operations • Customer Service • IT • Sales • Procurement/Supply Chain We’re STL-local and happy to help! #STL #StLouis #hiring #recruiting #staffing #HR #AandF #operations #IT #supplychain #sales

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Your TA team feels invisible during hiring freezes But your impact doesn't need to pause when requisitions do Here's how to prove your value when no one's hiring When hiring slows down, talent acquisition teams often find themselves suddenly viewed as cost centers instead of value drivers. Many TA professionals go from heroes during hypergrowth to practically invisible during hiring freezes. But here's the thing about great TA professionals: Their impact doesn't have to stop just because requisitions do. The most strategic TA leaders I know are using these quiet periods to demonstrate value in ways executives rarely consider: ✅ Building internal mobility programs that reduce future hiring costs ✅ Creating detailed skill maps of current talent to identify hidden capabilities ✅ Developing proactive talent pipelines for critical roles before they're needed ✅ Strengthening employer brand when competitors have gone quiet ✅ Exploring flexible partnerships to maintain talent momentum without fixed costs These activities don't just fill the time - they create measurable business impact. Internal mobility programs can dramatically decrease recruitment costs during hiring slowdowns. Talent mapping exercises can significantly reduce time-to-hire when growth eventually resumes. The question isn't whether your TA team adds value during slow periods. It's whether you're measuring the right things to prove it. What metrics are you tracking to demonstrate your team's contribution when hiring slows?

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As President of California Staffing and Recruiting Professionals Association, I’ve had countless conversations with leaders across the California staffing & recruiting industry and one thing is clear: This market is not getting easier. It’s getting sharper. Let’s look at what we’re navigating right here in California: * California had 588,000 open jobs as of late 2025 but demand is inconsistent and shifting fast * The state took 64 months just to recover jobs post-pandemic slower than most of the country * Talent is leaving California has seen a net loss of professionals to other states due to cost pressures And on the ground, we all feel it: 👉 Fewer qualified candidates despite open roles 👉 Clients more cautious, budgets tighter 👉 Longer hiring cycles and more competition per req 👉 Burnout across sales + recruiting teams This is the California reality. And it’s exactly why investing in ourselves and our people is no longer optional. If we want to: ✔️ Grow revenue in a tightening market ✔️ Win new business when clients are more selective ✔️ Help our recruiters stand out in a crowded field ✔️ Build teams that can actually sustain performance We have to get better. Period. That’s why California Staffing and Recruiting Professionals Association exists. June 3–5 | Rancho Mirage, CA This is not just another event. It’s where California staffing leaders come together to: * Share what’s actually working in this market * Level up sales and recruiting performance * Build real relationships that turn into real growth * And invest in the one thing that drives everything our people If you’ve been before… you already know. You know the conversations. The energy. The community. If you haven’t 👉 This is your chance to step into a community that genuinely cares about your well-being and success in the California staffing industry. In a state this competitive, you don’t win alone. You win with the right people and in the right room. And this is that room. #CSP #Staffing #Recruiting #California #Leadership #Sales #Growth #RanchoMirage #Community #TeamDevelopment

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TA teams are getting hammered right now. Fake resumes, bots, and “Easy Apply” spam are flooding inboxes, and even the best teams are feeling it. We spoke last night with one of the top SaaS platforms in the U.S. Their brand is strong, their TA team is elite, and their hiring process is tight. They posted one role. 978 applications. Zero matches. Not bad candidates, just not the right ones. That’s when they called us. They needed proactive outreach, not another pile of resumes. No ads, no noise, just trusted candidates from our network who actually fit. As end-of-year hiring ramps up, this is where specialist recruiters earn their keep, cutting through the noise and finding the people who actually move the needle. 🚀

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If you're wondering how AI in recruitment can really make a difference for your teams, here's the breakdown. Derek Blosser, Director of Business Innovation at Talent Solutions RPO, explains what you can expect from transparent, responsible AI-enabled recruiting tools. Get an up-close preview of the change that integrated tech can bring your hiring strategy. Check out Derek's latest blog to explore five ways you can achieve more efficient, transparent recruitment through a suite of AI-enabled recruitment tools called PowerSuite. #RecruitmentTech #TalentAcquisition #AIinRecruiting #PowerSuite

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