Doug Berg

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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According to Staffing Industry Analysts, "Organizations are increasingly facing issues with candidate fraud as sophisticated AI tools make deception easier than ever - traditional screening methods are failing. In fact, according to respondents to SIA’s 2025 Workforce Solutions Buyer Survey, 60% of large companies and 52% of companies hiring IT staff reported issues" This is why all our Talent Advisors at TriCom Technical Services technically and personally vet each of our IT candidates face-to-face, incorporate timed technical tests that vet for cheating, employ a third party, independent, reference checking partner, and focus on who a person is before looking at their years of experience with X or Y. And with our industry leading 4-week guarantee (or it's free), we back up work by taking risk off the table for our client partners. #itmatterswhoyouworkwith

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🚫 𝐀𝐠𝐨𝐝𝐚 𝐥𝐚𝐲𝐨𝐟𝐟𝐬: 𝐂𝐥𝐚𝐮𝐬𝐞𝐬 𝐭𝐡𝐚𝐭 𝐬𝐭𝐨𝐩 𝐬𝐭𝐚𝐟𝐟 𝐟𝐫𝐨𝐦 𝐫𝐞𝐩𝐨𝐫𝐭𝐢𝐧𝐠 𝐝𝐢𝐬𝐦𝐢𝐬𝐬𝐚𝐥𝐬 𝐧𝐨𝐭 𝐥𝐞𝐠𝐚𝐥𝐥𝐲 𝐛𝐢𝐧𝐝𝐢𝐧𝐠 At Kairos Global Search, we believe that how a company treats its employees on the way out is just as important as how it hires them. The 𝐌𝐢𝐧𝐢𝐬𝐭𝐫𝐲 𝐨𝐟 𝐌𝐚𝐧𝐩𝐨𝐰𝐞𝐫 (𝐌𝐎𝐌) recently raised concerns about “inappropriate” severance clauses discouraging employees from speaking to government authorities. This is a stark reminder that 𝐭𝐫𝐮𝐬𝐭 𝐚𝐧𝐝 𝐭𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 are non-negotiables in employer–employee relationships. 💡 A strong employer brand isn’t built only through attractive perks and modern offices, but through ethical practices, fairness, and respect, especially during challenging transitions like layoffs or restructuring. When companies prioritize responsible exits, they send a clear message: “𝘞𝘦 𝘷𝘢𝘭𝘶𝘦 𝘰𝘶𝘳 𝘱𝘦𝘰𝘱𝘭𝘦 𝘯𝘰𝘵 𝘫𝘶𝘴𝘵 𝘢𝘴 𝘸𝘰𝘳𝘬𝘦𝘳𝘴, 𝘣𝘶𝘵 𝘢𝘴 𝘩𝘶𝘮𝘢𝘯𝘴.” 👉 𝐇𝐢𝐫𝐞 𝐫𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐥𝐲. 𝐄𝐱𝐢𝐭 𝐟𝐚𝐢𝐫𝐥𝐲. 𝐁𝐮𝐢𝐥𝐝 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞𝐬 𝐰𝐡𝐞𝐫𝐞 𝐭𝐫𝐮𝐬𝐭 𝐥𝐚𝐬𝐭𝐬 𝐥𝐨𝐧𝐠𝐞𝐫 𝐭𝐡𝐚𝐧 𝐭𝐡𝐞 𝐜𝐨𝐧𝐭𝐫𝐚𝐜𝐭. Video credits: CNA

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“Treat deal sources like channel partners.” Too often, private equity professionals have viewed investment bankers as barriers — the people who complicate deals, push prices up, and get between them and the business owner. In this episode of the Deal Sourcery Podcast, Jay Jester shares why that mindset is shortsighted. Investment banks aren’t just deal gatekeepers. They’re guides for companies through one of the most complex events they’ll ever experience. By respecting that role and building long-term trust, PE firms earn credibility that will pay dividends on future deals. As Jay puts it: when you treat investment banks like partners, you’re showing how you’ll treat management teams and sellers. And intermediaries remember who brings sharp elbows versus who shows up as a reliable partner. If you haven't already, check out the full episode with Jay linked in the comments below.

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For tech executives, quality of leadership ranks higher than compensation when considering a new role. We asked 1,000+ technology leaders to list the things that matter most to them when looking at new employers, and 'Quality of leadership' came out in the top spot. It’s a reminder that while pay matters, communicating the vision, aspiration and skill of company leadership is critical to attracting top executive talent. Read the full report here: https://lnkd.in/e-Kd2sdJ Padraig Laverty Glenn Murphy Pete Alexander Lydia Shepherd James Ryan, Ph.D. Michael N. Sam Wholley

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There are jobs out there with "high upside" over the next ten years. With the rapid pace of tech development, the relatively unknown impact of AI / automation on the workforce, and an unprecedented level of uncertainty in the economy, it can be hard to set your sights on a career path without second guessing yourself. I recently shared my thoughts on this front with Andy Medici with The Business Journals, and his piece provides practical guidance for job seekers looking to open up new opportunities for themselves. Feel free to check it out below: https://lnkd.in/eQdam3HQ #futureofwork #sixfigures #success #staffing

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Only 8% of companies consider their AI efforts extremely successful.  In staffing, that number is probably lower. I just published our latest whitepaper breaking down why most AI projects in our industry deliver zero ROI, and more importantly, what actually works. The pattern is always the same: executives feel pressure to 'do something with AI,' so they buy tools, launch pilots, and wonder why nothing sticks. Meanwhile, their data sits fragmented across Bullhorn, VMS systems, and spreadsheets. The firms getting real results are building AI workflows that solve specific problems: ✓ VMS job parsing that eats 30% of recruiter time ✓ Compliance checks that create bottlenecks ✓ Time capture that requires manual intervention We've seen firms save 6-10 hours per recruiter per week and reduce middle office costs by $320K+ when they get this right.  But it requires strategy, not just spending. If you're tired of AI theater and want to see what's actually working in staffing, read our new whitepaper.  There's also a free AI readiness assessment you can take to figure out where your firm stands and where to start. Link in comments.    

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