Bobby Endyk

There’s a real difference between how contingent and retained recruiter interviews are run, particularly in comms/PR recruiting, and it has less to do with quality and more to do with mandate. Most contingent interviews are designed for efficiency and speed. You confirm the resume, pressure test fit, align on compensation, and decide whether the candidate is strong enough to move forward quickly. The goal is momentum. The underlying question is usually simple: Is this someone I’d be comfortable putting in front of the client? Retained-level interviews serve a different purpose. They’re not just about qualifying talent. They’re about reducing decision risk. When a recruiter is retained, the responsibility shifts. You’re no longer advancing candidates. You’re advising the business. That means the interview has to surface how someone actually operates as a communications leader, not just how they present. You listen for judgment under pressure. You dig into how decisions get made when information is incomplete. You want to understand where things broke down in past roles and why. You pay attention to how the candidate navigates power, politics, and internal tension. Most importantly, you assess what risk this hire introduces inside the organization, at this moment. So the real question isn’t “do I like this candidate?” It’s “how will this person actually operate when the stakes are real?” That’s the difference between screening and advising. Between filling a seat and protecting the business. At senior levels, there’s no margin for getting this wrong.

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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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*Is your employer brand aligned with what today’s top talent actually values?* Blueprint to Belonging is a strategic guide for HR leaders, TA professionals, and executives who understand that culture, recruitment, and reputation are deeply interconnected. In this eBook, you’ll learn how to: 🔹 Define and articulate your culture with precision 🔹 Communicate your value proposition to the right talent segments 🔹 Implement measurable frameworks to assess brand effectiveness Whether you're scaling fast or rebuilding trust, this is the blueprint for long-term employer brand equity. 📥 Download now: https://hubs.ly/Q03w2DBS0 #EmployerValueProposition #DEI #HRLeadership #BlueprintToBelonging

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The Aerospace and Defense industry doesn’t have a talent shortage. It has an access shortage. ✈️ The strongest engineering leaders, program managers, and executives are not applying to job postings. They are employed, delivering results, and being relied on to execute mission-critical objectives. That’s where true headhunting matters. At Journey Search Partners, we specialize in identifying and securing aerospace and defense professionals across executive leadership, engineering, operations, supply chain, and strategic sales. We don’t just send resumes. We take the time to understand your business strategy and hiring objectives, allowing us to target, engage, and close the individuals best positioned to support your long-term growth. If you are actively hiring and need recruiting partners who are experts in aerospace manufacturing, precision engineering, and highly regulated environments, you are reading the right post- DM me. #Aerospace #Defense #ExecutiveSearch #EngineeringLeadership #Manufacturing #Headhunting

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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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Your recruiting team says they need more tools, more budget, more headcount. But what if the real problem isn't resources—it's process? Before your next investment, take 10 minutes to diagnose where your TA process is actually breaking down. This free audit helps 500+ TA leaders pinpoint inefficiencies across six critical areas: intake clarity, source of hire tracking, candidate experience, hiring manager alignment, outcome-based metrics, and scalability. Use this if you're: - Missing hiring targets without clear answers why - Increasing spend without improving results - Looking for data to justify your next investment Stop guessing where the gaps are. Get your free diagnostic: https://hubs.la/Q040YVHG0 #TalentAcquisition #Recruiting #HRStrategy

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Ever feel like every hiring manager has a different version of what’s happening? It's frustrating when teams can't scale the way you need. Derek Blosser, Director of Business Innovation at Talent Solutions RPO, covers this issue in his latest blog. He explains that the confusion leads back to problems of visibility and clarity. The good news is that PowerSuite brings visibility and smarter decision-making to talent acquisition so you can scale with strategy. Read about these five ways PowerSuite is guiding teams to confident hiring decisions and how your organization can get there too. #PowerSuite #RecruitmentTech #TalentStrategy

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🚀 How to Speed Date Your Next Background Check Provider? 🚀 At a trade show like #SHRM, you only get a few minutes with each vendor. How do you know if a background screening provider is the right match for your hiring needs? 💡 Here are some key questions to find your perfect fit: 1️⃣ Do you have experience in my industry? 2️⃣ What types of background checks do you offer? 3️⃣ How do you ensure accuracy and compliance in your reports? Read our latest blog for all the questions you need to ask to swipe left on your next CRA! 👇 https://lnkd.in/ernBuHfB #BackgroundScreening #HR #HiringTips #EmployeeBackgroundChecks #FirstChoiceScreening #SHRM25

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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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The average organization juggles 9-11 HR tools. That's a lot of silos, friction, and missed insights. Our whitepaper shares how consolidating your HR tech stack can improve talent decisions, streamline workflows, and boost candidate engagement. Download 💻 https://bit.ly/3JrXwtO #TalentAcquisition #HRTech #HiringInsights

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