NPAworldwide is often described as a recruiting network, but one of our most distinctive characteristics is our business structure. While we are sometimes compared to a trade or professional association, NPAworldwide is actually a member-owned cooperative. That distinction influences how the organization is governed, how decisions are made, and whose interests it is designed to serve. Read the rest of this entry »
Recruiting Resources
NPAworldwide is a Member-Owned Cooperative, not an Association
by Veronica BlattRecruitment Firm Growth: Why Some Firms Stay Small
by Veronica Blatt
Today’s guest blogger is former NPAworldwide president, Dave Nerz. Dave retired in 2024 after 18 years leading the network, following a long and successful career in sales. Today he discusses recruitment firm growth, and why so many owners opt to remain small.
In the world of recruitment, most firms remain small while a lesser percentage scale into significantly larger businesses. If you asked small recruitment firm owners in their early days of ownership if they wanted to grow or stay small, rarely would you hear them suggest they would prefer to “stay small.” At the start, most new businesses plan to grow. Only later do they make choices or adopt behaviors that prevent the transition from being a founder-led or family business to a large-scale enterprise. Read the rest of this entry »
The Most Expensive Word in Recruiting Is “Yes”
by Liz Carey
For independent recruiters, winning a new job order can feel like a victory. A client has a need, you have access to talent, and there is a potential placement—and fee—at the end of the process.
So, naturally, you say yes.
But sometimes, “yes” is the most expensive word in recruiting.
Not every job order is a good job order. And one of the easiest ways for independent recruiters to hurt their productivity and profitability is to accept searches without first determining whether they are actually fillable.
The problem isn’t just the search that doesn’t result in a placement. It’s everything you didn’t work on while you were pursuing it. Read the rest of this entry »
AI Technology Strategy: Avoiding Shiny Object Syndrome in Your Recruitment Firm
by Veronica Blatt
If you’re a recruitment firm owner, you’ve likely been bombarded with an endless stream of AI promises over the past two years.
Every week seems to bring a new platform claiming it will transform sourcing, automate outreach, improve candidate matching, create content, summarize interviews, or handle administrative tasks. The demonstrations are impressive. The marketing is compelling. And the fear of falling behind is real. Read the rest of this entry »
The New Recruiting KPI: Signal-to-Action Time
by Veronica Blatt
Today’s guest blogger is Patrick Long, founder and managing partner of Provision People based in San Diego, CA. Provision People works in a variety of industries, namely: financial services, accounting, manufacturing, sales, technology, agriculture, defense, and a few other verticals too. Patrick is also an NPAworldwide Board Director with responsibility for the Western North America region. Patrick sees hiring signals every day, from leadership changes to funding rounds, acquisitions, and candidate activity — and he knows that the recruiters who act on them first are the ones who win.
Recruiters don’t have a data problem anymore.
We have a speed problem. Read the rest of this entry »
How Independent Recruiters Can Scale Without Burning Out
by Liz Carey
Independent recruiters are facing a strange paradox right now: there are more candidates in the market than ever before, yet clients still struggle to hire the right people quickly.
According to Ashby’s Recruiter Productivity Trends Report, applications per hire have tripled since 2021, with many roles now receiving more than 300 applications on average. At the same time, recruiters are expected to move faster, deliver stronger candidates, and manage increasingly complex hiring processes.
For solo recruiters and boutique search firms, that pressure can feel overwhelming. But it also creates a major opportunity. Read the rest of this entry »
What 70 Years of NPAworldwide Reveal About the Power of Recruiter Partnerships
by Veronica Blatt
In 1956, a quiet teenager from Tupelo, Mississippi—Elvis Presley—released “Heartbreak Hotel,” turning the music industry on its head. The wedding of American actress Grace Kelly to Prince Rainier of Monaco drew the eyes of 30 million television viewers, while the U.S. economy surged forward thanks to postwar demand, a strong labor movement, and rising consumer spending. Yet beneath these headlines, another transformation was quietly taking shape: the recruitment industry was about to see a pivotal moment. Read the rest of this entry »
Split Placements: What Are the Best Candidates and Jobs?
by Veronica Blatt
For boutique recruitment firm owners who are considering split placements, we are often asked what jobs and candidates are most in demand. While market conditions change frequently, there are some consistent traits that are attractive to recruitment partners.
What are the best jobs to split?
If you are working splits within a formal group, it obviously makes sense to understand the make-up of the group. If your group mainly focuses on engineering roles, there may not be an opportunity to place your stellar accountant candidate. Or, if your partners typically recruit healthcare candidates, they may not be equipped to find candidates for your plant manager role. It’s always good to understand those dynamics and how your needs fit. Beyond that, in our 70-year history, members have consistently pointed to these characteristics that make them excited about recruiting for your job: Read the rest of this entry »
Creating Predictable Recruitment Firm Revenue in an Unpredictable Industry
by Veronica Blatt
Recruitment has always been cyclical. Hiring freezes, sudden surges, shifting candidate expectations, and economic uncertainty can make even the most established firms feel reactive. For boutique firm owners, the challenge isn’t just growth: it’s creating predictable recruitment firm revenue in an industry defined by unpredictability.
While you can’t control the market, you can control how resilient and repeatable your revenue model is. Read the rest of this entry »
5 Hiring Trends in the Chemical Process Industry
by Liz Carey
The chemical process industry is undergoing a massive shift. It is no longer just about chemical engineering degrees and plant experience. The landscape is changing beneath our feet, driven by technology, environmental urgency, and a new generation of talent. Are you prepared to navigate these changes?
Recruiting top talent in this sector has always been challenging, but the rules of engagement are evolving. Whether you are an employer looking to secure the best engineers or a candidate aiming to future-proof your career, understanding these shifts is non-negotiable.
We are seeing five distinct trends dominate the conversation locally, regionally, and internationally. These trends are redefining what it means to be a “qualified candidate” and what it takes to be an “employer of choice.” Here is what you need to know to stay ahead. Read the rest of this entry »