Most tech companies say “people are our greatest asset,” yet recruiting rarely receives the same strategic care as product development. Product teams obsess over user needs, positioning, differentiation, and experience. Tech recruiting teams, meanwhile, are often pressured to fill roles fast, often times relying on generic job descriptions, transactional outreach, and reactive hiring processes. In today’s competitive tech talent market, similar to technology, has evolved. Top engineers, product managers, designers, and data leaders don’t behave like job seekers. They behave like buyers. They evaluate options, compare experiences, and choose companies that clearly communicate value. That’s why leading tech organizations are applying product marketing principles to hiring. Tech talent is a market, not a hiring funnel Product marketers never assume demand, they research it. Recruiting should do the same. Tech candidates evaluate: Compensation and equity Career growth and learning opportunities Team quality and leadership Company mission and product impact Flexibility, stability, and work-life balance When tech recruiting focuses only on skills and years of experience, it ignores how people actually make career decisions. A product marketing mindset reframes hiring as a two-sided value exchange, not a one-way screening process. The job description is the product, so position it Every product needs clear positioning. A role is no different. Instead of starting with a long list of requirements, effective tech hiring teams define: Who the role is for (and who it isn’t) The core technical or business problem the role exists to solve What success looks like in the first 6–12 months Why the role matters to the product and company roadmap This approach attracts candidates motivated by meaningful work and filters out misalignment early. Just like product marketing, outcomes outperform features. “Positioning is what you do to the mind of the buyer.” — April Dunford Screening calls in tech recruiting are brand touch points Many recruiters treat screening calls as gatekeeping exercises. Product marketers would see them as something else entirely. A screening call is often a candidate’s first real experience with your product as an employer. In tech hiring, that call should: Communicate the role’s value proposition clearly Reinforce team and product differentiation Set honest expectations, including technical challenges and trade-offs Enable mutual discovery, not interrogation When screening calls are reframed as discovery conversations, candidates leave informed and engaged. That’s how trust, acceptance rates, and employer brand improve. Your brand is your GTM strategy Products fail when marketing is an afterthought. Tech hiring fails the same way. Your employer brand is shaped by: How leaders talk about the product and roadmap How engineers describe their experience How candidates are treated during interviews How transparent you are about challenges, not just perks Tech candidates research companies the same way they research products. Inconsistent or overly polished messaging erodes trust. Authenticity and candidate experiences aren't optional, it’s a conversion driver. Speaking of candidate experiences, treat it like your user experience Product teams obsess over UX. Tech recruiting should too. From the first outreach to the final decision, every interaction matters. Long applications, unclear timelines, ghosting, and disorganized interviews create friction, it can feel just like a horrible support call or buggy product. High-performing tech recruiting teams design for: Clear, timely communication Structured, purposeful interviews Thoughtful technical evaluations Respectful, human rejections Even candidates who aren’t hired can become referrals, future applicants, or customers. Your differentiators are the competitive advantage, especially in tech Most tech job descriptions look the same. Most outreach sounds the same. Most companies promise the same things. Product marketers know differentiation wins. Tech recruiting teams should ask: What do we offer that competitors don’t? What kind of engineers and builders thrive here? What trade-offs should candidates know upfront? Specificity attracts the right talent and reduces friction later in the process. Turn hiring into a growth lever At its best, tech recruiting isn’t about filling seats, it’s about building the future of the product and business. A product marketing mindset elevates hiring from a transactional function to a strategic growth lever that: Attracts higher-quality tech talent Improves offer acceptance and retention Enhances employer brand in competitive markets In a world where top tech talent has leverage, companies that market their roles with clarity, honesty, and intent will win. And that’s exactly what great product marketers do. Want to learn more about elevating your tech hiring strategy? Our team brings real product marketing experience and has successfully launched products that we help tech companies apply that same rigor to their hiring. Contact our team to learn more today!

For hyper-growth tech companies, aligning GTM strategy with operational excellence is critical, but hiring the right tech talent to build, guide, and execute can be a major challenge. In this case study, we explore how a leading company in the EdTech space partnered with Nimble Technology Partners to fill strategic gaps across marketing and sales through a targeted, flexible contingent staffing approach that drove measurable impact within months. Background A growing software company in the adjacent EdTech space had built a respected platform used by academic institutions and research organizations. While the product had strong adoption and a loyal user base, the need for operational excellence and support to execute their go-to-market strategy within marketing and sales was needed to scale. While the team had stellar talent already in place, the team needed help to identify its hiring needs to align with its GTM strategy, drive revenue and demand generation, and ensure product market fit. The team realized that finding one full-time hire to cover all these needs was not the best path forward, as they recognized the need for both strategic consulting and targeted hiring.  With the goal of building a sustainable growth strategy by aligning the right people, processes, and platforms, they were in need of the best solution.  The challenge While the product was gaining traction and the team had strong talent, there were still crucial needs that included:  Implementing high-converting lead generation tools and systems Defining success metrics for sales and marketing roles Building an operational foundation for a unified sales & marketing funnel Part I was to help identify the gaps, and Part II was to then ensure they had the right sales and marketing roles and talent needed to execute against their plans.  When looking at a partner to help find talent, leaders needed more than just resumes, but a strategic partner to help diagnose those gaps and drive results. Our approach Here at Nimble Technology Partners, we take a fundamentally different approach compared to traditional staffing firms that remain in the market today.  Strategic Discovery Before sourcing any candidates, Nimble conducted an in-depth discovery with the leadership team to understand their: Business model and customer lifecycle Internal capacity and team dynamics Existing sales processes and marketing gaps Success criteria for revenue growth Scoping the Right Roles Instead of a single role and trying to look for the Army Swiss knife candidate, Nimble helped the client see that they needed a mix of expertise across inbound and outbound sales and a marketing operations guru to help them not only set up the pipes, but help them start to identify and capture the data they had been longing for to help them make the right decisions for their marketing efforts.  End-to-End Support Unlike traditional staffing firms,   Nimble Technology Partners handled beyond just  recruitment but also: Onboarded and aligned talent with company and individual goals Advised on KPIs and process development Remained engaged post-placement for real-time guidance and support “ Nimble Technology Partners has been invaluable in helping us identify our gaps and develop strategic, creative solutions to address them. Their expertise in product marketing has elevated our organizational thinking, enabling us to refine our approach and drive meaningful impact. From establishing new workflows that optimize efficiency to helping us find the right people to support our long-term goals, their insights and guidance have been critical to our success.” — Marketing Leader The results Within the first 6 months, the impact was clear: First-ever structured sales and marketing pipeline established Qualified lead generation through targeted campaigns Aligned product, marketing, and sales strategies The team finally had the structure and the confidence to scale. Why It worked Nimble Technology Partners isn’t your traditional staffing firm. We truly value being a partner to you and your team.  We understand your business and goals because we’ve been in and worked very closely with those roles ourselves. We evaluate whether your current team is set up for success to close the gaps you need to help your business grow and go beyond just filling roles. From strategy to execution, we’re with you every step of the way. Our formula is simple, yet effective.  ✅ Define the need ✅ Source the right talent ✅ Support through execution Do you need to hire tech talent? If your company is facing similar challenges in scaling teams and hiring top tech talent across sales and marketing, let’s talk.  We will help you define your path, and stay with you every step of the way…because we ourselves have walked in your shoes. Contact our team today to learn more!

Is the traditional 9-5 job still the norm for today’s workforce? It seems like more than ever now, people are increasingly seeking and open to opportunities where they can continuously learn, have a direct impact, and overall, just create a better work-life balance for themselves. What is the 'Gig Economy'? According to the Society for Human Resource Management (SHRM), the gig economy refers to a labor market where short-term, flexible jobs are prevalent, often facilitated by digital platforms. This economy allows workers to take on various tasks or projects, typically on a freelance or contract basis, rather than engaging in traditional, long-term employment. Key aspects highlighted by SHRM include the benefits of flexibility and autonomy and variety of work, but also present challenges such as lack of benefits, job security, or even potential legal issues regarding worker classification. With the need for organizations to adapt to the evolving needs of the workforce today, are they prepared to adapt to this change? What strategies can they implement to take advantage of the strengths a gig economy brings? Are the skills needed to hire these folks beyond what traditional recruitment methods currently offer today? With these rising trends, it is crucial for HR and hiring professionals to know how to effectively implement and manage these diverse and dynamic workforces that include more gig workers and freelancers, in addition to the traditional full-time employee. A Surge of Gig Employment Opportunities (with flexibility and new ideas!) The labor market is evolving, and the ‘gig economy’ is one of the biggest drivers. But this isn’t just individuals who are changing their mindset and how they approach work; businesses are also embracing these flexible arrangements and welcoming new ideas to the table. With this type of employment opportunity, it means that significant transformation is happening to the traditional 9-5 employment model. Which isn’t a bad thing! Some sectors are seeing this shift faster than others including IT, e-commerce, and even healthcare, due to the increasing fast or seasonal nature of the industry and market demands. For instance, IT often hires freelance developers for a special project, or e-commerce may need additional support during the holiday season. Why should businesses lean on ‘Gig Talent’? It’s a common misconception that the gig economy is depleting the talent pool, but it’s quite the opposite. With increased flexibility in hiring top talent for very specific needs and impacts to the business to cost savings, there are so many benefits to working with this diverse pool of professionals that you may not see in a traditional role. Given the nature of these types of opportunities and specific engagements, businesses commonly see a reduced time in hiring, a decrease in recruitment costs, and access to a wider more skilled talent pool. Managing both ‘Gig Work’ and the Traditional Employment Model Start the week with a kickoff event that brings the whole organization together to acknowledge and celebrate these workers. “Contractors don’t care as much as full-time employees and they don’t integrate into the team as well.”   This can be a common concern most businesses have when trying to incorporate or transition to this model. But with today’s job market, short-term contracts and adaptability are both advantageous for employers and employees alike; addressing rapid workforce challenges and talent demands more than we have ever seen before. Here are some practical strategies that can help businesses take the first step and start adopting this type of hiring today. Tailored job descriptions and hiring process Given the nature of these types of “gigs”, writing these types of job descriptions don’t have to be daunting. Hiring managers are busy and it’s common to want to just create similar requirements to those of their full-time counterparts, but the question is always, should it be? These types of opportunities are commonly project-based or require very specific skills, so bringing in experts to help write these job descriptions and quickly hire can help you with these necessary steps. Prioritize the onboarding process While these employees may have an outlined end date in their letter of engagement, it doesn’t mean that onboarding and integrating them into the team should be any different. Taking the time to create an onboarding process that is tailored to what they need to not only do their job successfully but feel as if they are part of the team is key for successful gig workers. A collaborative and aligned approach If you start to bring in these types of employees into your business, ensuring alignment and clear objectives that these workers bring to the team and business objectives are crucial so it doesn’t lead to side chatter. Commonly, a contractor's scope of work will be different than others, and it’s only to be expected given what they are being brought on to do. Being very clear with your team on how and what these individuals will own and contribute to only help create a more collaborative and aligned team. Check in’s Just as they are important for full-time employees, check-ins are just as important with these workers. Usually, their scope of work is very prescriptive and has exact outcomes, so checking in with them to ensure they have what they need to hit deliverables and get support where needed will only create a happier, more successful individual and team all around. Hiring Gig workers doesn't have to be seen as hiring “outsiders” anymore. These types of employees and this type of model are continuing to increase and businesses are capitalizing on this more than they ever have before. Do you need help finding gig workers or even deciding if your team needs temporary or contract work? Here at Nimble Technology Partners, we take pride in our ability to quickly fill any contract needs. With hands-on experience in the roles you’re looking to fill, let us help find the exact talent you need by partnering with us today !

There’s nothing scarier in business than a talent acquisition strategy that doesn’t understand the work your teams actually do. When recruiting doesn't quite understand what and how your team operates within and across the business, including workflows to team dynamics, even the most well intentioned recruitment efforts can miss the mark. The result? Misalignment and frustration, a scary movie no one wants to live or see (no one wants to live their own Blair Witch Project, hiring remake!). Without context or having a solid grasp of the kind of work across the cross-functional teams your team works with, recruiters can often chase keywords instead of capability. Titles may have you miss out on great talent or even have the wrong candidates appear. The solution you ask? Partnership with a recruiting engine that knows the work you own, has worked within that cross-functional team environment, and has done the work themselves. As the demand for tech talent continues to grow and be competitive, being able to relate and empathize with potential candidates requires skills in storytelling, engagement, and a deep understanding of the target candidate's experience and value aligned to the role’s requirements. (Check out more on how product marketing can be a game changer in your recruiting and talent acquisition strategy ) When recruiting teams deeply understand how your organization and teams operate, how success is measured, and which skills truly drive outcomes, hiring transforms from reactive to strategic. Don’t fear a talent & recruiting strategy that doesn’t know your business or your team. Hiring tech talent for your teams in perfect alignment, that’s what we hope to help you with this Halloween season!

Product Marketing + Today's Recruiting & Hiring Strategies in Tech At first glance, Product Marketing Managers (PMMs) and technical recruiters operate in different worlds. PMMs focus on go-to-market strategy, messaging, and product positioning. Recruiters source and hire the talent that builds the product and adds to the success of a team. But in reality, PMMs often make exceptional partners or technical recruiters themselves —especially in startups or resource-constrained teams. Here's why: PMMs Understand the Product’s Technical Depth PMMs are deeply involved in the product lifecycle. They understand the architecture, customer needs, and technical trade-offs. That means they can evaluate candidates not just for resume keywords, but for how well their experience aligns with the product’s actual direction. They’re Expert Communicators PMMs excel at distilling complex ideas into clear, compelling messages. This makes them effective at explaining roles, product vision, and technical challenges in a way that resonates with engineers—especially passive candidates. They Know How to Tell a Story Selling a job to top talent takes more than a job description. PMMs know how to frame opportunities in terms of impact, mission, and future growth. Their storytelling skills help attract candidates who are motivated by purpose, not just compensation. They Collaborate Cross-Functionally Every Day PMMs work across engineering, product, design, sales, and support. They understand team dynamics and know how to identify candidates who will thrive in a given environment. This cross-functional lens leads to better long-term hires. They Bring a Customer-Centric Perspective PMMs are trained to think from the user’s point of view. When they recruit engineers, they’re looking for people who not only write great code—but who also care about product usability, performance, and customer value. They Translate Between Business and Tech A big challenge in technical hiring is bridging the gap between business needs and technical skills. PMMs are natural translators. They can assess whether a candidate can contribute to broader product and business goals—not just technical tasks. They Understand the Competitive Landscape PMMs constantly track market shifts and competitor movements. This helps them anticipate what technical roles will be needed next and what skills will be most valuable for the product’s future—making their recruiting efforts more strategic. Our final thoughts on recruiting & hiring strategies in tech? While Product Marketing Managers aren’t typically part of the recruiting org or strategy, here at Nimble Technology Partners, we believe they very much should be. Whether they’re partnering with technical hiring managers or leading early-stage hiring themselves, PMMs bring a unique blend of product insight, communication savvy, and strategic thinking that can raise the bar on technical recruiting. Now we may be biased, but having this secret sauce as part of your strategy might just be your best-kept secret in building a world-class team. "When you’ve been in their shoes, you don’t sell — you solve." Want to learn more about how our team blends product, marketing, and how we help you stay ahead with your recruiting & hiring strategies in tech? Contact our team to learn more today!

We’re jumping on recognizing this day because it’s an important one… it’s National Data Privacy Day.  On this day, January 28, National Data Privacy Day is a day dedicated to raising awareness about the importance of protecting personal data and safeguarding privacy. In this digital age where personal information is such a valuable commodity, Data Privacy Day serves as a reminder for us to play a cybersecurity role, whether as individuals or companies, to be more conscious of how this data is collected, used, and protected. The History Behind National Data Privacy Day In 2008, National Data Privacy Day was a day that goes back to Europe’s Data Protection Day, which commemorates the signing of the Council of Europe’s Convention 108 on January 28, 1981. This treaty was the first legally binding international instrument protecting individuals’ personal data, laying the foundation for privacy laws that we see today. In the United States, Data Privacy Day was introduced by the National Cyber Security Alliance (NCSA) and the Federal Trade Commission (FTC) as a way to encourage people to take control of their digital lives, understand the value of their personal information, and take steps to protect it. The cybersecurity role you can play in Data Privacy When data is left unprotected, it can be a playground for hackers on the web that are constantly trying to get this information. From phishing schemes to massive data breaches, these types of cybercriminals are constantly looking for ways to exploit vulnerable personal information. So what can you do to make sure your personal information stays protected? Here are 10 practical steps you can take to protect your information: Privacy Setting for New Devices : If you have a new device, set up your privacy settings immediately. New applications, social media, whatever requires a login through your device, set it up! Say “no” to public Wi-Fi: Avoid using unsecured WiFi - especially for anything including transactional activities such as shopping or banking.   Be on alert for suspicious transaction activity:  Double-check your bank and credit card statements. If something looks a slight bit off or is at all questionable, contact your bank immediately. It’s also always a good idea to check your credit report at least annually. Keep your software updated:   While it doesn’t seem like much, outdated software is more vulnerable to hackers...so update and restart your computer when you're prompted to. Don’t send information digitally: Never give personal information over the phone, email, or text. Online applications and questionable recruiter messages (this one especially hits home for us!):  When you are applying for a job or receive a message about an opportunity, it is so important to trust your gut. If something feels off about either the kind of information you're being asked for or the type of form you are filling out seems "off", trust your instinct! While even the most reputable ATS platforms also are concerned about data privacy, try to ensure that the roles you are applying for are using these. Also, a great sign if companies are forthcoming about the email domain they use so if it's not from there, don't reply! Strong Passwords are the best:  Use strong password phrases, ideally with a mixture of lower case, upper case, and special characters to make your password harder to break. Even better if you create a longer password. Remember your passwords and don’t save them (and try avoiding using the same one!): We know you have tons of applications you use daily. While it may be easier to use the same password for all of them, avoid saving them on your device, and even better if you create different passwords for each one. Enable Two-Factor Authentication (2FA):  Whenever this is an option, two-factor authentication is a great way to add another layer of security. Even if someone gets hold of your password, by using 2FA, they would still need access to a second factor (like your phone or an authentication app) to gain entry to your account. Opt-Out of Data Sharing When Possible:  While this sounds like a no-brainer, sometimes when you “Accept” a service's Privacy Policy, it states that they can collect and sell your data to third parties. If you notice this as part of the policy, see if you can opt-out or limit the data sharing. The cybersecurity role companies play in Data Privacy While protecting your own data is important, companies and organizations also have a responsibility to protect the personal information of their customers and users. Companies that collect data usually connect this type of information from web-to-lead forms to webinar registrations to critical and private information stored on their internal systems. Due to this type of information getting collected, it’s crucial to implement strict data protection measures, comply with privacy regulations (like the GDPR in Europe or CCPA in California), and be transparent about how they use and store data.] Having teams that can help companies protect their customers’ and users’ data is not only a nice-to-have but a need-to-have in today’s digital world. Just as technology evolves, the ways to get data are also evolving. Now more than ever, companies need to prioritize data privacy practices to not only protect their customers and users but also build stronger, more trusting relationships with them. Especially as it relates to staffing and recruiting, whether it be through external agencies or internal Talent Acquisition, ensuring best practices is crucial to protect candidate information. Whether you're an individual or part of a broader company, be aware and take actionable steps every day that can help protect yourself and those around you. Stay informed, stay secure, and remember that your data is valuable! Do you need help finding talent for your cybersecurity teams? Looking for a Chief Information Security Officer (CISO), Security Architect, Application Security Engineer, Cloud Security Engineer, Information security analyst, or even a Cybersecurity consultant? Here at Nimble Technology Partners, we take pride in our ability to quickly fill any of your team needs! Direct-hire or contract, our team uses their hands-on experience in the roles you’re looking to fill. Let us help find the exact talent you need by partnering with us today !

Originally passed in 2003, the Illinois Equal Pay Act (the "Act") has continued to enhance its provisions to encourage fair pay practices statewide. One of the most notable changes is the new pay transparency requirement. The Illinois Department of Labor (IDOL) is reminding job seekers and employers that, effective January 1, 2025, all job postings made by employers with 15 or more employees will need to include pay scale and benefits information - both internal and external. ( Source ) With the broader trend for states including, California, Colorado, Connecticut, New York, and Washington, having already introduced similar legislation in recent years, four other states (Massachusetts, Minnesota, New Jersey, and Vermont) and now Illinois have joined. This  amendment  to the Illinois Equal Pay Act of 2003 (IL EPA) was contained in HB 3129, passed by the General Assembly, and signed into law by Governor JB Pritzker in 2023. ( Source ) Key provisions to note include: Pay Scale and Benefits : Disclosing the wage or salary (or range) and a general description of benefits and other compensation (e.g., bonuses, stock options) in job postings. In addition, these must be reflected what the employer reasonably expects to offer, based on pay scales, budgets, or similar positions. Remote Roles : The requirement applies to jobs performed in Illinois, as well as remote positions where the employee reports to an Illinois-based supervisor. Third-Party Job Postings : Employers must provide pay and benefits information to third parties posting jobs on their behalf. If employers do not comply with the pay transparency mandate, they could face multiple penalties if they continue to violate this law. Read more about these changes on the Illinois Department of Labor website . Disclaimer: This blog is made available by Nimble Technology Partners, Inc. for informational purposes only. It is not meant to convey the agency's position on behalf of any client, nor is it intended to convey specific legal advice. Any opinions expressed in this article do not necessarily reflect the views of Nimble Technology Partners, Inc. its partners, or its clients. Accordingly, do not act upon this information without seeking counsel from a licensed attorney.

As we wrap up the year, I hope everyone was able to unwind and enjoy this well-deserved holiday season with loved ones. For my last blog of 2024, I wanted to reflect on what I’ve observed, what I've learned, and the positive outlook I have as the new year approaches tomorrow. Traditional staffing & recruiting methods are ready for change. Staffing & recruiting agencies tend to have a bad reputation. Whether it be poor skillset matches and wrong opportunities, being ghosted, or feeling like you're being sold an opportunity, this industry needs to see a change. While the industry will always need talent or project-based work filled quickly, it doesn’t have to continue down the path of feeling like a numbers game. When a candidate feels as if they’re part of the team, they will produce better results. I've been able to witness and be a part of creating consultant experiences that aren't so transactional. Aligning to the needs of the business and setting up successful onboarding and success plans not only helps on Day 1, but I've found it helps set clear expectations during the initial recruiting process. Automation makes us efficient, but we are in the people business. “Reduce your workload” or “Increase operational efficiency” ... we hear it all the time as it relates to the automated processes and tasks that once took a large amount of our day-to-day work schedule. While I don’t know what I would do without some of these solutions, I remind myself every single day that we are in an industry that involves people. In a business that is centered on people, I feel like the ability to add a human touch goes a lot longer than the shininess of “automation”. Skillset matches are fine, understanding the context of their experience is better. While these automated workflows can sometimes help us get to a shortlist of candidate resumes quicker than ever before, having a recruiting engine that has "hands-on" experience provides a wide perspective lens when it comes to looking at resumes. (Like I always say, "Understanding how the sausage is made is one thing, actually being on the teams that made it is another!") This business is centered on people and the many layers of experiences they bring to the table. When we think about candidates in that context, beyond just skillset matches, but truly understand what they've done, all while treating them with humanization, it’s how this industry can shift back to being centered on people. This is the best thing we can do for business and clients to make it a win for both sides. The future of hiring, recruiting, and staffing teams The landscape of work is changing. With the fast-changing technologies and experiences that companies are demanding from talent or even how the workforce is thinking about what type of work they take on, being complacent cannot be an option. As a staffing and recruiting partner contributing to these changing demands, we are going to continue going beyond just relying on automation and traditional recruiting and staffing approaches to do better for our clients and candidates alike. While I wish I could predict the future and outcomes, I hope the least I can do is leave you all with so much hope and optimism for next year. I am so excited about 2025 and how Nimble Technology Partners will help transform the staffing and recruiting industry. Let’s clink our glasses to 2024 and be ready for an amazing 2025! Need IT, Engineering, Marketing, or GTM hiring support? Start the new year with us as your partner today! Contact our team !

From September 9 - 13, 2024, we are excited to celebrate the American Staffing Association’s National Employee Staffing Week! What is National Employee Staffing Week? The American Staffing Association's National Staffing Employee Week is a time to recognize and honor the nearly 13 million temporary and contract workers employed in virtually every occupation and industry in the labor market. While these individuals mostly support businesses on a short-term basis vs. long-term, such as full-time employees, their contributions are still very much appreciated and valued! Whether you’re an HR Leader, hiring manager, or on a team working with temporary and contract employees, here are some fun ideas to show them that you value their contribution and are ready to celebrate this week! Have a company kickoff event​ Start the week with a kickoff event that brings the whole organization together to acknowledge and celebrate these workers. Give a shoutout of recognition Whether it’s for a big company town hall, or even tagging them in a mention in a company newsletter or Slack, a little goes a long way to acknowledge and recognize these workers. Send a personalized message Whether you're an HR leader, their manager, or even a teammate, sending a note with a simple, "Thank you!" can go a long way to show your appreciation. Block a lunch hour and pick up the tab No, we don't necessarily mean a pizza party! Set a specific lunch meeting on their calendar so that they can enjoy a lunch or meal with no disruptions given by your organization! SWAG! (or even personalized gifts) "Stuff. We. All. Get." But seriously! While their time with your organization may be short, the thoughtfulness of swag or even a Welcome Kit is a great idea! Set aside time for fun, team-building We know calendars get busy. Set up a fun 20-30 minutes to play an online game that doesn't require hours taken away to plan so you all can put some fun in your days! Let’s celebrate together and send our gratitude to these individuals all this week! Do you need help filling temporary or contract roles? Here at Nimble Technology Partners, we take pride in our ability to quickly fill any contract needs. With hands-on experience in the roles you’re looking to fill, let us help find the exact talent you need by partnering with us today !

While the job market for full-time work may be cooling and flat, part-time work is on the rise and US companies are starting to jump on board.  According to Indeed's Hiring Lab report¹, demand for full-time workers on jobs sites, such as Indeed, have been flat from January 2022 to May of this year, according to a recent analysis of millions of job postings, but advertisements for part-time gigs were up about 10% over the same period. Postings for those kinds of jobs took off in 2022 and have remained near those elevated levels ever since.  While the data still shows favorability for full-time work, the idea of job security as it relates to this type of work is just becoming seemingly more unrealistic and a thing of the past.  The trends that part-time opportunities are growing in comparison to full-time roles is still hard to suggest that this is the future state of work, but still strong enough to consider that this new work trend may not just be a response to the current job market.  Based on the report by Indeed’s Hiring Lab, the mix of service and corporate roles that have also gained more flexibility has seen one of the largest changes, following Beauty & Wellness jobs rising by 26.8 percentage points over the past two years . In addition, the marketing industry came next with a 10.2 percent growth, with hospitality and tourism, media and communications, and arts and entertainment following similar trends in part-time work. The labor market, as it always seems to do, will bounce back after this coming year, but it’s important to consider these trends and important indicators. With a changing economy and changing workforce, especially as part-time work becomes redefined in this newer way of working and employment, the landscape and what employees are looking for and even more open to could start to look very different. So how do you even go about your part-time hiring strategy? We're glad you asked! Here are some key considerations: Project-based work Companies all have strategic projects that need support or specific skills to drive projects, help get over a hurdles, or even just help take to the finish. Bringing in part-time workers can help alleviate costs depending on the scope of the project such as roadblocks or scope creeps that might not warrant full-time headcount. Roles with "black & white" outputs Within some disciplines, depending on the roles and hierarchy within the organization, have very specific outputs and deliverables. While companies are always challenging their employees to "think strategically", at the end of the day, specific tasks need to be done on a timely and even cadenced basis, making part-time work perfect for these scenarios. Test & Learn Not sure if an idea or project will withstand the current economic landscape or have a hard time defining the longevity of it? Whatever uncertainty you may have, it will require someone to help execute, so having part-time work support a scenario like this might be a good option. Not only does it save you money, but with specific objectives, it also provides transparency to those joining the team to assist. A way to (actually) help individuals upskill Companies want to help their employees in their career growth and learn new things, but most would argue it's not usually the priority. It's harder more than ever to constantly deliver KPIs and stay ahead, while trying to upskill your current workforce, so what do you do? Part-time workers who have similar or transferable experience are absolutely valuable for roles like these and opens up opportunities for upskilling on-the-job, without major costs to the business. Employee leave (and no, we don't mean adding work to other employees...please!) Employee leave happens, whatever the reason, and it's up to the organization to accommodate as such. Depending on that individuals's scope of work or what other employees on the team can help with, part-time might make sense for you and the team! (but please weigh the options of this AND full-time contract work! We don't want already full-plates to be fuller! No one wins in that scenario!) Partnering with staffing and recruiting agencies who specialize in specific skill sets, can not only find talent quickly and reduce the risk, cost and liability of having W2 employees, but are able to ensure a quick onboarding and thought out success plan so the return on your investment (ROI) is easier to recognize earlier on. Whether you’re looking for part-time work or you’re considering part-time work as part of your hiring strategy, we’re here to help! Let us help you address what you need now, while planning for the future ahead. Schedule a free consultation with our team today . ¹ Part-Time Party: Charting the Rise of Part-Time Opportunities  (June 2024)