Ronny DeRosa

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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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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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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OneDigital saved $120,000 year and reclaimed 40% of their recruiters' time. VP of People Innovation & Tech John Bruce explains how OneDigital leverages Paradox, Workday, and HiredScore to scale hiring for 30+ annual acquisitions. Watch the full story: https://lnkd.in/eSy9pSyk

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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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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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Still juggling too many recruiting vendors and getting too few hires? If you lead Talent Acquisition at a large org, chances are you’ve got: - Multiple agency relationships - Pressure to deliver fast, high-quality hires - A dashboard full of vendor data with no clear story And yet hiring still feels slow, inconsistent, and reactive. This piece breaks down what high-performing recruiting partners actually do differently. And how to tell if yours are adding value or just resumes. If adding more vendors isn’t solving the problem, this article is worth a full read. 🔗 https://lnkd.in/e8icYpgV  #hiring #talentacquisition #hiringnow #recruitment

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🏎️ When recruiters shift from agency to corporate, the biggest change isn’t the tech, the titles, or the org charts — it’s the rhythm. Agency recruiting thrives on velocity. The work is fast, dynamic, and fueled by constant movement. You’re supporting multiple clients, responding quickly, and operating in an environment where momentum is everything. Corporate recruiting moves with a different kind of energy. Stakeholders are balancing broader priorities, collaborating across teams, and aligning on long‑term goals. Approvals involve more voices. Scheduling requires coordination across calendars. The pace reflects the complexity of the organization. Both environments demand skill, partnership, and adaptability — they just operate on distinct tempos. #CorporateRecruiting #RecruitingStrategies

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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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🏎️ When recruiters shift from agency to corporate, the biggest change isn’t the tech, the titles, or the org charts — it’s the rhythm. Agency recruiting thrives on velocity. The work is fast, dynamic, and fueled by constant movement. You’re supporting multiple clients, responding quickly, and operating in an environment where momentum is everything. Corporate recruiting moves with a different kind of energy. Stakeholders are balancing broader priorities, collaborating across teams, and aligning on long‑term goals. Approvals involve more voices. Scheduling requires coordination across calendars. The pace reflects the complexity of the organization. Both environments demand skill, partnership, and adaptability — they just operate on distinct tempos. #CorporateRecruiting #RecruitingStrategies

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