with Kersten Buck, Senior Vice President of Global Strategic Solutions at SIA.
What if you could sit down with someone who talks daily to enterprise buyers managing contingent workforce programs and the staffing firms competing for their business, and get the inside scoop? In this episode of Staffing Made Simple, we dive into the latest Staffing Industry Analysts (SIA) data on the economy, break down VMS and MSP trends, and show why technology and AI are now essential for agencies that want to specialize and show up as true partners — not just vendors.
To tackle these topics, co-hosts Casey Wagonfield and Rob Geist from SimpleVMS sit down with Kersten Buck, Senior Vice President of Global Strategic Solutions at SIA. Kersten breaks down what the data says about buyer and staffing trends, how the contingent workforce landscape is evolving, and what agencies need to do right now to stay ahead and thrive in a fast-moving market.
Rob Geist: What if you could sit down with someone who talks to the enterprise buyer running contingent workforce programs and staffing firms trying to win and keep their business, and ask what’s really going on out there? In this episode, we dig into SIA Data on the economy. VMS and MSP trends, why tech and AI are now non-negotiable, and how agencies can specialize and show up as true partners, not just vendors.
If you live in the staffing or contingent workforce world, this episode is for you.
Casey Wagonfield: Welcome back to Staffing Made Simple. I’m your co-host, Casey Wagonfield. You know, even though the staffing markets felt a little stuck over the last couple of years, there’s real momentum starting to build again. And the agencies that adapt now are the ones that stay in the game the most. The rules of competition are shifting, and the firms and contingent workforce programs that truly understand where contingent hiring is heading are going to come out ahead.
So, today we’re digging into what’s really changing in the contingent workforce landscape on both the buyer side and the staffing side, where the industry is likely headed, the latest SIA data, what it’s saying, how VMS and MSP models are evolving, and why tech and AI have moved from nice-to-have to non-negotiable for programs and providers.
But before we dive in, let me bring in my co-host. He’s a man of many interests. You might find him on the golf course; you might find him at an art gallery; you might find him at Hot Pilates. He is the Senior Vice President at SimpleVMS, Rob Geist.
Thank you, Casey, and, as always, that was a great intro.
We’ve got an awesome guest joining us today from Staffing Industry Analysts, the group behind many of the reports, charts, and conference sessions this industry runs on. She works every day with enterprise buyers, staffing firms, and tech providers, helping all sides make sense of where the market is going and how to respond.
We’re thrilled to welcome Kersten Buck, Senior Vice President of Global Strategic Solutions at SIA, to the show. Kersten, thanks for coming on.
Kersten Buck: Thank you, Rob, and thank you, Casey, for having me. I am excited to be here with you guys, and hopefully, we have some fun stuff to talk about.
Casey Wagonfield: Awesome. Kersten. You’re someone who’s been in staffing for 16 years. I’ve seen your name all over on different things from SIA. So, to finally get to meet you at the last conference and get you on our show, we’re really pumped. But before we get into it, maybe you can just take a quick minute to explain what SIA actually does for the industry?
What does Staffing Industry Analysts support? Both on the buyer side and on the contingent workforce leaders and procurement side, as well as the staffing agencies and solution providers that serve them.
Kersten Buck: Yeah, I love being able to answer that question because most people who deal with us are dealing with really just the specific needs that they have. So, on the staffing side, they’re getting resources from us that they rely on. On the investor side, they’re getting the insights that they require. On the enterprise buyer side, they’re looking at how different solutions will support their contingent workforce programs.
We are the world’s only global research and advisory firm that covers this space from end to end, meaning the entire staffing workforce solutions ecosystem, including enterprise buyers.
We have well over a thousand members, and we service more companies than that, and thousands of professionals. Some of our fun stats are that we have 40 of the top 50 staffing firms that are members. We also have three of the Magnificent Seven that are council members, and 25 of the Fortune 100 companies that are council members as well.
Our five core services stem around editorial news and recognition research, and data sets that encompass about 250 reports that we publish every single year that are accessed through our corporate members.
And then conferences and webinars, which many people know us for, and our industry training and certification within those core services. We tailor each product to fit each side of the business. So, on one side, like Global Daily News, for example, is written for our staffing audience, while our CWS 3.0 Weekly newsletter is written for the enterprise buyer audience.
The same is true with our conferences and events. Our Executive Forum, which many people know in Europe and in North America, is for the staffing leaders and staffing executives. While our CWS summit in North America and in Europe is for the buyer audiences – people that do program management or HR, talent acquisition and procurement.
We also have thousands of suppliers that are members with us. So, we do publish information that’s specific to them. We started this business over 35 years to provide insights and industry information to staffing leaders. And we’ve continued to evolve over time to now be covering the entire ecosystem.
Rob Geist: So, if you’re using contingent labor or you’re a leader at a staffing firm, I’m just going to say right now, you need to join SIA.
You need to be able to look at the reports. I think it’s a huge resource to anybody who’s supporting the industry from either side.
Kersten, you’ve worked in the industry in the past, and now you’re at SIA. You’re looking across the whole ecosystem from buyers, staffing firms, and tech providers. For those listeners who may not know your background, can you give a 30-second elevator pitch of what your journey has been and how you ended up in this role? I’d love to hear that.
Kersten Buck: I started out in staffing like many people have. I specialized in IT staffing and quickly moved to get around those programs, the MSP programs. Quickly moved into the outsourcing solutions throughout that same staffing organization and then moved into the MSP world.
I took a small break and did some engineering staffing for a small provider. So, I got back to the roots of what it takes to run a staffing firm. And then went back into MSP after that, for a global firm based in the UK.
So, I had a lot more global expertise. Honestly, where do you go? I could have worked for another provider and sold competitive products. I just didn’t feel like that was right for me to put my name on a different brand.
And so, I ran into one of my old pals from one of my previous employers at an MSP, and she was like, “Hey. Why don’t you give us your resume at SIA?” So, here I am 15 years later and have a pretty well-rounded background in staffing.
Casey Wagonfield: Overseeing that whole ecosystem, from your vantage point, what do you think is really happening in the economy?
There’s been a lot of concern that staffing has stalled. Yet, your research shows that there is some positive movement, even long-term projections of potentially 10% growth by 2030. What do you think are driving those trends?
Kersten Buck: Well, staffing’s always been cyclical, and we are seeing us still coming out of the big disruption from the pandemic, and we’re feeling optimistic.
However, the 10% by 2030 – that’s a cumulative number coming from our research team. So, technically, that would be 2% a year, over five years. We still are seeing things like the US tariff impacts that really haven’t materialized anything yet, but we think that there’s enough uncertainty around what’s going to happen with inflation that it might start to filter into the economy.
We also think that the major disruption that the labor market has taken so far, caused by technology and other demographic changes, has caused employers to be stretched and need to get talent. But they’re not going to be able to hire permanently right away.
Therefore, they’re going to need staffing, and they’re going to need staffing firms to perform for them more than ever.
So, as much as we are seeing some positive movement in the economy, we’re seeing slow, single-digit numbers. And especially in the US – which is a mature market – we think that it will be steady over the next five years.
Rob Geist: And another thing that I think SIA does a good job at is that you guys look at the industry as a whole, while so many of us just look at our little slice, whatever industry we’re in.
So, what are the biggest shifts that you’re seeing by industry? For example, I think healthcare is finally rebounding a little bit. I see food & beverage gaining momentum. But the light industrial CLI stuff seems to be tightening up a little bit.
What stands out to you?
Kersten Buck: Well, in the short term, we really believe that the education staffing market is going to continue to be in a good position, which is relative because it’s a fairly small market. So, as much as it might have higher growth percentages, it’s a smaller market than the others.
Over the long term, we do see healthcare rebounding a bit, and it probably has the strongest prospects, given all of the demographic and technology things that are happening right now. Light industrial and logistics & manufacturing also have some good growth prospects.
Rob Geist: Yeah, you know, I’m seeing a lot more states, governments, and municipalities use contract labor that didn’t before. I love how it being so hard to recruit has pushed staffing into industries that, in my former life when I worked in staffing, never utilized staffing at all.
So, it’s good to hear those industries are growing.
Casey Wagonfield: Yeah. I always thought it was interesting too that, right after COVID, when healthcare was down, everyone’s like, “Well, healthcare’s down year over year.” I was like, “Yeah, because it was up 300000% during COVID. Of course it’s down.”
But moving on, I want to talk a little bit because you guys do the landscape of VMS, and we love that. And, obviously, we’re a little biased. We love that report. and reading what the new findings are.
But getting into that buyer survey, which really shows high VMS adoption already – I think over 80% in the Americas and in Europe – there’s still a meaningful percentage planning to implement a VMS in the next two years.
What does that tell you about where we are with the VMS adoption curve, and is this a growth story or more of a consolidation and optimization story?
Kersten Buck: Actually, that 80% figure pretty much relates to organizations that have a thousand or more FTEs. So, you’re kind of in a market of a particular set of customers that would then be at 80%.
We do think there is still a ton of growth in the mid markets. We think that the mid-market is definitely looking for more ways to look at VMSs and provide more of a consolidated approach to hiring contingent workers. The larger programs are expanding across Europe and into APAC.
And some of the more mature markets are looking to optimize their tech stack and find ways to fully integrate VMS technology with their HRIS data for more workforce visibility.
Rob Geist: Yeah, that’s huge for us. People want their systems to be integrated, and they want to be able to match up the data.
One stat did jump out to me because it mirrors what we see at SimpleVMS: 78% of new VMS contracts in 2024 came from organizations that previously did not have a VMS. So, who are these first-gen adopters, and what patterns are you seeing? And why are they finally making the move now?
Kersten Buck: Well, I think it’s just that, given the importance today of contingent labor, I think there’s more of an awareness of contingent labor across many different organizations, or many different sizes of organizations. We’re seeing that the visibility of that population is becoming more and more important.
And, at one point, it was just that the VMS was more like your system of record, and your primary use for staff org, to do job requests, to do candidate submittals, and onboarding. Now it’s really providing more of a sophisticated level of procurement technology by adding statement of work, by adding process automations, managing compliance and risk mitigation, and adding more decision-making.
And these Gen One organizations are realizing they need that functionality as well. I mean, they’re more tech-focused.
Rob Geist: Across multiple industries, we’re seeing people who are more tech-focused, and they’ve come so far in the last five years as far as being adopters of tech. Traditionally, our industry’s been such a slow adopter of everything.
And I love it that the people who are out there running these companies know that they need to be on the cutting edge of all this stuff. So, I think it’s great for the industry as a whole.
Casey Wagonfield: And I wonder if that number is high, that 78%, because 80% of the large ones are already using it, right? So, it’s only a matter of time before it trickles down into mid-market. And more companies that have never traditionally used VMS are starting to use it.
And to Rob’s point, a lot more agencies are introducing technology to their clients who need it, and becoming that top-tier agency, providing the technology that their clients need. We’re seeing a lot of that.
But one thing I know that’s super popular in the staffing industry is NPS scores, net promoter scores. Some companies live and die by that Clearly Rated “Best of Staffing” award, and getting high NPS scores.
And traditionally, the VMS NPS average is like negative 35. But it went up to negative 24. So, it’s improving slowly, but still firmly in the moderate dissatisfaction territory.
So, what are buyers unhappy about, according to the survey, and what should VMS providers or MSPs, and even staffing firms take away from that?
Kersten Buck: Well, personally, I have to recognize that I think the NPS scores have just been so low for so long, you kind of have to ask the question, at least internally, are we asking the right question?
There’s still adoption, there’s still usage of all these different systems and providers and such, and MSP services and whatnot, but they still have terribly low scores. So, I ask, are we asking the right question?
Based on some of the surveys that we did – in our VMS landscape survey, in particular – it was really around issue resolution and the approach to evolution and innovation. Buyers reported that they got frustrated, that there were just inconsistencies around how their concerns were addressed, what the escalation procedures were, and continuous improvement, and how much VMS providers are using what they heard from the escalations in order to continually improve processes and evolve.
And I think that’s really where that came from.
Rob Geist: That tracks. I don’t know how many people over the years have told me VMS just get put in place, and you guys just don’t do anything from there. And you, just continue to take money from our profits. So, I think all the tech companies in this space are moving towards a more service-oriented culture and continuing to get better, because that reputation has preceded us for so long.
Are more buyers leaning on MSPs and VMSs, and what stood out in the data this year? And where do you see that going in 26?
Kersten Buck: We still could see MSPs and VMs markets continuing to grow in 26. We were surprised that the global market grew in 24, which was really a slow staffing market. But we really think it was due to more SOW adoption and how MSPs are really growing overall to see a decline in IC and temp spend, but a growth in SOW and solutions spend coming through the programs.
We also think it’s going to depend on how the providers adapt to the shifting expectations of end-user clients. Are they going to support specialized industries? Are there going to be global expansions, enabling statement of work, and integrating AI-powered tools and intelligence to impact the daily operations?
I think those are all things that the buyers are suddenly starting to look at and ask questions about.
Rob Geist: Yep. Just the fact that even if spending is down, people still want to have more control over what they spend. Anecdotally, that’s what I feel like is some of the drivers of that as well.
Kersten Buck: Yep.
Casey Wagonfield: So, I want to transition over to technology, but also AI. And I know this is something that you’ve written on as well, and AI dominated the conversation in 2025. People are still talking, but there are some leaders who say the hype has cooled a little bit.
Do you expect AI to remain a major focus for staffing and their buyers? And if so, what specific advancements do you think will matter the most? And what changes are you seeing in the way agencies are approaching AI now?
Kersten Buck: We really do expect AI to continue to dominate the conversation into the foreseeable future.
All the impacts on the labor market and the way staffing firms can deliver their services have been tremendously impacted. According to our North American staffing survey, staffing firms planned to increase their IT spending by 10% back in 2025. And they were going to focus on sourcing automation software integration, back-office recruitment, chatbots, and voice AI.
But, at the same time, we look at it and say it does pay for them to be cautious. Gartner predicts that 40% of Agentic AI will be scrapped by 2027. Forbes says 50% of the US job seekers believe that AI tools used in job recruiting are more biased than their human counterparts.
And the main blockers to adopting AI are really integration complexity, legacy system limitations, data quality, readiness issues, vendor capability gaps, security, privacy, and compliance concerns, skills, gaps, and cultural resistance, as well as the legislation that’s starting to appear that will penalize those who use AI badly.
We’re seeing that the staffing firms are definitely going to need to make sure that they are following the latest legislation that impacts each group.
Interesting. And you talked about data, and that’s the real fuel here. Without clean, complete data, the AI piece doesn’t work. Where are programs still struggling most with data today? Is it across the visibility of VMS/SOW direct sourcing, or is it more about data quality from the suppliers?
Kersten Buck: It’s a good question. Most of the data that the VMS is holding, or that the end user is collecting, is not necessarily in the right format. And so, I think that’s the first challenge. And then there’s so much data that they’re not quite sure of which data is going to give me the most important and relevant information that I could then make business decisions based on.
And so, once they figure out what the right data is for them to scrape, and then they clean that data and make that data so that it’s usable and readable for AI, then they’re going to have to figure out how to internally get their own legal teams to allow them to use that data.
So, I think the challenge about this is not just that staffing firms might not be delivering clean data, or that the data that’s being collected is not clean. I think it’s really what data is actually important to be used. How do you make sure it’s clean? And then how do you internally figure out the best way to get your legal teams to let you use it to make business decisions that will impact the future of the business?
Casey Wagonfield: Yeah, we were on a webinar, and I was talking to somebody about how the tech stack of an agency directly impacts the end buyer’s product and the service that they receive from the agency.
So, from a buyer’s perspective, what trends are you seeing and how do they evaluate their agency partners when it comes to technology and AI? What are buyers expecting agencies to deliver?
Kersten Buck: At this stage, they are basically hoping that they’re doing all the research and investment on those tools and not having to do it for them. At the end of the day, they’re hoping that they can have a legal department that can audit it, so they don’t then get stuck holding the bag to figure out whether or not they’re meeting their own organization’s compliance guidelines for using AI.
So, at the end of the day, they’re really hoping that the end user staffing firm is doing their due diligence to make sure that they’re getting all the right things in place to make sure that they’re investing in the right solutions.
Casey Wagonfield: I think that’s a way to stand out for an agency, right? If you have a killer tech stack and you have AI built into it, and you can share a story with them on how you’ve used that to help their business, it just stands out from the rest.
Kersten Buck: And make sure that your people who are telling that story know what you did to do their due diligence to say that it’s compliant and auditable and all those things.
Rob Geist: And that leads directly to the next question. We talked about how staffing is adopting technology faster than they ever have in the past. But are the buyers becoming more cautious around compliance, data privacy, and all the downstream implications of tools that their staffing agencies use?
Kersten Buck: I think they have to be. You look at Europe, they’ve got the EU AI Act that’s imposing huge fees, 35 million pounds, to the people that deploy AI if they’re not complying. So, they’re imposing fines. That’s just a start. They’re traditionally more conservative relative to data privacy and such.
We even have some states that have followed in their footsteps, with more AI rules associated with how they manage in their states. And then some of the firms that have made some embarrassing mistakes out there, like Anthropic Claude attempts, blackmail, the headlines that were out there.
Microsoft Tay turns offensive. Amazon’s AI recruitment discriminates against women. Those were headlines that have been out there in the industry that I think start making the enterprise a little bit more nervous.
Rob Geist: Well, they have to. You’ve seen it over the last 10 years that it has been in place in the EU, and then it trickles down to certain states in the US, and then it’s like, well, we’re all adopting it now because that’s just the direction everything’s going.
Casey Wagonfield: Now, if I’m a staffing leader, how should I be talking about AI in a way that actually matters to the buyer? What are the top questions buyers should be asking? And how can a good agency show up with strong answers?
Kersten Buck: Make sure that you are talking about your AI products, and how they’re built ethically, how they’re audited by a reliable third party.
They get ongoing drift monitoring to ensure that the algorithm doesn’t learn bad behaviors. And that they’re not black box solutions where they’re unable to explain how the algorithm works. I think just proof of concept that their product team can provide a measurable impact.
I think that’s a big piece right there.
Yeah. And probably good if you have legal counsel, or if you have somebody you can go to to look through those different things for you, just to cover yourself, right? I mean, nobody wants to end up on the front of Time Magazine.
Rob Geist: Co-employment is still a topic of conversation that comes up. Is it talked about less now from your perspective, or is there just so many more worries to have? Is that what it is?
Kersten Buck: I think there’s a lot more worries to have, and that it’s just talked about a lot less. Yeah.
Rob Geist: Because it still resonates with our buyers when we talk about it with them.
And, for staffing buyers, what are the must-ask questions they should be asking their staffing providers – and their MSP/VMS partners – to separate true tech-enabled partners from folks who are just putting AI on a PowerPoint slide when they present to them?
Kersten Buck: I think that buyers need to ask if the AI that’s being utilized is proprietary to the provider. If they’re using a bunch of third parties to put together a solution.
If that is the case, they need to understand their legal arrangement between the two different companies, or multiple different companies. And they also need to understand all the integration capabilities and how that works with some of the systems they currently have. Those are good questions to ask.
I think some might integrate with one, but they might not integrate with all the rest. So, if you’re ATS/FMS and VMS, if you’re utilizing all of them, you might want to make sure you understand the integration between all of them.
Make sure that your understanding is: Is this in beta, or am I getting a true demo from real client production, information that can show me that it’s working in real-life cases?
And just getting references, good old-fashioned references and referrals go a long way, and we shouldn’t forget about those proof cases. Just talking to another user can give you real references on how they utilize the product.
Rob Geist: And it’s funny – there are a lot of people out there trying to sell me tech, and then I get on a call with them and say, “Show me the product.” I don’t want to see a PowerPoint; I want to see the actual platform. And it amazes me how many people don’t want to get into their own product when they’re trying to sell it.
Casey Wagonfield: So, for agencies that know they need to modernize and maybe they just feel left behind, what are the one or two practical steps you’d recommend so that they can show up differently in these tech and AI conversations?
Kersten Buck: Well, this is my time for a shameless plug.
We kicked off our CollaborationX event in 2025, and we are going full force with that. I think you’re going to see a lot more innovation there. We bring in providers that have ideas. We bring in experts to help educate the staffing executives.
So, attend that event in 2026. It will be in September in Dallas. So, that’s my shameless plug.
Casey Wagonfield: And I think more agencies are willing to collaborate and talk about what’s working for you. Let’s get together and figure out what’s going to work best for this industry.
And the providers are collaborating, rather than standing in opposite corners.
Rob Geist: I’ve seen that shift in the industry so much. I always tell this little story about how when I worked for an IT and accounting staffing firm, we had another staffing firm that was in our same building, and I would be on the elevator with them going up to our respective floors. I wouldn’t even look at them. They were the competition.
But now people want to know what other folks are doing, what they’ve had success with, what they didn’t have success with. I’m seeing more overall collaboration in our industry than I’ve ever seen before, and I love it.
Rob Geist: And, in your article, you highlight that program managers increasingly want providers who do one thing, and they do it exceptionally well. And this is huge.
They’re willing to take outcome-based deliverables. What does this meaningful specialization look like from the buyer’s lens?
Kersten Buck: When you consider the way programs came into place, vendor consolidation and optimization were a way to control cost. In those early days, when it was really all about one size fits most, that doesn’t work anymore.
General staffing is going through the program and has departments with specialized needs going through these programs, because they might have been on the outside of the program before, and, doing so, have to be more of a strategic partner in order to deliver on their needs.
And so, we’re seeing a lot more people saying, “Okay, Rob, I will do some outcome-based services and take on more risk associated with the services I’m going to give you, because I want you to work with me and not farm me out to five other vendors in the space.
So, you’re seeing a lot more of that moving forward, as well as I think organizations are having an easier time getting Statement of Work through their systems, rather than headcount related to bringing on contingent workers. So, you’ve got to be willing to be really good at what you’re doing.
Otherwise, the people who are in the “I can do that too” situations are not able to deliver on the specialized needs in some of these organizations.
Casey Wagonfield: I love that SIA article you wrote on specialization, and you wrote one on how agencies should be repositioning themselves. We saw something very similar at Avionte’s CONNECT conference, which is their user conference, and similar themes that agencies need to evolve and become more consultative and lean into a niche or boutique expertise.
How do you see that strategy taking shape over the next year and beyond?
Kersten Buck: We think that should continue. It’s definitely something we talk about in our conferences at Executive Forum. We say it – you need to specialize. We even say it for healthcare staffing. Specialize and know if it’s a geographic market, if it’s a technology, or a skillset, getting to the point where you can offer more value in building the talent pool that they need in order to meet the needs of the business.
A lot of staffing is going into SOW and service procurement-type solutions. We’re seeing companies that are now going into Employer of Record-type services and adding that to their service offerings.
Doing a lot more workforce analytics and labor intelligence, platform models – and including freelancers. So, we’re seeing a lot more freelancer platforms coming into play. And credentialing has also become another big piece to try and battle against worker fraud and stuff like that.
So, for the most part, these are easy things for a staffing firm to be able to add from a specialization standpoint. They’re part of the DNA, so they should be able to add them fairly easily and do them super well.
Casey Wagonfield: I love that. And I think it’s a good way to just differentiate yourself. There are so many agencies that claim they do everything. We do it all. But I think it just builds credibility – This is what we do. This is all we focus on.
Rob Geist: And you talk to both sides on a weekly basis. So, the enterprise buyers, the staffing providers, where do you see the biggest mismatch between what the buyers say they want and what the agencies think they’re being judged on?
Kersten Buck: I’m not sure if mismatch is the word, but there are simple things you can do: Following up, keeping diligent processes, and doing them all the way through every time. Providing people on the project, account managers and such.
I know from the buyer program manager side, they see so much turnover in the staffing business. They see a lot of turnover from their account managers, and they feel like they have to reeducate people every single time. And that’s just frustrating — whether it’s the rules of engagement at the program level or who is who in the zoo at their particular location.
I think they look to the providers as their eyes and ears, and they really need that information to come forward without having to wait for it or ask for it. So, the more they can bring from a strategy and partnership side: what should we do moving forward, how do we handle this, and just how to be a good partner – I think that, in the long run, both the provider and the end user buyer on the enterprise side win.
Casey Wagonfield: Kersten, this has been awesome. Before we wrap it up, for listeners who want to go deeper into the SIA data or follow your work, where should they go, and how can they connect with you guys? Where would you point them to go?
Kersten Buck: Well, if you’re in Europe next week, we have our Executive Forum Europe conference, and that is going to be a lovely event at the Landmark Hotel in London. We also have coming up in March Executive Forum North America, and that will be in Austin, Texas at the JW Marriott. That’s going to be a great event.
I expect that you’ll see a lot of exciting new things from SIA there as well. If you are interested in membership, you can get in touch with me, and I’ll get you in touch with the right folks from our organization.
But if you even just go to memberservices@staffingindustry.com, they can always help. If you’re a member and you’re looking for a report, they’re another good resource to get help looking for that report. Our website has inquiry forms to get more information as well, if you’re having any trouble finding what you need to find.
And we do have webinars that come up on a periodic basis too. If you don’t get our Daily News, that’s free for everybody. I suggest you get it, it’s your one sure email every day. You can subscribe to that on the website as well.
Rob Geist: Huge thank you to Kersten Buck and the team at Staffing Industry Analysts for sharing such a clear window into what’s happening with buyers, staffing firms, and the tech that connects them.
Casey Wagonfield: Hopefully, this gave you some ideas about how to show up differently with better data, clear specialization, and a more honest story around AI and tech.
If you’re a contingent workforce or procurement leader, hopefully, you have heard a few insights to implement into your program and questions you can start asking your agencies right away.
Rob Geist: We hope you enjoyed this episode. Make sure to follow Staffing Made Simple on your favorite podcast platform.
Please share it with a colleague. We thank everybody for listening, and we’ll see you on the next episode of Staffing Made Simple.
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