Ask ten staffing agency leaders how many reqs a recruiter should carry, and you’ll get ten different answers. Ask SHRM, and you’ll get a range of 30 to 40 open requisitions at any given time, based on a national median across all industries. That number is a starting point. For staffing agencies, it’s rarely the
Here’s something most career advice sites won’t tell you: staffing agency recruiters evaluate cover letters completely differently from internal HR teams. The volume is higher, the criteria are different, and the stakes are tied to client expectations, not company culture. Understanding how cover letter evaluation works inside a staffing agency makes you a better recruiter
Pouring more money into hiring doesn’t automatically produce better hires. Most staffing agencies figure this out the hard way after a bloated job board spend, a missed placement, and a frustrated client. Your recruitment budget is one of the most powerful levers in your agency’s operation. But only if it’s allocated strategically, not just aggressively.
A contractor’s Employment Authorization Document expires on a Tuesday. They’re mid-assignment at a client site. Your team didn’t catch it in time. Now you have a worker who is no longer legally authorized to work, a client whose project is disrupted, and an ICE audit liability that starts from the moment the authorization lapsed. Work
When everyone on your team can see everything in your system, you have a data governance problem, not a collaborative culture. Staffing agencies hold some of the most sensitive personal data of any business type: immigration status, banking details, salary records, and health information. And most small-to-mid agencies give everyone on the team access to
ICE conducted over 6,000 worksite enforcement actions in fiscal year 2024, and staffing agencies were a primary target. Fines for I-9 violations now reach $28,619 per form. When you’re onboarding hundreds of contractors a year across multiple client sites, those numbers stop being abstract. I-9 and W-4 compliance for staffing agencies isn’t a back-office administrative
Most staffing agencies don’t have an accounting problem. They have a data-flow problem. Approved timesheets live in one system. Client billing rates live in another. Invoice generation happens in a third. And somewhere in between, a team member is manually copying numbers to make them all reconcile. Accounting software integrations for staffing agencies solve this
Every Friday afternoon, someone on your team is chasing timesheets. A contractor hasn’t submitted. A client manager hasn’t approved. A recruiter is manually following up on something that should have been done two days ago. By the time the approval chain closes, your billing cycle is delayed, and you’re explaining to finance why invoices are
Search “timesheet software,” and you’ll get dozens of tools built for marketing agencies, consulting firms, or remote development teams. Every one of them tracks hours. Almost none of them understand how a staffing agency actually works, multi-client billing, distributed contractors, approval chains that involve the client, and compliance requirements that go far beyond a simple
Your contractors worked last week. The timesheets are approved. The invoice should be sent today. Instead, someone on your finance team is spending two hours pulling approved hours from the timesheet tool, applying billing rates from a spreadsheet, formatting the invoice in QuickBooks, cross-referencing client contacts, and double-checking everything before sending. Those two hours represent
