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Juggling Flaming Swords? Why More Companies Are Turning to Managed Service Providers If the past few years have taught us anything, it's this: uncertainty is the new normal. Tariffs, regulations, economic curveballs, and global pandemics have made running a business feel like juggling flaming swords while riding a unicycle on a tightrope. Blindfolded. So how do smart companies keep their balance? They get flexible. And that starts with how they manage their workforce. This blog explores why more businesses are relying on contingent staffing and how Managed Service Providers (MSPs) are helping organizations turn chaos into strategy—with better systems for workforce visibility, compliance, and control.   The Value of Contingent Labor The days when contingent workers were just seasonal help or stopgaps are long gone. Today, they are a critical part of a company’s workforce strategy. Contingent talent allows organizations to stay lean, agile, and ready to pivot as needed. Whether it’s filling short-term gaps, launching fast-moving projects, or expanding operations without long-term commitments, contingent staffing offers flexibility and speed. And in a volatile economy, flexibility is power. For hiring managers and operations leaders, that flexibility is key—but only if it’s managed strategically. Without the right contingent workforce management system, it’s easy for processes to become manual, fragmented, and inefficient.   The Challenge: Managing It All Without Losing Control While contingent labor brings a lot of benefits, managing it without structure can quickly spiral out of control. If your program relies on spreadsheets, emails, and crossed fingers, you are not managing it. You are improvising. Without structure, even the most talented teams can lose their rhythm. What starts as smooth coordination can quickly turn into a juggling act no one volunteered for. This is where many companies run into trouble. Without clear oversight, organizations face real risks: compliance violations, misclassified workers, rogue spending, and limited visibility into costs and performance. For procurement and HR teams, this lack of transparency makes it nearly impossible to optimize supplier relationships or benchmark spend. For hiring managers, it means longer fill times and inconsistent quality.   The Solution: Managed Service Providers Enter the Managed Service Provider (MSP). Once seen as too rigid or complex, today’s MSPs are flexible, scalable partners that simplify workforce operations. “The role of the MSP today is less about control and more about partnership,” says Christina McElvaney, Executive VP of managed services provider Synch MSP. “We’re here to help companies simplify complexity, not add to it.” According to SIA’s Workforce Solutions Buyers Survey , 58 percent of companies with 1,000 or more employees already work with a third-party firm to manage their staffing providers. The reason is simple: unmanaged programs carry too many risks. An MSP workforce program provides structure, vendor oversight, and process efficiency. It offers visibility into your contingent labor program, streamlines invoicing, reduces costs, and ensures compliance—without requiring you to micromanage every contract. Think of an MSP as the ringmaster bringing order to the chaos—coordinating every act, keeping the timing tight, and making sure no one drops a torch. When paired with a vendor management system (VMS), an MSP can centralize your contingent workforce data, automate manual tasks, and give you real-time insights into spend, performance, and supplier quality.   Making It Work: How to Get the Most from an MSP Thinking about partnering with an MSP? Success starts with the right approach. Here are three ways to set the stage: Know your goals. Are you aiming for cost savings, better visibility, risk reduction, or improved time-to-fill? Identify your top priorities and share them with potential partners. Treat it as a partnership. An MSP program is not “set it and forget it.” Maintain regular check-ins, align on goals, and keep communication open to get the most value. Get cross-functional buy-in. This is not just an HR initiative. Bring in procurement, legal, finance, operations, and IT to build a strong foundation from the start.   What’s in It for Your Team? A strategic MSP program benefits multiple stakeholders across your organization: Human Resources Gain visibility into contingent labor, improve workforce quality, and meet diversity goals with a centralized system of record. Procurement Achieve cost savings, streamline vendor management, and standardize rates through a vendor-neutral, consolidated approach. Legal Mitigate risk with standardized contracts, compliance checks, and improved classification accuracy. Finance Reduce manual processes and gain accurate analytics through a single, consolidated invoicing and reporting system. Hiring Managers Improve speed to hire, simplify onboarding, and get access to better talent without added complexity. Operations Scale quickly with consistent quality while maintaining visibility into workforce performance and productivity metrics. IT Ensure data security and enable seamless integrations with your existing HR and finance systems.   Key Takeaways Contingent labor has become a strategic workforce solution, not a backup plan. Unstructured programs create risk and inefficiency. MSPs help streamline, centralize, and optimize contingent workforce management. They are fast to implement, cost-neutral, and scalable for companies of all sizes. Successful partnerships are built on clear goals, collaboration, and ongoing engagement.   Final Thoughts Business will always have its share of flaming swords and tightropes. But with the right MSP partner, you can keep your balance—and even make the act look effortless. You can respond quickly, stay compliant, and protect your bottom line. So the next time your business needs to pivot (and it will), keep calm—and contact us to learn how a Managed Service Provider can help you organize and optimize your contingent workforce operations.

As we enter the final quarter of the year, HR professionals face a relentless two major problems: successfully close out the current year while strategically laying the groundwork for the next.  From a staffing agency perspective, Q4 is a unique landscape—a mix of high-stakes seasonal demand, budget scrambles, and the looming shadow of the 2026 talent market. Here’s our breakdown of the biggest Q4 hurdles: 1. HR's Immediate Challenge: Stabilizing the Q4 Strain For many businesses, Q4 is the period of maximum strain. Our clients are fighting to maintain operational stability under immense pressure. The Seasonal Surge and Budget Squeeze:  Whether it’s peak logistics demand, holiday retail hiring, or the aggressive push to finalize IT projects with expiring funds, the need for talent is urgent and specific. Simultaneously, many permanent headcount budgets are frozen until January 1st. The Retention and Burnout Battle:  As workloads surge, employee stress and burnout hit their highest point. If positions stay open—or if temporary hiring is delayed—your core team must carry the extra weight, accelerating the risk of turnover right before the new year. The Staffing Solution:  By quickly deploying skilled temporary workers, we absorb the operational shock, allowing your core HR team to stabilize operations and refocus on their most strategic asset: your permanent employees. 2. The Strategic Pivot: Staffing the 2026 Vision The most forward-thinking HR leaders use Q4 for competitive advantage. The future talent trends we discussed demand a specific, high-level skill set. Securing Specialized 2026 Talent NOW:  The professionals needed to lead 2026 initiatives are extremely scarce. If you wait until the crowded Q1 hiring rush, you will lose them to competitors who planned ahead. The Power of the Q4 Contract-to-Hire:  Unspent Q4 budget offers a golden opportunity. Instead of letting recruitment funds lapse, HR can use them to hire specialized candidates on a contract basis. This is a risk-free talent assessment  period that transitions into a permanent hire in January—allowing you to secure your 2026 talent before  the new year begins. The Staffing Solution:  C onvert Q4 budget into Q1 stability . We can help source the specialized, hard-to-find talent necessary for your 2026 strategic roadmap, ensuring they are engaged, trained, and ready to drive your most critical initiatives when the new year starts. 3. The Ultimate Advantage: Freeing Up Your Team for Strategy Ultimately, the Q4 pressure threatens to turn HR leaders into administrators. You are a strategic partner, but high-volume seasonal recruiting and operational crises hijack your time. By partnering with a staffing company , you get more than just temporary workers; you get a strategic capacity boost : Focus on Planning, Not Paperwork:  We take ownership of the screening, vetting, onboarding, and compliance for contingent staff, freeing your team to finalize 2026 strategy, compliance audits, and budget forecasting. Mitigate Next Year’s Burnout:  By stabilizing Q4 and securing specialized talent early, you reduce the chaos and turnover risk that traditionally plagues Q1, ensuring your entire organization starts the new year focused and energized. Don't let the intensity of Q4 distract you from the huge opportunities of 2026. Let us handle the pressure of today’s  staffing needs so your HR team can lead the strategic evolution of your workforce tomorrow . Ready to turn your Q4 budget into your 2026 competitive advantage? Let’s talk about a strategic staffing plan today.

Constantly balancing the need to find top talent with the pressure to manage budgets is just part of the daily life of an HR manager. The hiring process, while essential, can be a hidden drain on your company's resources. From the time spent sifting through resumes to the financial hit of a bad hire, the costs can add up quickly. This is where a strategic partnership with a staffing agency can make a significant difference. It's not just about filling an open role it's about protecting your company's bottom line. Here are a few reasons working with a staffing agency is a smart financial move: 1. Slash Your Time-to-Hire and Overtime Costs A vacant position doesn't just mean one person is missing; it often means a slowdown in productivity and increased workload for the rest of the team. The Society of Human Resource Management (SHRM) estimates vacancy costs reach $4,100–$5,700 per month per role, when you factor in lost output and overtime pay. And that doesn’t account for the additional, less tangible cost of the burden you’re putting on the rest of your team. Staffing agencies have a deep network of pre-vetted, qualified candidates ready to go. They handle the time-consuming tasks of sourcing, screening, and initial interviews, which means you can fill positions in a fraction of the time it would take to do it yourself. A faster hire means a faster return to full productivity and an immediate reduction in costly overtime. 2. Mitigate the Risk and Cost of a Bad Hire The financial impact of a bad hire is a nightmare for any business leader. From lost productivity and the cost of retraining to the damage to team morale, the total cost can be astronomical. Staffing agencies significantly lower this risk. Their business is built on making the right match. At PeopleShare, we perform extensive vetting, conduct in-depth interviews, and often provide "temp-to-hire" solutions that allow you to "test-drive" a candidate on the job before making a long-term commitment. If the fit isn't right, you simply end the contract, avoiding the costly and disruptive process of permanent termination and re-hiring. 3. Transform Fixed Costs into Variable Expenses One of the most powerful financial benefits of working with a staffing agency is the ability to manage a flexible workforce. Permanent employees come with fixed costs – salary, benefits, payroll taxes, training, and overhead – that can inflate your labor expenses. By collaborating with a staffing agency, you shift many of those expenses to the agency – and you more effectively manage fluctuating workloads, seasonal demand, or specific short-term projects. This model allows you to scale your workforce up or down as needed, ensuring you're only paying for the labor you need at any given time. 4. Reduce Your Administrative and Compliance Burden As an HR manager, you know that the hiring process extends far beyond the interview. There's a mountain of administrative work, including payroll processing, tax withholding, unemployment insurance, and workers' compensation. And let's not forget the ever-changing landscape of employment laws and regulations. In fact, 40% of small businesses are subject to penalties each year from improperly filed taxes. When you partner with a staffing agency, they become the employer of record for temporary and contract workers, which means they handle all the administrative heavy-lifting and assume the liability for compliance. This frees up your HR team to focus on strategic initiatives like employee development and engagement, while the staffing agency ensures you're protected from potential legal and financial risks. 5. Tap into Specialized Expertise and a Broader Talent Pool Finding candidates with niche skills or in a competitive market can be a time-consuming and expensive endeavor. Staffing agencies often specialize in specific industries, giving them a deep understanding of the talent landscape and access to a wider pool of qualified candidates, including passive candidates who aren't actively looking for a job. By leveraging an agency’s expertise, you can quickly find the specialized talent you need without spending countless hours and advertising dollars on a fruitless search. Every decision impacts the bottom line. Working with a staffing agency is more than a convenience; it's a strategic partnership that provides cost savings, reduces risk, and gives you the flexibility you need to build a strong, productive, and profitable workforce.

Welcome to the Insurance LAB, Where Agents are Built Life, Health, P&C, Personal Lines, Adjuster & more Filling positions that require an insurance license is difficult. Agents aren’t sitting around waiting to fill your positions. You could recruit them from your competitors, but they usually don’t stick around long. Or, you could conduct your own pre-licensing education and hope your hire passes the exam. Neither option is ideal. Welcome to the Insuranc e L AB Where A gen ts Are B uil t Learn More FIND YOUR INSURANCE LICENSED AGENTS Filling positions that require an insurance license is difficult. Agents aren’t sitting around waiting to fill your positions. You could recruit them from your competitors, but they usually don’t stick around long. Or, you could conduct your own pre-licensing education and hope your hire passes the exam. Neither option is ideal. There's a Better Way THE MOST INNOVATIVE SOLUTION We have 10+ years of experience building licensed agents, not just sourcing them like everyone else . Licensed Agent Builder is the intersection of recruiting and pre-licensing education. We deliver licensed agents by recruiting qualified candidates, providing their pre-license education, and facilitating their state licensing requirements. We provide the number of agents you need on the day you need them to start. PeopleShare’s Licensed Agent Builder is Easy 4 Easy Steps STEP 1 PICK THE TYPE OF LICENSE YOU NEED - LIFE, HEALTH, P&C, PERSONAL LINES, ADJUSTER & MORE. STEP 2 TELL US HOW MANY AGENTS YOU NEED. STEP 3 TELL US WHEN YOU NEED THE AGENTS TO START. STEP 4 YOUR AGENTS START ON THE DATES YOU ASSIGN Does it work? Let these real-life client results answer that. Carrier Client 175 Agents Ordered 103% Fill Rate Global BPO Client 256 Agents Ordered 107% Fill Rate Global BPO CLient 215 Agents Ordered 125% Fill Rate 10/10 Overall Satisfaction 9.7/10 Likelihood to Recommend See what our clients say about us Senior Business Leader, Global BPO “I was very impressed with the quality of the team… always on point and focused… that executive level engagement was impressive and appreciated.” Director, Talent Acquisition, Global BPO “I liked PeopleShare's open communication and availability for a quick turn around.” Director, Talent Acquisition, Global BPO “Excellent customer service and willingness to partner for the overall success of the employee experience and [company] requirements.” Contact Us Phone (215) 967-3 132 Email insurancelab@peopleshareworks.com

Assess the Health of Your Temporary  Workforce. MSP, Sourcing, Seasonal, REcruiting, RPO, Strategic Solutions The strength of your business starts with your workforce. Learn More PeopleShare’s certified contingent workforce professionals analyze the as-is state of your current workforce, assessing Quality, Efficiency, Cost, and Risk. Based on that analysis, they create and execute a custom strategy to help you achieve your staffing goals. Optimize your temporary workforce, from pre-hire to post-hire, and everything in between. We don’t just manage your contingent workers. We’re an extension of your team, completely aligned with your strategy, mission and purpose. Our certified experts create and execute a unique strategy to achieve your goals, leaving no room for inefficiencies or oversights. OUR SOLUTIONS Custom solutions to help you reach your staffing and business goals. Managed Services Provider (MSP) 360° management of your enterprise-level contingent workforce. Seasonal/Project-Based Recruiting Meet your service deliverables without expanding your internal workforce. Master Services Vendor We’re 100% responsible for fulfilling your staffing needs. Recruitment Process Outsourcing (RPO) An extension of your internal recruitment team in support of large-volume needs. High-Volume Sourcing We deliver high-quality, pre-qualified candidate resumes to save you time and resources. Custom Staffing Programs Unique and tailored strategic solutions to fit your specific needs. The Results Speak for Themselves PeopleShare clients see a significant drop in temporary workforce spending directly after implementation. National medical tech company 13% Savings National freight company 11% Savings National steel manufacturing company 9% Savings CERTIFIED CONTINGENT WORKFORCE PROFESSIONALS (CCWP) With our solutions, you get organization-wide visibility into supplier performance, activity, and spending. Our Certified Contingent Workforce Professionals (CCWP) are certified to design, implement, and manage a successful contingent workforce strategy. They use this data to drive program improvement for you. Want to Learn More? Submit your information, and one of our experts will be in touch soon. First name Last name* Company Name* Email* Phone* Send The Strength of Your Business Starts with Your Workforce

Official local office page for PeopleShare Reading, PA We specialize in temporary, temp-to-hire, and direct-hire staffing roles in clerical, financial, and light industrial jobs. Glen Allen Office Temporary, Temp-to-Hire, and Direct Hire Staffing M ore Precision | More Prep | More Partnership Jobs in Glen Allen About our Glen Allen Office Conveniently located in the heart of Glen Allen, VA Our Glen Allen, VA Office opened on June 15, 2021. Since its founding in 2005, PeopleShare has placed 100,000+ people in clerical and light industrial positions, changing lives in our local communities. Meet the Team of PeopleShare Glen Allen Katy Meacham Sales Executive With 16 years in management and 5 years in outside sales, Katy is bringing her adaptable nature and passion for positive change to the staffing industry. She thrives in collaborative environments where knowledge sharing and teamwork drive success. Katy's background as a professional contemporary dancer and teacher showcases her creativity and dedication to personal growth. Outside of work, she continues to find joy in dance, along with gardening and reading. Inspired by Maya Angelou's words, "Do the best you can until you know better. Then when you know better do better," Katy is committed to making a difference in her community by connecting individuals with fulfilling employment opportunities. Email: katy.meacham@peopleshareworks.com Yamaya Bullock Recruiter New to staffing but with 9 years of experience, Yamaya thrives on making a positive impact. An adaptable organizer, she leverages her customer service background to excel in any situation. Beyond the office, Yamaya brings her fashion sense to life through sewing, enjoys retail therapy, explores new destinations, and savors diverse cuisines. Motivated by the quote "We cannot control the wind but, we can control the sail," Yamaya navigates the dynamic world of staffing with a focus on service and success. Email: yamaya.bullock@peopleshareworks.com Contact PeopleShare Glen Allen Office Address: 4191 Innslake Drive, Suite 114, Glen Allen, VA 23060 Call: 804-573-9100 Email: katy.meacham@peopleshareworks.com First Name Last Name Phone Email How Can We Help? Choose an option Message Send Thanks for submitting! We will get in touch with you shortly. About PeopleShare PeopleShare is a leading staffing and recruiting agency that connects talented job seekers with top companies across various industries. With over 15 years of experience in the staffing industry, PeopleShare has a proven track record of providing exceptional service to both job seekers and employers. We specialize in temporary, temp-to-perm, and direct-hire staffing solutions, providing customized workforce solutions that meet the unique needs of our clients. PeopleShare team of experienced recruiters uses a personalized approach to identify and match the skills and experience of candidates with the requirements of the job. PeopleShare is committed to delivering quality staffing solutions that enable businesses to achieve their goals and job seekers to realize their career aspirations.