Michael Becker

Two Boston tech leaders this week told me: “We don’t and will never use staffing agencies.” I shared my thoughts, they politely ended the call… then both called back to set up coffee meetings for next week. Why the initial resistance? Staffing agencies sometimes get a bad rap. I get it misaligned candidates, transactional approaches, or past bad experiences can leave a sour taste. But when done right, recruiting isn’t about resumes. It’s about partnership, timing, deep market knowledge, and really understanding the nuance of a team’s hiring needs. Sometimes that takes a minute to digest. When leaders see that I’m not selling a shortcut but offering a strategic hiring edge they rethink that “never.” So here’s my question to the community: Why do you think some tech teams still have a negative outlook on agencies and what can the best recruiters do to change that? #TechHiring #Staffing #Recruiting #BostonTech #Leadership #HiringStrategy #EngineeringTalent #engineering #boston #bostontech #bostonjobs #nhjobs #newengland #remotejobs #recruiterlife #recruiter #staffing #itjobs #engineeringjobs

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As a recruiter focused on engineering talent across Long Island, I’ve been closely tracking the shifts in the job market—and there’s a lot happening. 📈 Hiring Is Up, But Talent Is Tight According to the American Council of Engineering Companies (ACEC), 75% of engineering firms expect to increase hiring over the next 12 months. Yet, 9% of engineering roles remain unfilled, signaling a persistent talent gap. 🧠 Skills Over Degrees More companies are embracing skills-based hiring, especially in tech-driven engineering roles. Candidates with hands-on experience in AI, robotics, and automation are in high demand—even if they don’t check every box on a traditional resume. 🏗️ Where the Jobs Are The strongest growth is happening in: Construction & Civil Engineering (+1.69% YoY) Professional & Technical Services (+0.54%) Renewable Energy & Aerospace sectors are also expanding rapidly. 📍 Long Island Spotlight Locally, Long Island continues to be a hub for infrastructure, manufacturing, and aerospace innovation. Companies are actively hiring for: Project Managers Mechanical & Electrical Engineers CAD/AutoCAD Specialists Field Engineers 💼 Return-to-Office Trends Hybrid work is now the norm. Over 43% of companies have structured hybrid schedules, while fully remote roles are declining. 💬 Whether you're hiring or exploring new opportunities, the engineering space is full of momentum. If you're an engineer looking to make a move—or a company needing top talent—let’s connect. #EngineeringJobs #LongIslandCareers #Recruiting #JobMarket2025 #CivilEngineering #Aerospace #ConstructionJobs #HybridWork #SkillsBasedHiring #ExecutiveRecruiter

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What is your company really doing to retain its A-players? I speak to developers in New York every day. Some get eight approaches a day about new roles. For founding engineers or early-stage talent, the options are endless. They have the luxury of choice. Here are the common themes I hear from developers who are currently looking for new position They have been Overlooked at salary review They feel that their value or wins aren’t recognised  Forgetting they’re the key players holding it all together When they feel like this, all they need to do is start responding to the relentless messages they receive daily. I’ve been there as a founder. Under financial pressure, trying to push through when you don’t know what’s coming. It’s not easy. But losing an A-player isn’t just expensive. It’s months of disruption. It’s knowledge walking out the door. It’s slowing down right when you need to speed up. Right now competition is stronger than ever, so you could be looking the replacement for months. --If you pay fairly, give progression, and make people feel valued, they’ll stay. --The moment they feel overlooked, they’re gone. So don’t neglect your A players. Give them the raise Retention isn’t just about money. It’s about leadership. And the leaders who keep their best people know this simple truth:The cost of replacing them will always outweigh the cost of keeping them. So here’s the reminder: Give them the raise. Give them the promotion. Remind them they matter.Because the real cost of neglect is losing the very people who make your business work.

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If agencies are your default, it’s because your recruiters don’t have the right tools. AI now handles the work agencies made money on. LinkedIn Hiring Assistant gives time back to TA teams. Outsourcing effort isn’t strategy. Upgrading your hiring engine is. Agencies still matter. They’re just not the starting point anymore. 👇 Where do agencies sit in your hiring strategy? #HiringAssistant #TalentAcquisition #Recruitment #FutureOfHiring

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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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Most agencies chase speed or scale.  The smartest ones build leverage.  When candidate experience improves, placements follow.  When systems handle volume, recruiters focus on impact.  That’s how agencies grow without burning out teams or bloating headcount.  Not by replacing people, but by amplifying the ones who actually perform. #RecruitmentInnovation #AIinRecruitment #AgencyGrowth #FutureOfWork #HiringStrategy   

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📊 Connecticut Hiring Trends – What We're Seeing in May 2025 As someone involved in the staffing space here in Connecticut, I wanted to share a quick snapshot of the trends we’re watching closely this spring: ✅ Job Growth vs. Talent Gaps: With 73,000+ open jobs and low unemployment (3.0%), companies are competing hard for skilled talent. 🏥 Healthcare is hurting: Workforce shortages continue to strain hospitals and providers — we’re seeing rising demand for nurses, allied health, and support staff. 🏭 Manufacturing is hiring: CNC machinists, robotics techs, and QA roles are hot, but many employers are struggling to find qualified candidates. 🧠 Skills-based hiring is accelerating: More companies are rethinking degree requirements and focusing on technical competencies and soft skills. 🤖 AI is changing the game: From recruitment automation to analytics, hiring is becoming faster and more data-driven. 💡 Retention is the new recruitment: Flexible schedules, wellness initiatives, and mental health support are no longer perks — they’re expected. At Randstad, we’re working daily with employers across CT to help them adapt to these shifts — whether it’s building a more agile workforce or rethinking how they hire. If you’re navigating similar challenges, let’s connect. #Staffing #ConnecticutJobs #WorkforceTrends #Hiring2025 #RecruitmentStrategy #CTWorkforce #SkillsGap

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Boston's startup ecosystem is one of the best in the world and continues to expand. An interesting development is great engineers and technologists from "legacy" industries and companies being approached to join. With that comes compensation negotiations that can be unfamiliar territory. Equity is the name of the game! Here are some basic questions to ask if things are heading in the right direction. What % of the options pool is reserved for early engineers / technologists? How many shares outstanding today? what is the fully diluted % of the grant? Will their be equity refresh grants after Series A, B? I can provide some concrete figures along with some green and red flags if you are interested in discussing further. Bet on yourself, while betting on the vision! You might just join the next Boston unicorn...

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