We’re seeing a major shift toward contract-to-hire roles in IT — companies want agility, and talent wants flexibility. 🔸 Great for employers: Try before you buy 🔸 Great for candidates: Explore without commitment If you’re hiring tech talent this fall, consider making agility your advantage. What hiring model is working best for your organization right now? #ITStaffing #TechRecruiting #HiringTrends #FridayFocus

For the 13th straight quarter, tech leads all U.S. industries in hiring expectations, with a Net Employment Outlook of 46%. This figure is calculated by subtracting employers planning layoffs from those planning to hire. Explore more insights in the #Experis Tech Talent Outlook. 👉 https://bit.ly/48y5jR5 #TechHiring #TechJobs #TechTalentOutlook

I've been watching something fascinating unfold in the contingent IT market lately, and it's reshaping how we need to think about the industry. Top tech talent is off the market in 10 days. Not weeks. Days. I've had three conversations this week with hiring managers who lost perfect candidates because they "needed one more round." It's frustrating to watch, honestly. When I started in the industry ten years ago, we had breathing room. You could deliberate for 4-6 weeks and candidates would wait. I've watched that window shrink year after year, and the teams who've adapted with me are the ones consistently winning. With IT unemployment at 2.8% for developers, we're not in a hiring market anymore, we're in a talent sprint. Here's what's working for the teams I partner with: → Fast decisions over perfect processes → Trusting gut instinct alongside data → Treating contingent hiring as part of the strategy, not Plan B The advantage of seeing this market evolve over a decade? I can spot the patterns others miss. The companies winning right now aren't always the ones with the biggest budgets, they're the ones who know when to move decisively. 65% of tech leaders are ramping up contract hiring, and it's not desperation, it's strategic evolution. The market has always rewarded those who adapt first. What's your hiring timeline looking like these days? Genuinely curious how others are navigating this shift. #ITRecruitment #ContingentWorkforce #TalentAcquisition #TechHiring

I don't know who needs to hear this You can have the best tech stack, the best recruiters, the best hiring process... But if you have a terrible hiring manager. Good luck. 99% of hiring problems aren't tech problems, they are people problems. Act accordingly.

Hire Now Before the Market Heats Up After more than two challenging years, the tech rebound is coming, I can feel it! Smart companies use a slow market to gain an advantage. A recent example of a Leader/Organization that gets it: -We partnered with a CTO to top grade their Engineering Leader. Six candidates presented, all interviewed, two finalists, both offer-worthy, and one standout hired, all in three weeks. Strong candidates are actively looking, and just as many passive candidates are quietly open to change. This is the moment to upgrade a weak performer or bring in a difference maker before your competitors realize the window is closing. Invest in talent NOW and position your organization to win when the market accelerates.

Hiring without a plan is like coding without a spec — messy, inefficient, expensive. If you’re gearing up to scale your tech team or pivot your roadmap, a smarter, more strategic approach to talent is non-negotiable. Read our recent article here: https://lnkd.in/eUsMEKxZ #hiring #techteams #techjobs #itjobs #recruitment #partnership

📣 Introducing: Tech Hiring Explained Starting this Tuesday, we're launching an 8-week series to demystify tech hiring terminology and processes. Every Tuesday, we'll break down a key concept that impacts how we hire and work with tech talent. Whether you're new to the IT job market or looking to refine your approach to hiring, this series will give you some clarity on the models, agreements, and challenges that shape modern tech hiring. Follow along every Tuesday, starting tomorrow with "Contract" roles. What confuses you most about tech hiring? Let us know in the comments. 👇 #TechHiring #TechRecruitment #Staffing #techtalent #hiringnow #TalentAcquisition #SYSTEMTEC #columbiasc #sc

🌞 Happy Sunday! One bad technical hire can cost more than a missed deadline — it can stall innovation and crush team morale. 🚫 In today’s fast-moving tech market, hiring right isn’t optional — it’s survival. 📉 29% of startups fail due to poor team dynamics, often triggered by weak hires 🔎 With tech talent shortages, rushing recruitment leads to costly mismatches 💸 The average cost of a mis-hire at mid-level tech roles? Over $50K in lost value 🎯 Market leaders are now investing in AI-driven talent screening and skill assessments Have you felt the impact of a bad tech hire? Drop your story or insights below ⬇️ #TechTalent #HiringTrends #RecruitSmart

🌞 Happy Sunday! One bad technical hire can cost more than a missed deadline — it can stall innovation and crush team morale. 🚫 In today’s fast-moving tech market, hiring right isn’t optional — it’s survival. 📉 29% of startups fail due to poor team dynamics, often triggered by weak hires 🔎 With tech talent shortages, rushing recruitment leads to costly mismatches 💸 The average cost of a mis-hire at mid-level tech roles? Over $50K in lost value 🎯 Market leaders are now investing in AI-driven talent screening and skill assessments Have you felt the impact of a bad tech hire? Drop your story or insights below ⬇️ #TechTalent #HiringTrends #RecruitSmart

Slow hiring cycles are killing your tech team’s momentum. Every week you spend waiting to fill a role is a week your team loses focus, productivity, and energy. You know top talent moves fast — but your process can’t keep up with the speed of today’s job market. The cost? Missed candidates, delayed projects, and burned-out teams picking up the slack. Three key factors typically slow hiring down: ↳ Over-engineered vetting processes that scare away strong candidates ↳ Disconnected systems and approval bottlenecks ↳ Limited access to pre-vetted, specialized talent But there’s hope. There’s a better approach. At Progile Tech, we’ve seen how organizations can dramatically shorten their time-to-hire without compromising quality by: ↳ Building flexible, outcome-based hiring pipelines ↳ Partnering with staffing experts who understand niche tech roles ↳ Leveraging pre-qualified talent networks to fill positions faster Companies that master agile hiring cycles unlock faster growth, happier teams, and smoother delivery. Speed has tradeoffs — but for most tech-driven organizations, accelerating the right hire is worth it. The payoff? Stronger teams, quicker releases, and a real competitive edge. 🔗 Read more here: