Welcome to Humans of Staffing, where we explore the untold stories of the staffing industry’s most interesting leaders and innovators. Join hosts Sammy Singh and TJ Sehmi as they unpack real experiences from agency owners, operators, and the talent that powers the industry. From celebrating customer success stories to diving deep into technology trends like AI adoption, each episode brings authentic conversations about what’s really happening in staffing. Whether you’re running an agency or looking to modernize your operations, you’ll discover valuable insights from those building the future of staffing.
Humans of Staffing
Claim This Podcastby WurkNow
5.0(2 reviews)
18 episodes
Updated Daily
Accepts GuestsHas SponsorsLocation 🇺🇸
29
Podcast Authority
BetaPoorBased on show quality, social media presence, reviews, charts, and more
Quality13
Social0
YouTube82
Engagement32
Podcast Overview
Welcome to Humans of Staffing, where we explore the untold stories of the staffing industry’s most interesting leaders and innovators. Join hosts Sammy Singh and TJ Sehmi as they unpack real experiences from agency owners, operators, and the talent that powers the industry. From celebrating customer success stories to diving deep into technology trends like AI adoption, each episode brings authentic conversations about what’s really happening in staffing. Whether you’re running an agency or looking to modernize your operations, you’ll discover valuable insights from those building the future of staffing.
Language
🇺🇲
Publishing Since
2/18/2025
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29
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Recent Episodes
March 19, 2026
Inclusion is not charity: the business case hiding in your hiring process
<p>What if the most overlooked talent pool in staffing also happened to have four times better retention than traditional hires? <strong>Lisa Doyle</strong>, President and CEO of <strong>Galt</strong>, brings 30 years in the Human Capital space, including senior leadership at ManpowerGroup and Kelly, to a mission she spent her whole career preparing for without knowing it. She tells hosts <strong>TJ Sehmi</strong> and <strong>Mindy Gulledge</strong> that disability talent is not a charity hire, it is a competitive advantage that most organizations screen out before a single capability is evaluated.</p><p>Lisa walks through Galt's full placement model: sourcing exclusively from community partners with high concentrations of disability talent rather than job boards, running the IRIS psychological assessment to measure attributes like grit and self-confidence before placement, and delivering one-on-one coaching that continues after placement and expands to include hiring managers. The result is that managers who start skeptical frequently end up as the talent's loudest internal advocates, running the halls to find them new roles when an assignment ends.</p><p>Topics discussed:</p><ul><li><p>Skills-based hiring: 25 years ahead of the trend</p></li><li><p>Why disability talent is screened out before capabilities are discussed</p></li><li><p>IRIS assessment and pre-placement coaching model</p></li><li><p>Sourcing from community partners, not job boards</p></li><li><p>Four times better retention in client results</p></li><li><p>Coaching hiring managers alongside placed talent</p></li><li><p>AI bias risks and human guardrails in inclusive systems</p></li><li><p>Anyone can become disabled: building inclusive from the start</p></li></ul><p></p>
March 5, 2026
The outreach approach that got responses when nobody knew her name
<p>After 23 years as a CVS Health executive, Jennifer Chavez bought a recruiting franchise. No warm pipeline, no corporate brand behind her. What got her first clients and candidates? She kept reaching out with messages intentionally written to make people laugh, and kept going back to the same people until they picked up. When they finally did, the most common response was: "I wanted to reply, I was just busy."</p><p>Jennifer also makes the case that skilled trades are the most undersupplied talent pool in the market right now, not tech. She's watching small manufacturing companies in Arizona, machine shops and clean air technology firms, struggle to find CNC machinists and technicians in ways that semiconductor companies with major PR budgets never have to. The shortage is not about willingness to hire. It is about not having enough people who know what the work is or want to do it.</p><p>Topics discussed:</p><ul><li><p>Transitioning from Fortune 500 executive to solo franchise owner</p></li><li><p>Outreach tactics that generated responses without a recognizable brand name</p></li><li><p>How Jennifer selects clients before committing recruiter time to a search</p></li><li><p>Building day one onboarding steps into the recruiting process itself</p></li><li><p>Why skilled trades are outpacing tech in unfilled demand right now</p></li><li><p>AI policy gaps in small and mid-size businesses and who owns that problem</p></li><li><p>Advanced manufacturing, med device, and biotech hiring trends in Arizona</p></li></ul><p></p>
January 29, 2026
The profitability pyramid: Taking a staffing firm from $4M losing money to $3M with $400K profit
<p><a href="https://www.linkedin.com/in/shaneglavinmba/" target="_blank" rel="noopener noreferer">Shane Glavin</a> built <a href="https://www.linkedin.com/company/power-cfo/" target="_blank" rel="noopener noreferer">PowerCFO</a> after serving as CFO at LaborMAX Staffing, where he watched small agency owners at conferences celebrate rate wins that were actually bad deals. His profitability pyramid framework took one client from $4M in revenue operating in the red down to $3M in revenue with over $400K profit by strategically cutting unprofitable clients and fixing margin leakage most owners don't even know exists.</p><p>The numbers tell the real story: 70-80% of staffing agencies use factoring. Only 5-10% operate on their own cash, meaning the vast majority are functionally working for their funding companies. Shane's diagnostic process reveals why. He audits three years of tax returns and internal financials, and in 10-15% of cases finds catastrophic errors. One client's bookkeeper had been reconciling bank deposits against AR instead of offsetting it, double-counting over $1M in revenue. That client paid $400K in excess federal taxes before Shane filed an amended return. These aren't edge cases. They're symptoms of an industry flying blind on horrific data while making strategic decisions off symptoms instead of diagnosing root problems.</p><p>The seven layer profitability pyramid builds sequentially: you cannot move to layer two before mastering layer one. Layer one establishes timely, accurate monthly financial reviews and 13-week cash projections. Layer two implements weekly flash reports tracking the KPIs that actually matter. Layer three focuses on identifying real problems versus symptoms. Layers four through seven cover solution selection, execution, process adherence, and measurement. The firms that follow this framework aren't just profitable. They're acquisition-ready, with diversified client bases, documented margins by client, and operations that don't depend on the owner as a single point of failure.</p><p><strong>Topics discussed:</strong></p><ul><li><p>The seven layer profitability pyramid that must be built sequentially, starting with monthly financials and 13-week cash projections</p></li><li><p>Why only 5-10% of staffing agencies operate on their own cash while 70-80% depend on factoring relationships</p></li><li><p>The double-counted revenue error that cost one client $400K in overpaid federal taxes before amended returns</p></li><li><p>How the $4M to $3M revenue case study worked: strategically cutting unprofitable clients to convert margin to cash</p></li><li><p>Client concentration risk killing valuations: why 70% revenue dependence on one client makes a firm nearly unsellable</p></li><li><p>The margin leakage diagnosis: three core metrics of revenue, margin depth beyond surface level, and actual cash flow</p></li><li><p>Weekly flash reports as baseline requirement, not advanced practice, for competitive operational advantage</p></li><li><p>Root problem identification versus symptom chasing: why layer three of the pyramid focuses on real issue diagnosis</p></li><li><p>Acquisition readiness factors: client diversification, margin spread by client, and reducing owner dependency as bottleneck</p></li><li><p>The 13% technology waste pattern: unused software burning margin because owners chase shiny tools without strategic vetting</p></li></ul><p><strong>Listen to more episodes: </strong></p><p><a href="https://podcasts.apple.com/us/podcast/humans-of-staffing/id1797164983"><u>Apple</u></a> </p><p><a href="https://open.spotify.com/show/4huU43yvns4lSUHUABtdN2?si=fcdadcb790aa4e26"><u>Spotify</u></a> </p><p><a href="https://www.youtube.com/playlist?list=PLeqX1NdJRjc8mMVQZmOyg0G1_3HjqLz3-"><u>YouTube</u></a></p><p><br></p>
18 total episodes available
Recent guests on Humans of Staffing
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Jay Prock
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Liza Rodewald
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Chloe Ryan
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Gary E Benedik
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David Windley
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Jeremy Langevin
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Jay Mattern
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Stu Churchill
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