New Product: WiseOx is excited to announce a series of enhancements designed to elevate user experience and functionality. The improved design offers a cleaner, more legible chat interface, with enhanced whitespace and a reorganized sidebar for seamless navigation. Users can now focus better on their conversations by hiding the sidebar when needed. Additionally, the new file attachment feature allows users to upload documents and images directly into the chat, enriching interactions with AI Mascots™. The introduction of web search capabilities enables users to provide URLs in their prompts, allowing the AI Mascot™ to fetch and present relevant information from the web. To enhance security, the guest sign-in feature captures names and emails for public AI Mascots™, ensuring a secure and personalized experience.
New Customers: Commonwealth Senior Living has chosen WiseOx to bolster their HR capabilities across more than 35 communities, supporting over 2,000 associates and accommodating over 2,700 residents. Their AI Mascot™, "Henry," is designed to streamline HR processes, ensuring efficient management and support for their expansive network. Similarly, Champion Care, with its 26 communities and diverse care services, has turned to WiseOx for assistance. Winonah Loucks, VP of Human Resources at Champion Care, noted that their WiseOx AI Mascot effectively performs tasks equivalent to two full-time employees, showcasing the significant impact of AI in optimizing workforce efficiency.
Expanding Partnerships: WiseOx is thrilled to expand its partnerships with state associations in the senior living sector. Having established a presence in Texas, Florida, and California since early 2024, WiseOx is now launching AI Mascots for state-based regulations in Virginia (VALA), Oklahoma (OKSLA), and Wisconsin (WALA) in Q1 2025. Fritz Brumder, WiseOx CEO, will be speaking at the WALA conference on February 27th, emphasizing the role of WiseOx in educating the industry about AI opportunities and providing accessible tools for implementation.
Innovative approach: WiseOx has trademarked the term “AI Mascot” and their customers are falling in love. Fritz shared that “Our customers are constantly commenting how much they love our spin on 'Mascots' instead of 'Agents.' Combined with our beautiful UI it is a slick offering for innovators and approachable AI for the masses!”
AI Mascots™ are designed to handle routine tasks, reduce operational costs, and unlock new revenue opportunities with unmatched efficiency. Top use cases include HR, Compliance and Sales & Marketing. Learn more at https://wiseox.com/ or reach out the CEO Fritz Brumder fritz@wiseox.com.

During this period, people weren’t satisfied with their work environment, industry they worked in, schedules, and work/life balance so they resigned at alarming rates. In fact, approximately 47 million people quit their jobs in the US according to the US Bureau of Labor & Statistics. 8 out of 10 professionals who left their jobs later regretted their decision.
 

Fast forward to 2024 and we’re no longer dealing with The Great Resignation but The Great Talent Stagnation.  The term has been coined to describe a period when employee career advancement has been hindered.

External recruiting firms exclusive to the senior living and long-term care industry can be a significant help in finding and hiring first-rate talent. There are many benefits for in-house talent acquisition teams who partner with external recruiters.  In this blog, we’ll list the benefits as well as explore how to optimize the partnership between talent acquisition teams and external search firms for success.

Evolution of Talent Acquisition

The senior living talent acquisition landscape has evolved over recent years.  Demographically, the senior living industry has experienced significant growth due to the ever-increasing aging population and their desire for high-quality care and enhanced quality of life. As the demand for senior living services rises, so does the necessity for attracting and retaining top talent to provide exceptional care.

Senior living organizations have typically relied on their in-house talent acquisition teams for the strategies and processes required in order to identify, attract, secure, and retain talent. However, as we all know, senior living faces many challenges including a shortage of qualified workers and high turnover rates. Plus, according to SHRM, as technology advances and hiring needs have become more specialized, many organizations don’t have the bandwidth or expertise to hire for complex roles or executive leadership positions. Enter the external recruiting firm. They can help organizations recruit candidates, perm and interim, with specialized skill sets and the right amount of experience.

External senior living recruitment specialists focus exclusively on finding and placing highly qualified candidates in roles that align with an organization’s specific needs and culture.

What are the Top 5 Benefits of Partnering with an External Senior Living Recruiting Firm?

-Expanded Candidate Pool. External recruiters have access to a broader network of candidates in the industry, including passive candidates who may not be actively seeking new opportunities. This expands the talent pool and increases the chances of finding the right fit for open positions.
 

-Time & Resource Savings. An organization’s in-house talent acquisition team can save time and resources by outsourcing time-consuming tasks such as candidate sourcing, screening, and vetting as well as conducting initial interviews. In addition, external recruiters can expedite the hiring process by quickly identifying highly qualified candidates and moving the hiring process along. This can reduce the time to fill metrics and help organizations meet their talent needs more efficiently.
 

-Market Insights & Trends.  Recruiting firms often have valuable insights into market trends, salary benchmarks, competitor analysis, and candidate expectations. This can lead to a more informed decision-making process.
 

-Flexibility. Working with an external recruiter allows for flexibility through their interim options. An organization might need a short-term hire to fill a vacancy or work on a special project without having to make a long-term commitment. In addition, interim coverage also takes the pressure away from having to immediately hire to fill a position. Rushing to hire can cause a mismatch which can be a costly mistake.  Plus, it’s a great way for companies to “try before buy”.
 

-Improved Candidate Experience. External recruiters can often enhance the candidate experience by providing personalized communication, timely feedback, salary negotiations, and a positive impression of the hiring process. In turn, this reflects positively on the employer brand and helps to attract the best talent.

To illustrate these benefits we spoke with Amy Stewart, Executive Search Consultant with MedBest, regarding a recent collaboration with a client’s talent acquisition team when their search for an Executive Director in St. Louis was proving elusive. According to Amy, “We immediately went to work with an understanding of the Midwest job market and leveraged our industry connections, and deployed targeted search methods. Within a month, a candidate who seamlessly fit the client’s criteria emerged. The collaboration between MedBest and the internal team demonstrated tangible results, with the client expressing satisfaction not only with the speed of the process but also the caliber of the candidate presented. They hired our candidate immediately.” 
Read full story.

Strategies for Collaborating with Recruiting Firms Effectively

Having a strategy in place when collaborating with external recruiters is crucial for the following reasons:

-Clarity of Role(s). Articulate your hiring needs. Be very specific in your job descriptions, required skills, experience level and cultural fit.
 

-Set Expectations.  Establish clear timelines and regular communication with recruiters.
 

-Teamwork. Collaborate with the recruiting firm’s team providing feedback on candidates and interviews and adjust search criteria, if needed.
 

-Responsiveness. Promptly respond to inquiries, provide feedback, and stay on top of candidate submissions to keep the process moving along.
 

-Maximize Results. Regularly review progress made, quality of candidates, and overall effectiveness of recruiting firm’s efforts.
 

-Transparency. Keep the recruiting firm updated on any changes in your hiring needs, timelines, and company priorities that may impact the search.
 

-Relationship Building. Cultivate a strong working relationship with the recruiting firm based on trust, transparency, and open communication for this and future collaborations.

Summing it up

As the senior living job market grows increasingly competitive, a strong partnership between your organization’s talent acquisition team and an external search firm can be a game-changer when it comes to the hiring process and the quality of candidates.

If your organization is looking for help to identify, recruit, secure, and retain the best talent for your senior living / long-term care executive roles, MedBest Recruiting can help. Reach out to us at 727-526-1294 / https://www.medbest.com/client/

ABOUT MEDBEST
MedBest is an award-winning national Executive Search Firm exclusive to the Senior Living / Long Term Care Industry. For more than two decades, we have connected senior living / long term care organizations with exceptional senior living executive talent for both permanent and interim roles. MedBest was named as a  Top 20 Executive Search Firm and Top 10 Interim Services Provider! In addition, we were one of American’s top companies by Inc.5000 and a Tampa Fast 50 Company in 2021! MedBest is a member of the National Association of Personnel Services (NAPS), National Investment Center for Senior House (NIC), and American Staffing Association (ASA). Contact MedBest at 727-526-1294.

For those in senior living, have you thought about where you want to be in a year from now? If so, this blog was written with you in mind.

It doesn’t matter whether you’re looking for a promotion, to increase your skills, find fulfillment, or change senior living/long-term care organizations, it’s important to define actionable goals to reach your career ambitions.

To help you get where you want to go, here are 10 examples of short-and long-term steps:

Enhance Your Personal Brand

Actively manage and promote your unique identity, skills, and values. Invest time in improving your LinkedIn profile and any other active social channels. Build a positive online presence and put your best foot forward. Be sure to showcase your background, abilities, and accomplishments. Make sure that you stand out from the pack.

Grow Your Professional Network

Work toward building key connections in the senior living industry. This will involve attending industry events and work-related events. Also, join online relevant communities and engage in conversations. Networking is about developing meaningful relationships and offering value to others in return.

Take Your Skills to the Next Level

Think about what skills are required to perform your job. The soft and hard skills that are “must haves”.  You can hone these skills through classes, workshops, seminars, webinars, connecting with a personal mentor, etc. Push your abilities to the next level.

Become a Life-Long Learner

Think about acquiring new skills on an ongoing basis for career development and competitive edge. Continuous learning enhances skills such as problem solving, critical thinking and innovation. This keeps you relevant and valuable in the eyes of employers.

Advance in Your Organization

You may want to advance in your organization by moving to a better position or leadership spot that suits your skills and ambitions. Think about the skills you’ll need or the steps you need to take to reach that goal.

Strive For a Leadership Role

If you want a leadership position in your organization, you must first demonstrate leadership qualities plus seek opportunities to lead projects and take on new initiatives. You must be able to deliver results on time and exceed expectations.

Earn a Higher Salary

Most of us want to work towards earning a higher salary. Earning more helps with financial security. To earn a higher salary, focus on enhancing your skills, demonstrating the value you bring to your employer, and consistently delivering results. If needed, agree to take on additional responsibilities and consider negotiating your compensation.

Learn New Technologies

Employers value tech-savvy professionals. Learning new technologies can advance your career by making you look adaptable, versatile, and efficient. Plus, if you’re looking to change organizations, you’ll have a competitive advantage over other job candidates. Learning new technologies may also allow you to earn a higher salary.

Become a Mentor

Sharing your knowledge and expertise can foster a positive reputation in our senior living industry. Plus, mentoring enhances your leadership and communication skills. It may even provide a sense of personal fulfillment and growth.

If Changing Jobs, Prepare for Interviews

Interview preparation is necessary before you begin scheduling interviews. In fact, MedBest offers a number of interview tips for mobile, video and face-to-face interviews.  Some important points include doing your homework and researching each company prior to the interview, video and record yourself practicing the answers to commonly asked questions and be prepared to ask the interview some questions you need answered. Show genuine interest and ask about next steps.

Setting career goals in 2024 provides direction and motivation.  It gives you a clear roadmap for your aspirations. It helps you focus on personal and professional growth plus brings a sense of accomplishment once you reach them.

ABOUT JULIE RUPENSKI

Julie Rupenski is the Founder & CEO of MedBest Recruiting. Since opening its doors in 2001, Julie has grown MedBest into an award winning, multimillion dollar national firm, garnering impressive awards including INC 5000 2021 and Tampa Bay Fast 50 2021 and Top Interim Services Provider 2023!  In addition, Julie was named as one of the “Top 100 Women Leaders in Tampa 2022″ by Women We Admire.

MedBest has gained national recognition due to Julie’s industry expertise and high level of success. Julie has an in-depth knowledge of the senior living / long term care industry.  She previously worked in operations for both senior housing and senior living prior to founding MedBest. Today, Julie and her industry-savvy team of recruiters, make it their mission to place exceptional industry executives in senior living positions where they have the greatest impact.

ABOUT MEDBEST
MedBest is an award-winning national Executive Search Firm exclusive to the Senior Living / Long Term Care Industry. For more than two decades, we have connected senior living / long term care organizations with exceptional senior living executive talent for both permanent and interim roles. MedBest was named as a Top 10 Interim Services Provider 2023! In addition, we were one of American’s top companies by Inc.5000 and a Tampa Fast 50 Company in 2021! MedBest is a member of the National Association of Personnel Services (NAPS), National Investment Center for Senior House (NIC), and American Staffing Association (ASA).

With that in mind, here are 7 senior living / long-term care workforce trends that you may want to focus on as we go into 2024!

AI Helps Senior Living Talent Crunch
Artificial Intelligence (AI) will play a significant role in addressing staffing shortages in the senior living industry. With AI powered tools, organizations can sift through resumes faster and help to identify suitable candidates quickly. AI driven chatbots and virtual assistants can guide new hires through the onboarding process and reduce the HR workload. In addition, look to AI for staffing optimization, shift planning, robotic caregivers, and more virtual consultations.  While AI can address staffing shortages, it’s important to remember that technology should complement, not replace, the human touch in senior care.

C-Title Gains Ground
Since AI has been rapidly evolving, industries including senior living, are exploring the possibility of adding a fairly new C-Suite title of Chief Artificial Intelligence Officer (CAIO). This CAIO role is now required at all federal agencies and likely coming your way.  Duties of the CAIO include creating a strategy for using both Generative AI such as OpenAI’s ChatGPT and traditional AI, determining where AI can transform business processes, finding ways to drive new business, ensuring staff is properly trained to use AI, and staying current with AI ethics as well as any regulations and compliances coming down the pike.

Leadership Skills Emphasized
This past year revolved around change due to AI advances, return to office policies, talent recruitment hiccups, political challenges, and economic uncertainty. As we gear up for a new year, senior living leadership will require these 6 honed skills sets to inspire their teams for greatness: adaptability, tech savviness high emotional intelligence, communication, authenticity, and conflict resolution.
-Adaptability to navigate the ever-changing business landscape especially with AI
-Tech Savviness to drive business transformation
-Emotional Intelligence to understand one’s emotions as well as recognize and manage others’ emotions and perspectives
-Effective Communication Skills to communicate the long-term vision for the organization and create a good rapport with teams. Also, part of communication is being a good listener. Your employees want to be heard
-Authentic Leadership is a modern approach that emphasizes genuineness and honesty. Authentic leaders build trust relationships with their staff
-Conflict Resolution to solve conflicts in the workplace that could lead to decreased productivity and staff turnover.

Interim Talent Still Popular Solution
Interim work and hires in the senior living and long-term care industry increased significantly during the pandemic.  Now that the health crisis has receded, we can clearly see that the demand for interim staff has not diminished. In fact, it’s grown! Interim professionals are helping senior living and long-term care organizations to bridge the talent gap, control costs, add specialized skills, work on short-term projects, remain flexible without a long-term commitment, and try before they buy. The most popular senior living interim executives placed are Nursing Home Administrators, Executive Directors, Assisted Living Administrators, Directors of Nursing, MDS Coordinators and Resident Services Directors.

Average Hiring Process Taking Longer
It’s been reported by Business Insider that the average time for an organization to fill a role is taking longer than previous years and stands at 44 days. In the senior living / long term care industry, it may take even longer due to the specialization of roles, current talent scarcity, skills shortages, and more selective job seekers. That being the case, it’s time to review and reassess your interviewing and hiring processes. Do you have the right tools in place for talent acquisition? Have you considered adding AI?  The ability to speed up your hiring process improves your chances of acquiring top industry talent before they accept an offer from a competitor.

Return to the Office Demands vs. Hybrid Work
Organizations want to restore in-person work collaboration. According to Resume Builder’s survey of 1,000 company leaders, 90% of companies plan to implement a return-to-office policy by the end of 2024 and 30% say they will threaten to fire employees who don’t comply with in-office requirements. However, employees have a difference of opinion.  It’s reported that 68% of employees prefer hybrid work and flexible schedules. Our prediction is that hybrid work and flexibility will win out. Millennials and Gen Z are creating more demands for adjusted schedules and reimagined  roles.  Consequently, leaders will have to manage a team of scattered workers; some they see every day and others once or twice per week. Leadership will place high value on managers who can get optimum results from hybrid teams.

Purpose-Driven Work Continues to be of Great Importance
Purpose in work predicts whether your employees will stay or go. Per Indeed.com, purposeful work is the intrinsic sense of fulfillment that employees gain from doing work that’s meaningful to them. In other words, purpose in work connects employees with something bigger than themselves by helping them focus on a greater good. Purpose in the workplace is of great importance to Individuals who are concerned with purpose in life. It’s the “why” we do things and about finding our place in the world. However, more recently, purpose has become closely associated with jobs. According to LinkedIn, 70% of today’s employees see their sense of purpose as being defined by the work that they do. Performing purposeful work promotes employee engagement, improves individual’s well-being, strengthens workplace relationships, brings greater satisfaction at work plus a sense of fulfillment, and drives motivation. If your organization can connect your mission with employee’s jobs, you’ll create a culture that employees will not want to leave.

As senior living and long term care executive recruiters, we expect that 2024 workforce trends will emphasize a continued shift towards AI, leadership skills development, new strategies for talent acquisition, and personal career fulfillment.

https://www.medbest.com/7-senior-living-workforce-trends-for-2024/

ABOUT MEDBEST
MedBest is an award-winning national Executive Search Firm exclusive to the Senior Living / Long Term Care Industry. For more than two decades, we have connected senior living / long term care organizations with exceptional senior living executive talent for both permanent and interim roles. MedBest was named as a Top 10 Interim Services Provider 2023! In addition, we were one of American’s top companies by Inc.5000 and a Tampa Fast 50 Company in 2021! MedBest is a member of the National Association of Personnel Services (NAPS), National Investment Center for Senior House (NIC), and American Staffing Association (ASA).https://www.medbest.com/7-senior-living-workforce-trends-for-2024/

Why is the Need for Interim Staff Still Increasing?

-Economic Uncertainty. The economy is uncertain causing many senior living and long-term care organizations to be hesitant to commit to permanent hires. Additionally, interim staff provide a flexible staffing solution.

-Cost Control. Interims can be more cost-effective when considering benefits and other expenses associated with hiring permanent personnel. Plus, interims can be onboarded quickly with less investment in recruitment and training.

-Talent Gap. It’s challenging to locate and land top senior living talent especially for key roles. Today’s large pool of interim talent, including executive-level, makes it easier for senior living organizations to have qualified talent at all levels for business continuity.

-Flexibility. Organizations can quickly bring in expertise to cover their needs without the long-term commitment associated with permanent hires.

-Specialized Skills.  Certain projects and tasks require specialized skills that your team may not have. interims with these skills can be brought in quickly to address specific needs.

-Short-Term Projects. The pandemic led to the emergence of various short-term projects that continue to be vital including health and safety protocols, digital transformation, infection control, etc.

-Testing the Waters.  Some organizations use interim assignments as a way to test potential permanent hires. A “try before you buy” method. At MedBest, one quarter of our interims are offered perm position and accept.

Interim and Contract Workers...Who are They?

Senior living and long-term care interims are highly experienced professionals who provide temporary or short-term staffing solutions within the industry. They are typically hired to fill key roles at senior living communities including assisted living, CCRCs, life plan communities, skilled nursing facilities/nursing homes, and memory care centers.

Interim workers are available on demand to step-in and manage business initiatives of all types and sizes.

Interims can bring back the talent and stability that organizations need in order to compete and grow.

What Traits do Interim Workers Have?

Interim workers in senior living and long term care possess a specific set of traits and characteristics to excel in their roles:

-Adaptability. Interims often step into unfamiliar environments. They must quickly adapt to new situations, people, and workplace cultures.

-Strong Work Ethic. A strong work ethic is essential since interims must hit the ground running and handle demanding workloads.

-Excellent Communication. Effective communication is key for interim workers to understand client expectations and collaborate with existing staff.

-Problem Solving Skills. Interims will encounter unique challenges in each assignment that require creative solutions.

-Cultural Sensitivity. Interims should respect and adapt to different cultural norms and practices.

-Resilience. Interims need the ability to handle stress and maintain composure in high pressure situations especially in fast-paced environments.

-Team Player. Interims should be able to collaborate effectively and mesh well with existing teams.

-Empathy & Compassion. Interims will be in roles that involve direct interaction with seniors. Therefore, empathy and compassion are vital for providing high quality care and support.

-Organizations Skills.  Interims must manage their workload efficiently and ensure that nothing falls through the cracks.

-Commitment to Learning. Interim workers should be committed to ongoing learning and professional development.

 If your Assisted Living Organization is in need of interim coverage, contact MedBest at 727-526-1294. Our average fill-time is 1-3 days! 

ABOUT MEDBEST
MedBest is an award-winning national Executive Search Firm exclusive to the Senior Living / Long Term Care Industry. For more than two decades, we have connected senior living / long term care organizations with exceptional senior living executive talent for both permanent and interim roles. MedBest was named as a Top 10 Interim Services Provider 2023! In addition, we were named one of American’s top companies by Inc.5000 and a Tampa Fast 50 Company!

Here Are a Number of Examples:

Candidate Matching. AI powered tools can sift through resumes and job postings helping senior living facilities identify suitable candidates more quickly.

Automated Onboarding. AI driven chatbots and virtual assistants can guide new hires through the onboarding process reducing the workload on your HR staff. Also, by leveraging AI-powered platforms senior living organizations can automate administrative tasks, deliver personalized learning, and foster continuous learning.

Staffing Optimization. AI can analyze historical data, occupancy rates, and care requirements to optimize staffing levels. This ensures that facilities always have the right number of staff members on duty. Here’s 11 of the best Staffing Software for 2023

Shift Planning. AI can create shift schedules that accommodate staff preferences while ensuring adequate coverage.

Documentation & Reporting. AI can automate the process of documenting patient care and generating reports, reducing administrative overhead for caregivers.

Care Quality. AI can analyze patent data to predict health issues. This proactive care may reduce the need for emergency staff.

Telehealth & Virtual Consultations. While telehealth has been around for awhile now, it’s worth noting that telehealth platforms have reduced the need for on-site medical staff or an unnecessary trip to a doctor’s office for minor concerns.

Robotic Caregivers.  To lessen the demands on human staff, advanced robotics coupled with AI can assist with tasks such as meal delivery and basic health checks. In addition, autonomous robots can navigate hallways and elevators carrying medications. This boosts efficiency without breaking a sweat. However, the use of robots may not be popular with residents since they are often seen as cold and impersonal, which can turn people off.

While AI can address staffing shortages, it’s important to remember that technology should complement, not replace, the human touch in senior care. The combination of AI tools and a dedicated, well-trained staff can provide the best possible care for seniors during this talent crunch.

For more information or an immediate talent need, contact Julie Rupenski at jkrupenski@medbest.com / 727-526-1294.

Feeling Valued
Recognize and reward your staff for their accomplishments and contributions. This can be done through formal recognition programs, awards, bonus, etc.

Clearly Defined Expectations
Clearly outline each role and their responsibilities and performance expectations. Having well-defined job descriptions helps set goals.

Professional Development
Invest in employee’s professional growth. Provide opportunities for attending conferences, workshops, seminars related to our industry.

Positive Work Environment
Create an organizational environment that values employee health and well-being. Also, foster open communication and feedback.

Autonomy & Decision-Making Authority
Empower your executives and nurse leaders with the autonomy to make decisions related to quality patient care. Feeling trusted and respected enhances job satisfaction.

Flexibility
Promote a healthy work/life balance by allowing more flexibility in the schedules of staff and reasonable workloads. Overworked employees are more likely to experience dissatisfaction, burnout and ultimately leave.

Competitive Compensation & Benefits Package
Offer a competitive salary and benefits package that reflects industry standards and make sure it also commensurate with expertise and demands of the role. Add new perks to the package as well such as ample PTO, flexible schedules (if possible), retirement benefits, student loan assistance, employee wellness programs, fitness center memberships, and more.

Career Pathways
A career development path provides employees with an ongoing mechanism to enhance their skills and knowledge that can lead to mastery of their current jobs, promotions, and transfers to new or different positions.

Mentorship and Coaching
Connect your rising stars with experienced mentors or provide coaching to enhance their skills including problem solving and decision making. They also need to learn how to achieve their goals, both personal and professional.

Stable Leadership
Maintain consistent and stable leadership at the executive level. Frequent changes in upper management can lead to instability and affect staff morale.

Employee Engagement
Implement employee engagement programs that involve all staff members in continuous improvement efforts. Engagement can provide a competitive edge for assisted living and long-term care providers when your employees feel connected to a higher mission, understand the impact of their work, and realize how it helps them grow.

Address Burnout
Senior living must address well-being. Leadership in senior living has to play a critical role in providing care and support for vulnerable individuals.

Stay Current with Technology & AI
Knowledge of the latest technology and AI capabilities can empower employees to take on new responsibilities while increasing their job satisfaction and create higher levels of productivity.

Conduct Stay Interviews
We’re accustomed to hearing about exit interviews but “stay interviews” are just as important. It helps an organization to understand why a current employees want to stay and what would make them leave.

ABOUT MEDBEST
MedBest is an award-winning national Executive Search Firm exclusive to the Senior Living / Long Term Care Industry. For more than two decades, we have connected senior living / long term care organizations with exceptional senior living executive talent for both permanent and interim roles. MedBest was named as a Top 10 Interim Services Provider 2023! In addition, we were one of American’s top companies by Inc.5000 and a Tampa Fast 50 Company in 2021!