Patrick Guimond

Let's talk: Salary negotiations 💰   Salary negotiations as a technical recruiter in the defense sector come with unique nuances compared to commercial tech mostly due to Labor Category Constraints. Many defense roles are tied to government-set labor categories and pay bands.   As a technical recruiter when negotiating with candidates:   ✔️ Be transparent about salary ceilings early. 💯 ✔️ Sell total compensation: defense contractors often underbid salary but will add strong benefits (retirement matching, PTO, stability, mission impact).   Pro Tip: Know when you can ask for more and learn how flexible your PM/PCA can be - sometimes there’s unallocated budget, but it will require justification.

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The #1 Mistake in Federal Staffing ⚠️ The #1 Mistake Federal Contractors Make in Staffing? 🚫 Hiring reactively ✅ Instead of planning proactively with a niche partner Every delay in hiring = delayed delivery = poor CPARS = lost recompetes. At Infonyx, we: ✔️ Maintain pre-vetted talent pipelines ✔️ Understand clearance, contract types & labor categories ✔️ Offer direct, contract & project-based hires If you’re building a federal team… build it right. #FederalStaffing #GovConLife #InfonyxSolutions #ITStaffing #ClearedCandidates #ProposalReadiness

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Monday thoughts: Let’s talk about contingent recruiting and setting the right expectations from the start. Contingent recruitment can be a great model… 1. Low upfront cost 2. Fast access to talent 3. Flexibility for urgent hires But here’s the reality we’ve seen in Aerospace & Defense hiring: If you're working with multiple recruiters without a clear plan, you’re not just “casting a wide net.” You’re creating noise, duplicate outreach, and a diluted candidate experience. At IMS Recruiting, we work on a contingent model, but we don’t work casual. We’re selective about who we partner with and how we show up. Here’s what we ask for to make the partnership worthwhile (for both sides): Clear communication: updates go both ways Defined process: who’s involved, what the timeline is, what success looks like Mutual accountability: we bring market insight + candidates; you bring access + feedback When those three things are in place, contingent can move fast, feel focused, and lead to long-term hires. When they’re missing, it’s often just resume roulette. If you're looking for a recruiting partner who’ll treat contingent like a real collaboration, that’s how we operate. Not chasing reqs. Solving problems. Would love to hear from other recruiters and hiring leaders — what do you wish more people understood about contingent recruiting? Follow: Alex Ganz Follow: IMS Recruiting #Aerospace #Defense #Recruiting #Contingent #Retained #IMSRecruiting #IntraManagementSolutions

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A more human, more strategic TA function? 74% of talent professionals are optimistic about AI’s impact on recruitment, according to LinkedIn data. Exceptional TA professionals aren't replaced by AI; they're supercharged by it. In this blog, we share insights on: - AI literacy as a strategic skill - The AI Maturity Curve - Emerging skills for AI-enabled TA professionals - Actions talent leader should be taking - Procurement with purpose - Responsible AI: From Ethics to Governance Don’t miss these expert insights: https://lnkd.in/dKqz-gXM #Hiring #Recruitment #TalentAcquisition #Leadership #ArtificiaIIntelligence #Technology

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DHI Group, Inc. has acquired Point Solutions Group, LLC - a huge step in delivering recruitment solutions through ClearanceJobs. This move helps us go beyond just job postings and subscriptions and continue building a more complete recruitment solution for the government contracting community. Excited about what this means for our clients, partners, and the cleared professionals we support every day. Press Release - https://lnkd.in/gb2tztNa #ClearanceJobs #GovCon #TalentAcquisition

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Forget the four-leaf clovers. 🍀 Finding a career-defining role shouldn't depend on "luck." It usually starts with a good conversation. As Thunder heads to Agentforce World Tour D.C., Colette Armstrong is onsite to ditch the resume black hole and actually talk. Whether you’re an AI expert, a Salesforce pro, or looking to impact the Federal space - come say hi! Check the original post for details! 👇 #StPatricksDay #Agentforce #FederalJobs #ThunderTeam #NoLuckNeeded

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📊 The July jobs report shows a softer hiring market, but it’s not all doom and gloom — especially for IT and engineering roles. With wages rising and demand holding for strategic digital talent, now is a great time for tech professionals to explore meaningful opportunities. #Akkodis #JobsReport #STEMHiring #TechJobs #EngineeringJobs #BLS #FutureOfWork

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TA/Recruiter job openings in the U.S. continue to climb (surprisingly!) For the first time in nearly three years, postings are holding steady above the 45,000 mark. The sharpest demand we’re seeing is from clients in Data Centers, AI, Aerospace Engineering, and VC-backed and pre-IPO tech. What’s especially interesting: this strength in TA roles is happening at the same time overall U.S. job openings are trending down (per the latest JOLTs report). August’s jobs report showed just 22K new jobs created nationwide, yet demand for recruiters is starting to surge. Why? My hunch: - Lowering interest rates are fueling capital expenditures in tech - IPO activity is picking up - VC funding is flowing again - Companies are positioning for broad hiring in tech Recruiting is often the “canary in the coal mine” for hiring cycles. If this momentum holds, it could signal a broader acceleration in tech hiring heading into 2026. 👉 Do you think this trend continues?

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Speed, trust, and compliance must coexist in cleared recruitment, and that’s easier said than done. This article clearly outlines the challenges agencies face today and the strategies that actually work. Strong insights for leaders in the staffing space. #StaffingLeadership #ClearedTalent #RecruitmentInsights #GovConCareers #HiringSmart https://lnkd.in/gAGPNutN

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