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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.

Nothing like a little friendly competition to bring teams together! < Back Topgolf Illinois Team Event David Nadiradze Sep 12, 2021 Nothing like a little friendly competition to bring teams together! PeopleShare’s Illinois branches recently got together for a fun team event! Our teams from 5 locations, along with Co-CEO, Ryan Clark, SVP, Mike Linden, and VP of Operations, Tiffany Suesz, spent the night out playing a competitive round of Top Golf. Branch Manager, Anthony Kierna and his Burbank team – Cathy, Berenice, and Nancy, along with Kristie from our Corporate team, each took home a trophy! Teamwork is one of PeopleShare’s four values, so bringing our teams together is something we’re thrilled we’re able to do once again. We can’t wait for more team building events soon! Previous Next

Collegeville, PA – Ryan Clark, the driving force behind PeopleShare, a leading staffing firm, has been named a Titan 100 for the second consecutive year. This prestigious award recognizes top CEOs who demonstrate exceptional leadership, vision, and a commitment to excellence. < Back PeopleShare CEO Ryan Clark Earns Second Titan 100 Award PeopleShare Marketing Oct 7, 2024 Collegeville, PA – Ryan Clark, the driving force behind PeopleShare, a leading staffing firm, has been named a Titan 100 for the second consecutive year. This prestigious award recognizes top CEOs who demonstrate exceptional leadership, vision, and a commitment to excellence. Clark's second win comes after a year of remarkable achievements for PeopleShare. Not only did the company navigate a successful acquisition by global staffing giant PROMAN , but it also expanded its reach into new markets and embraced innovative technologies like AI. "It's been a whirlwind year," Clark commented. "Joining forces with PROMAN has propelled us onto the world stage, and we're now the 11th largest staffing firm globally. But it's not just about size – we've maintained our core values and commitment to connecting employers with the best talent." Clark credits PeopleShare's success to a collaborative approach and a focus on nurturing future leaders. The company has implemented internal career development programs and partnered with organizations like Liguori Academy to provide apprenticeships and mentorship opportunities. "We believe in investing in people," Clark explained. "By empowering our team and providing pathways for growth, we're building a stronger future for the staffing industry as a whole." Clark's dedication to innovation and community impact has clearly resonated with the Titan 100 judges . His second consecutive win solidifies his status as a leader to watch in the staffing industry and beyond. Previous Next

Congratulations to PeopleShare Co-Founder David Donald for being recognized as a Philadelphia Titan of the Day by Titan 100, a program that recognizes Top 100 CEO’s & C-level executives. Titan 100 honorees are among the best of the best in their industries, demonstrating exceptional leadership, vision, passion and influence in their field. < Back Titan of the Day – PeopleShare Co-Founder David Donald David Nadiradze Jan 11, 2023 Congratulations to PeopleShare Co-Founder David Donald for being recognized as a Philadelphia Titan of the Day by Titan 100, a program that recognizes Top 100 CEO’s & C-level executives. Titan 100 honorees are among the best of the best in their industries, demonstrating exceptional leadership, vision, passion and influence in their field. Congratulations to PeopleShare Co-Founder David Donald for being recognized as a Philadelphia Titan of the Day by Titan 100 , a program that recognizes Top 100 CEO’s & C-level executives. Titan 100 honorees are among the best of the best in their industries, demonstrating exceptional leadership, vision, passion and influence in their field. Congratulations David! David G. Donald can trace his entrepreneurial roots to his mother, who operated her own small business as a single mom. When he started his professional career, Donald co-founded Keystone Staffing with his mother, leaning on her business experience to guide them. Donald eventually moved on to another staffing company, where he met Ryan Clark. In 2005, the pair founded PeopleShare, the staffing firm where Donald serves as co-CEO. The business has grown to one of the 100 largest staffing companies in the country and has been recognized on the Inc. 500 and Best Places to Work lists multiple times. Along the way, PeopleShare acquired companies in Virginia, Illinois, and North Carolina, and now operates in 8 states with more than 40 offices. The company aims to grow to 49 offices this year through organic growth and acquisitions. “We’re going to add companies to our portfolio that fit our niche business model,” the company said. Company leaders envision growing to 75 offices and $375 million in revenue in the next five years. The culture built under Donald’s leadership makes PeopleShare stand out, Donald’s team said. “Dave believes in investing in our employees and creating a culture of innovation where employees’ ideas and feedback are heard and taken seriously,” his team said. “Last year, PeopleShare started paying back employees’ student loans — $250/month directly to the lender. We’re one in 1,000 companies that pay student loans to this level. This year, PeopleShare saw a drastic increase in the cost of medical benefits, like many businesses did. Not 1% of that increase was passed onto employees. When the HR director presented Dave with the news of the increase, his response was immediate and simple: ‘PeopleShare will pick up 100% of the increase.’” PeopleShare has received numerous awards and recognitions under Donald’s leadership, including Forbes 2021 America’s Best Temporary Staffing Firms, Inc. 5000 Fastest-Growing Private Companies, Philadelphia Business Journal’s Best Places to Work for 10 consecutive years, and Inc. Magazine’s 500 Best Places to Work in Pennsylvania. Donald was recognized as Smart CEO Top 50 CEOs to watch and was an Ernst & Young Entrepreneur of the Year finalist. He serves on the advisory board for Temple University’s Fox School of Business. He is an alumnus of the college, where he also played football. “To lead is to inspire. If your passion is genuine and authentic, people will not only follow you, they will propel you,” he said. The Titan 100 is a national program that recognizes the top 100 CEO’s and C-level executives in a region. Representing both the private and public sector, these Titans of Industry demonstrate exceptional leadership, vision, passion, and influence in their field. The Titan 100 are recognized at an annual awards event, published in the Titan 100 book, and given the opportunity to connect multiple times throughout the year with their fellow Titans. The Titan 100 is one of the fastest-growing, most powerful communities of executives across the nation. Titans must be nominated and selected annually with the pinnacle achievement of being recognized as an elite Hall of Fame honoree in their third year. Read more about the TITAN 100. Previous Next