Cam Farmer

Recruitment is changing faster than most agencies are willing to admit. CV scanning, manual shortlists, and gut-feel interviews don’t scale — and they don’t compete with AI that can read thousands of profiles in seconds, match skills objectively, and remove bias from first-round screening. This isn’t a threat to recruiters. It’s a warning. AI won’t replace recruiters, but recruiters who use AI will replace those who don’t. #RecruitmentTrends #AIInHiring #FutureOfWork #HRTech #TalentAcquisition

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Predicting recruitment trends for buy-side technology hiring in 2026. If you want more detail HMU 1) The enforcement of 2-3 year non-competes in certain funds will lead to mass resignations and a push of buy-side talent into sell-side or out of industry 2) Funds will go closer to evergreen person/skill needs and engage good candidates on more speculative basis, with multiple potential teams interested 3) The 'single-job, here's a jd, send a cv' will erode in more widespread skills hiring but remain in niche skillsets 4) Traditional 'skills and experience' will be come more malleable and transferable 5) Significant reduction in effectiveness of Linkedin from both talent aquisition and job acquisition perspective 6) Significant decline of 'direct apply' model replaced by buy-side talent teams direct recruiting/targeting people through multi-platforms 7) Simultaneous emergence of AI-based talent agents/tech + re-emergence of well connected agencies as critically important (good, small agencies only though) 8) Companies beginning to re-assert specific culture of their business and an acceptance of difference. Move away from generic 'we're just really lovely people' in current company marketing 9) Comp levels continuining to rise whilst volume of jobs available declining 10) New job titles being created with a centering on the conduit in whatever variation. Brave new world. As its the weekend here’s a photo of the new red light set up at home. Cos I’m deep in the red light atm

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Contractors aren’t just a quick fix - they’re a smart solution for KYC remediation, if you use them right! When you’re facing regulatory deadlines and high-volume backlogs, experienced KYC contractors can give you the scalability, control and speed you need without sacrificing quality. Here’s how to get it right: 🔹 Accelerate delivery without burning out your BAU team Deploy contractors to tackle routine but essential KYC tasks, freeing up your internal team to focus on oversight, exceptions, and long-term risk controls. 🔹 Use the right people for the right tasks Remediation work may be repetitive, but it still demands regulatory knowledge, attention to detail, and delivery discipline. The best contractors have done this before, and that experience keeps QA pass rates high. 🔹 Structure for outcomes, not admin Don’t just fill seats. Assign contractors to clear, outcome-driven workflows with measurable targets. Whether it's periodic reviews, outreach, or 4-eyes, every role should support progress and reduce rework. Done properly, contractor delivery is effective, scalable and compliant! If you’re building or struggling to scale a KYC remediation team, happy to share what’s working well in the market. #KYCremediation #contractordelivery #AML

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Hiring tech contractors has become more challenging. Not because the demand isn’t there, it’s quality. The new adjusted rate cards have a lot to do with it. On paper, it’s an employer’s market as there is more supply than demand, so rates have come down compared to 12 months ago. But top talent is and will always be at a premium. Rate cards speak to the market as a whole, not the top tier. This is creating friction. Leaders are navigating exceptions, or finding creative ways to bring in the right people outside of standard staffing programs, because at the end of the day, mission-critical projects don’t slow down just because rate cards do. With regulatory pressure forcing modernization, upgrades, and system builds while AI demand is sky rocketing; top talent will continue to be essential. The new rate cards just make it more interesting in how you attract and engage them. And that’s why we’re working closely with tech leaders who need the best people in place to deliver.

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The Future of Recruitment: What 2025 Holds for Staffing Agencies The world of staffing is changing faster than ever. By 2025, the agencies that thrive will be those who adapt and innovate and tech is leading the charge. Here’s what to expect: ✔ AI + Automation: Streamline resume screening and candidate matching to free your team for more valuable work. ✔ Skills Over Degrees: It’s time to prioritize talent based on abilities rather than traditional credentials. ✔ Candidate Experience: A smooth, efficient recruitment process is non-negotiable in a competitive market. ✔ Remote & Flexible Work: If you're not offering hybrid solutions, you’re already behind. ✔ DEI & ESG: Diversity, equity, and social responsibility aren’t just buzzwords, they’re essential for attracting the best talent. At Blink Hire, we’re already helping staffing agencies leverage AI and automation, create an exceptional candidate experience, and build inclusive, diverse teams, without the overhead. Want to know how we do it? Let’s talk.

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Staffing agencies beware: IndeedFlex isn’t partnering with you. They’re replacing you. They’ve built the tech stack agencies wish they had: • Verified worker marketplace • Smart shift matching • Real-time ratings and attendance • Same Day Pay via embedded fintech • Workforce management tools to oversee your internal team and your vendors This isn’t a vendor. It’s a competitor with better data, faster fill times, and tighter client lock-in. And they’re not stopping at temp fill. They’re building the infrastructure to run hourly staffing end-to-end—without you. • If you’re still selling labor without tech, you’re already behind. • If you’re still treating Indeed as a job board, you’re missing the bigger play. To compete, staffing firms need more than recruiters. • They need platforms. Liquidity. UX. Payments. Analytics. • They need to own the operating layer—or risk being managed by it. The future of staffing isn’t about who has the best candidates. It’s about who controls the system that delivers them.

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We don’t start searches with a JD. We start with a system. Inside VU Talent, every hire starts in our stack: Headcount + runway in a live model (Notion + Airtable) Comp benchmarks pulled in real-time from Levels.fyi + Crunchbase Signal-based sourcing via Clay triggers (funding, launches, leadership moves) Evaluation + onboarding run async with scorecards + AI tagging from Granola This is why founders plug us in before their first or next hire — the system keeps running long after the role is filled. It’s modular. It’s embedded. And it works at the pace of a startup. If your talent team isn’t running like this, you’re bleeding runway.

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We often hear how recruiters’ prep for a new week or month. But what about the people behind the scenes? Here’s what that looks like through an ops lens: 📊 Funnel Performance What’s converting? What’s stalling? Time-to-fill, source quality, offer acceptance, all under the microscope. ⚙️ Tech Stack Review Are we using our tools well? Any gaps in adoption, or new rollouts we should know about? 🤖 Automation Check-In Are our automations actually saving time? Or are they adding noise? 📈 Sales Activity & Conversions Are consultants hitting outreach targets? How are leads moving through the funnel? 💬 Engagement Who's gone quiet? Who needs a follow-up? Are we on top of SLAs and re-engagement? 💡 Forecasting & Capacity Can we deliver on the pipeline ahead? Do we need to scale up or shift resources? 🗂 CRM & Data Hygiene Are contacts current? Job statuses accurate? Because clean data = smart decisions.  The goal? Clarity → Efficiency → Better outcomes for clients and candidates. Would love to hear from others in Ops: What’s in your weekly or monthly checklist? 

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✨ The power of a well-run hiring process. ✨ In standard contingent recruitment, the goal is simple: Get the best available candidate, fast. And that's fine, I get it. But after years in this trade, one thing is clear: The best available isn’t always the best fit. That’s where strategic patience, followed by process, comes in. The real difference-makers are not scrolling job boards. They’re being approached through networks, taking their time to evaluate the role, the culture, and the real ROI behind the opportunity before even deciding to have a chat. Recently, we placed an exceptional Head of Security. They weren't in the first shortlist, nor were they actively looking, but with the right engagement, communication and a well-paced process, they took the time to fully consider the move. Worth every extra day of waiting. The takeaway? Whether you go retained, contingent, or hybrid, invest in a thorough, transparent process and choose your recruitment partners wisely. It’s not only about hiring the fastest. It’s about hiring right! #ExecutiveSearch #Recruitmentprocess #LeadershipHiring #StrategicRecruitment North Star Partners

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Some TA teams have a filter on their inboxes to delete cold emails from recruiters. So how do you get in front of HR. Try this. Ask 10 existing clients the following “what’s the one piece of data that you don’t have access to that would help you improve hiring?” Keep asking but 10 is a start. Get as much of that data as possible; from candidates clients, job ads, careers pages, reports, your crm etc… Put the all the data into your own report. Now every TA or HR Leader you speak to you can say. “I know you’re not hiring… I was just taking to HR leaders at a few other companies who said they’re looking to reduce cost of hire whilst improving the speed at which new hires are fully up to speed. “So we actually looked at a ton of data on this and found some unusual info that’s helping some businesses reduce cost of hire and time to impact by X% when they do hire “Right now they’re paying $150 a month, but I can share this months data with you free, if you’re interested to see it.” Don’t expect a 100% hit rate. This is about marginal gains. Just make sure you get a meeting to present the data in person. —— Selling the insights is optional. It’s just a really powerful way to get into bed with a client. And by giving the data a price, you dramatically increase its value.

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Making money while you vacation is possible… with this model 👇 Most recruiters chase quick wins: 👉 Perm hires 👉 One-off placements 👉 Transactional deals But if you want to build something stable and predictable… You need a desk that doesn’t reset to zero with every req. Here’s why government + contract recruiting changes everything 👇 ✅ 1. Consistent Volume Dozens of roles at once, year-round. ✅ 2. Long-Term Billings Contracts run 12–24 months (or longer). Recurring, predictable monthly revenue. ✅ 3. Low Attrition Once they’re in, they stay. Fewer fall-offs = less churn + more stability. This is how I transformed my desk from reactive to predictable (and stress-free). 👉 I get it… Contract + government recruiting can feel intimidating — most recruiters avoid it because they don’t know where to start, or they think the barrier to entry is too high. That’s exactly why I built my free Recruiter Toolkit — to make it simple and actionable so you can build a desk that bills monthly and scales without burnout. 💡 What’s your #1 challenge with contract or government recruiting? Drop it in the comments 👇 and I’ll get you on the waitlist for the next release of the Toolkit. #recruitment #recruiterscaling #businessgrowth #contractrecruiting #TimeRichRecruiter

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The Cost of Hiring is Rising-Here's How to Cut It in Half with Al Hiring costs have skyrocketed. ❌ The average cost-per-hire is now $4,500–$5,000—even before recruiter fees ❌ Agency placement fees run 20–30% per hire, which means $15K+ for a mid-level role ❌ Internal recruitment teams cost $60K+ per recruiter—yet many still rely on job boards and LinkedIn sourcing This is why forward-thinking companies are switching to Al-driven hiring systems: ✅ AI automates sourcing and outreach, reducing manual effort by up to 80% ✅ Video outreach nurtures talent pools, so you’re not starting from scratch every time ✅ An AI-powered hiring engine replaces costly per-hire fees with a scalable, in-house system Companies that install this system cut hiring costs in half while hiring faster than their competitors. If you're tired of paying excessive fees, let's talk about how Al can transform your recruitment process.

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