Thank you, Rachel, and welcome to CONNECT 2026. I certainly am happy to be here. And that happens to be my favorite song from Despicable Me’s. So great, great song there. I’m gonna spend just a few minutes. I’m brand new, I’m gonna spend a few minutes talking about myself here this morning, but let me just tell you, it’s been a whirlwind. I’ve been here 42 days, three hours, and now twenty-one minutes, So I’m counting. When I walked into the office the first time in Minneapolis, there’s a there’s a wall that has people that have been here for five years, people have been here for ten years and fifteen years. I’m starting a new line that’s gonna count days at the bottom, put my picture down there. I’m very excited about that. But I’m gonna do five things today. I’m gonna first talk a little bit about myself to give you a little background and this is really to create an icebreaker for us when we’re out at a break or at breakfast or at lunch, and so you can have, we can have some conversations. I really wanna learn about your business and more about that. Two, I’m gonna talk about the history of Avionté. Twenty years we’ve been in business. And I want to just review some of the things that we’ve done historically, as it’s a great predictor of the future as well. I’ve also done a ton of research and so I’m gonna share five trends that I see are impacting the industry today, and and I’ll and I’ll review those five trends, but don’t just believe me. I’ve asked three of your peers to talk specifically about some of those areas, and what they’re doing, and what they’re leveraging to grow amongst these trends. And then lastly, I’m going to recap it all with a view of where we’re going strategically as a company, and there are four areas right now which my team will talk about over the next couple days, and and give you highlights into where we’re going and what we’re gonna accelerate. So let’s jump right in. This is my family. My wife for 33 years, she puts up with all my antics, allows me to travel around the country which is so fun. I’m gonna get out and see a lot of you. I’ve been able to interact a little bit with people via email and LinkedIn and I had some round tables and I also had the opportunity to do some one on ones with folks and yesterday was fantastic. I got to meet a bunch of people and have a lot of great deep conversations and I’ll continue to do that do that over the next couple months. Those are my two boys, 29 and 27, Brett and Kyle, and let me tell you a quick story, and this will be one of the icebreakers. When they were 11 and 13, I asked them, I said, what what did you what did we get you for Christmas last year? And they couldn’t remember. I’m sure we’ve all had this. And I realized that we were just buying junk for them, so we started to switch, and we said, you know what, we’re gonna do vacations, we’re just gonna take a trip and enjoy each other’s company, and we’ve been doing that since we were 11 and 13, they’re 29 and 27. We’ve done we went to Patagonia and went hiking, We went to France and went biking. We’re a very active family. And then we went to Thailand and built bikes for an orphanage and gave bikes to kids, and they remember every single one of those trips. So here’s my question to you. When you see me at a break or at dinner, I’d love to know what recommendations you have for a trip for us to take, because we’re gonna continue to do those things because it just brings us closer together as a family. Now, the upper right-hand corner is he’s a Hungarian Vizsla. He’s a it’s my dog. His name is Goose. I don’t if everybody has. I’m sure we have dog lovers out there. Does anybody have a Hungarian Vizsla? No? Oh, I would love to have talked to you about Hungarian Vizslas. They’re Velcro dogs, they stick by your side at all times, wonderful dogs. And then every once in a while they get what I call the zoomies. They just run around in circles over and over and over again. So I was looking for some advice there, but if anybody has any advice or has friends that have Vishlas, I’d love to learn how to control the zoomies. And then lastly, the picture at the top center is the picture of the team. So my first week here, I had the opportunity to do a little team building. We went out and went putt-putt golfing. I did play golf yesterday, did not play well. As you see, we weren’t on a winning team, but we went and played putt-putt with a team and what I realized is that the team is so competitive. I’m thinking I’m a golfer, I’m gonna do fine, right? It’s gonna be great. I was second to last. Second to last. It was terrible. So anyway, they’re very competitive, but what they’re most competitive about is who’s taking the best care of their customers. And I’m gonna talk more about this as we go through the day because it’s very important to me how we show up for all of you in this room. So let me talk a little bit about the history of Avionté. Okay. Founded in two thousand and five by John Long. Is John in the room? John, stand up. Oh, he’s in the back of the room over there. Big round of applause for John for finding this coming. It’s been absolutely amazing. Our first customer was in 2007. First customer. We’re now over 800 customers. Right? Over 800 customers that we’re servicing today, which is just an incredible journey. 2010, the first CONNECT. Anybody at the first CONNECT? We have some people. I see like ten to twelve people. That’s amazing. First CONNECT fifteen years ago. Thank you for continuing to come back. 2019 purchased BOLD. We started the conversion over to BOLD, the modern technology. Right? In 2021, WorkN which became the base for our 24/7 mobile application. This is so critical and I’m gonna talk more about this later. It is so critical for us to be able to engage our talent with mobile. That’s where they wanna be met today. And so we’ll talk about what we’re doing there. In 2023, we purchased SimpleVMS. So we have a bunch of SimpleVMS people here with us today as well. SimpleVMS is the digital feed from the employers. So as more and more employers use that, we’re going to link that in with the ATS so we can streamline things. We know that people want staffing to happen very quickly. Right? 48 hours is typical turnaround, average turnaround, so we have to digitize the entire supply chain and that’ll be a key part of that. And then 2025 was 20 years. Twenty years in business, which is absolutely incredible. So where are we going from 2026 perspective? You’ll hear from the team over the next couple days about things that are around unleashing our data, around unifying our platform and making sure it’s really simple to use from the front office capabilities to the back office capabilities, around enabling workflows across the entire application, and also being able to inject AI agents, agentic agents in to take pressure off of the recruiters to allow them to spend more time with the talent and more time with the employers. So I’m very excited about what ’26, ’27 and the next few years have in store. Let me share my simple philosophy because this is really important. I’ve been using this for thirty years. It’s two part. Part A is we’re here, Avionté is here to take care of our customers. It’s that simple. We need to show up for you because things don’t always go perfectly. Right? Things break and we need to show up for you and be available. And if we do that and do a good job of that, guess what’s gonna happen? You’re gonna stay with us for a long period of time and when you need something you’re going to say, can you help me with this? And the answer is going be obviously, yes. Right? That’s the kind of relationship we want and that’s how we want to show up for you as Avionté. Now Part B of that philosophy is we have to have an incredible team to do that. We have to take great care of our team, because they’re the ones that are gonna pick up the phone to seven AM in the morning, and I heard this conversation yesterday when I was at a break, they there was a there was a conversation where we said, we call in at seven AM every morning to talk to the Avionté support team. Right? They gotta be there to do that. Seven AM, at night, on the weekends, on a holiday, that’s how we wanna show up for you so we’re always available because things will happen, and the special part about this company is the team, and that we’re here for you, and we’re gonna show up. So that’s my simple philosophy. As I said, I’ve been using it for thirty years, it works wonderfully, and that’s how we wanna show up for you guys as our customers. Let’s talk about who’s here. Who’s here at CONNECT? Very excited about this. So over 370 staffing professionals are here. As I talked to people last night, they said, we need to leave a couple people behind because our business is booming right now and people had to go do work, which is great. Right? That’s absolutely fantastic. But 370, over 370 staffing professionals are here. So use that as an opportunity to network with people and learn from each other. Over a hundred partners. I don’t know if you spent time yet out at the partners’ booths. I did, and I’ve learned a ton. There’s so many value-added capabilities that plug directly into Avionté that you could take advantage of. And then over a hundred Avionté employees as well that again take you take care of you here at the conference. So let’s take a look at some numbers here. How many people in the audience have been here for five or more years? Just show hands. So about fifteen percent of people have been here. These are the veterans. Right? They found value. For you to take time out of your schedule to come here and spend time with us, you have to be able to take one or two things back that’s gonna make your business better. So you saw the people raise their hands at a break, tap them on the shoulder, figure out what they did and how they drove value. I’m gonna ask two to four year people veterans, people have been here for two to four years. So quite a few people more like twenty thirty percent which is great. So you guys are just coming off that you could have been here first time last year, second second year here. So clearly you saw some value in coming here. Continue to talk to people and network. I think there’s a big opportunity there. Learn what we’re doing and please stop by the partnership booths. Here’s my favorite one. How many rookies are out there? About forty percent. That’s unbelievable. People that came for the first time. Welcome to CONNECT, and take this as an opportunity. Here’s my challenge for you. Take back one or two things that you could take back to your business, and make changes or do something differently than you did before you came here. Right? Learn one or two things from one of your peers and that’ll be that’ll make your time, it’ll make the the time you spent here well worth it. The last group of people I want to call out is the Avionté team. Can they stand up? Can the Avionté team please stand up? So they’re all in the back of the room as they should be, right? So big round of applause for the Avionté team. Incredible job in pulling this together, but more importantly, they’re here to help support you. If there’s anything you need, they have the pink lanyards on. Just grab them, and they will help you. We wanna make sure this is delightful for you and that you can get a lot of value out of this conference over the next couple days. Okay? So they’re here for you. Okay. Let’s talk about what I heard. I mentioned before that I got a lot of emails and feedback, I got some LinkedIn messages, I had some round tables, I had some one-on-ones; and I had a lot of great conversations yesterday as well. What I heard was three things at a high level. First and foremost, every conversation started with, we love the Avionté team and that warms my heart. Right? That makes me feel really good that they’re showing up for you day in and day out. So that’s fantastic. The second conversation or topics that we talked about were some tactical things. Like, oh, not everything in Classic do I get in BOLD, and we need those things. And, or I need the security thing, a lot of tactical things, which are important by the way. And Jason, product leader is going to take those down, and we’re going to kind of prioritize them, we’ll get through them. But we have to balance that prioritization with some of the strategic things you asked for as well. And strategically you said, hey, I need you to unleash my data. I want to be able to create dashboards and do things differently. I need workflow enablement so I can drive productivity through my organization. I need to be able to easily put AI, agentic AI agents in to do things that are mundane, to free up my recruiters time, to spend more time with their customers, with with their talent. So those are some of the things that we heard from you, and when I summarize that up to the highest level, it comes down to two things in my mind. You’re asking for our help as a company in helping you grow your business, and helping you grow your business profitably. Those are the two things. And that’s a lens I’m gonna put on everything we do. So whether we’re adding a feature, or doing something and adding a new capability, or signing up a new partner, it’s got to be with a lens on it that says, will it help you grow your business and grow it profitably? So I’ll use that lens as we go through the rest of the presentation today. But here’s what I want to shift to now. I did a bunch of research as you would expect as I was taking this job and there were five trends that I saw up there, five trends I want to talk about, and these are trends that are really reshaping the industry today, and you have the opportunity to take advantage of these, and we’ll hear from some of your peers and what they’re doing related to these trends as well. So here’s the first trend. Uncertainty is a tailwind. Uncertainty is a tailwind, specifically in light industrial. So we all know there are jobs coming back to the US. Data centers, factories, manufacturer plants are all coming here, and we also know that they’re all very uncertain about how long they’re gonna how big they’re gonna be, and how long they’re gonna stay here, and so what do they do? They look for temporary support. That’s a huge opportunity for us. Right? A huge opportunity for us. Now Chris is gonna come up after me, he’s gonna talk about some of the macroeconomic things that he’s seeing and how we think this is gonna continue for another twelve to eighteen months. So we have this tailwind which we have to take advantage of over the next twelve to eighteen months. It’s really gonna help us as an industry. Trend two. Trend two. The labor squeeze is hitting every single one of our verticals. Every one of our verticals. So let’s just talk about this for a second. There’s a macro issue for sure. Right? We had a labor pool that was this big, and we have groups of people that are aging out of that labor pool. They’re retiring, which you would expect. And the groups aging in are of lesser numbers. So that takes our pool and shrinks our pool, makes it smaller. On top of that, you’re all aware of the immigration challenges. Right? Which makes our pool even smaller. So what does that mean? It means we have to engage our talent like we’ve never engaged them before. Right? We have to do that going forward. So let me just give you a couple examples across a few of the segments. So light industrial. First half of this year was phenomenal. Right? I think the second half of the year is going to continue like that, and I think we’re going to have a little bit of tailwind in ’27 as well. However, in light industrial, you’re all seeing this, right? The turnover is pretty high. So you have to have an engaged talent base to take advantage of that. That’s really critical. Healthcare. Twenty-two point seven percent is the turnover in healthcare. Nine point six percent vacancy right now. Think about that. Huge opportunity from a temporary staffing perspective to be able to fill those voids out there. IT. We thought cybersecurity was going to get better with AI. It’s actually getting worse, Cause it’s it’s exposing all of the issues that are out there. There’s five hundred thousand cybersecurity jobs open in the US right now. Another opportunity. On the professional side as well, if you think about professionals, Tax season. We have to find people to help with tax season. It’s taking seventy three days in order to fill those roles and those are forty one percent longer than non-credential-based roles. The net of this is, our industry is is very interesting because it has to, we have to be able to fill these roles very quickly. Sixty-one percent of our employers are asking us to fill the roles in 48 hours, and it’s even shorter than that when you get into education. Right? If you need a substitute teacher, it’s a very short period of time. So anyway, trend two is a labor squeeze is real. It’s real at a macro level, and it’s also real at a micro level inside each one of these industries. Trend three. Talent expectations have changed. Right? We’ve all felt this. This is what every single one of our talent wants to use, especially the younger generation. Right? The older generation that’s aging out got this in their thirties, thirty five, forties. The younger generation was born with a phone in their hand, so they wanted to be thumb ready. Right? They want to be able to use their thumbs versus their fingers to type things. Couple things I’d say here, one is as people take additional shifts in light industrial, they want to be paid right away. This is feedback we’ve gotten. So they’re taking the shift because they need the money, so they want to be paid right away. That’s one. Speed of onboarding is absolutely critical. So I know we’ve all, I just recently went to the doctor’s office and they asked me to fill out the forms, you’ve all done this right? You get ten forms and you start filling them out and you realize you’re writing the same thing over and over and over again. It’s friction filled. We have to make it frictionless and we have to be able to deliver all the onboarding needs right here on their phone. That’s critical to engaging the talent. Then I’m gonna talk about communication. So my kids I mentioned before, twenty nine and twenty seven. Right? Twenty nine, twenty seven years old. They don’t call me. They text me. They text me. Right? I know your kids probably do the same thing. I’d say the shift is people aren’t answering emails. They’re not as apt to take phone calls anymore. There’s two areas that they really want. They want text, and then I find more and more that people want in app communication. In app communication. So I want to be able to go into the app when I want to look for a new job or an opportunity, right, versus getting a phone call. So we’re seeing that shift happening right now just from a talent perspective, what talent’s expectations are of us as an industry. The fourth trend is not gonna surprise anybody. Not gonna surprise anybody. AI is no longer optional out there. You’ll hear us talk about the ability to do workflows across the entire platform, and then plug in AI where you need it. It’s gonna differ. All your organizations are gonna be a little bit different. Some people are gonna wanna use it for candidate sourcing. Some are gonna want to use it for interview interviewing and screening candidates. Some may not want to use it at all. Some may want to use it for job management. So there’s gonna be a lot of different options out there as to how you want to use it. Visit some of our partners out there, they have solutions that can be plugged in to support some of these activities. And again, the whole premise behind this is take the mundane away to give your recruiters the time to focus on the talent and work with the employers. Here’s some stats for you. Forty-six percent of the agencies today are still not using AI. Forty six percent. Forty one percent are using one to two AI workflows or capabilities. Thirty four percent, three to four, and only thirty one percent have more than five. It’s a massive opportunity for us as an industry to take advantage of. Trend five, specific to light industrial. Skills are the new credentials. Skills are the new credentials. Let me explain. Forty five percent of companies have eliminated the requirement for degree. The days of going through and saying, oh, don’t have a they don’t have a degree or they haven’t they haven’t graduated from high school is behind us. Right? Forty five percent are saying I don’t care about that, what I care about is do they have the skills to perform the job? Eighty one percent of the companies are actually saying, are shifting to a skills based hiring process, and when they shift to skills based hiring process, here’s what happens. Five times more predictable of performance. These are people who have the skill, they want to use the skill, they’re gonna perform well, and here’s the kicker, thirty four percent longer tenure. They stay longer in the job if you hire based upon skills. So let me recap really quickly. First, we have a tailwind right now that we could take advantage of, which is fantastic. Two, labor squeeze is happening at a macro level, the pool is getting smaller, so engaging our talent is critical. Three, mobile phones. All of our talents, specifically the younger generation wants to communicate in them in in in on their mobile phone where they want to be communicated at. Right? It could be at home, it could be in the car, whatever. AI is no longer optional, I think we all know that, it’s popping up everywhere, we have to figure out how to leverage it effectively for our organizations and then skills are the new credentials. So let’s talk about let’s talk about what we do with these trends. And as I mentioned, we have three three of your peers that are willing to talk to us and we’re going to talk about the practices that they’re embarking on to continue to grow their agencies amongst these trends. So there’s three areas we’re going to talk about today. One is deep AI adoption, right? Deep AI adoption. Two is operational discipline, And the third one is owning the sourcing channel. So I’m going to ask, first off, Reed Laws, if Reed would spend just a little bit of time sharing with us a two minute snippet on deep AI. And these guys are gonna be up later today, later this afternoon on a roundtable, so you’ll get more information. And if you please talk to them at a break as well. Sorry about that. It’s okay. That that I think that was a cue for me to get Reid on the stage here. So can we get a microphone to Reid? Reid, you’re over here. Right? Hey Reid. How are you? Good. How are you? Good. Can I ask that you turn and face the audience? Everyone say hi to Reid. Hi. I’m gonna give you guys my comment here that you’re never gonna forget who I am. Think of a football team, offense and defense. My family played both at the same time. I’m one of nineteen kids. So you’ll never forget me. Okay. On to AI. Deep AI is you’ve you’ve got to leverage AI and what I’m not talking about is spending AI. Spending dollars is not leveraging AI. The way you leverage AI is you have to point every single dollar to solve a problem. That’s how you leverage AI. Hopefully, you’re solving your customer’s problem. So I’m gonna give you a quick example of how we leveraged AI. We brought multiple, not three, not four, not five, dozens of AI things are happening with my organization. What we looked at and this one’s really important and I would write this down to you because yes, we have a tailwind, but after a tailwind means maybe a headwind. We have to get really good at solving the problem of every gross profit dollar that we get, we need to put more of those dollars to our net income or EBITDA. So what we did is when we used AI, we grabbed seventeen hours per recruiter that they had extra to give to our customers. Now, we’re meeting with our customers and when you’re meeting with your customers with those seventeen hours, they’re giving us more orders and then we use AI so we can fulfill those orders. And so the average industry right now, you’re putting twenty two percent of your gross profit dollars to your bottom line. Our AI took us from twenty two percent to forty eight percent and we did that in seven months. So deep AI is important. It’s going to be really important for this industry and doing this for thirty-one years, I’m absolutely on board with Avionté that it’s an absolute necessary tool to be having. Thank you Reid. Thank you. Thanks Reid. Incredible. So a couple things a couple things. One is experimentation. Right? But more importantly measuring and what I loved about that is AI, he’s leveraging AI to grow profitably. You heard the profit story there, right? So fantastic. Thank you very much Reid. Operational discipline. Iris Miller. Iris, can you tell us a little bit about what you’re doing with operational discipline? Hi, my friend. How are you, Iris? Good. And you? I’m doing so well. Tell us. I do not have nineteen siblings. Only four. So let’s talk about operational discipline. Right? As we all know, technology and AI is not gonna replace the operational discipline. They ignite it. Right? So the technology is only as good as your processes. The quality of the technology is only gonna be as good as your processes and the data behind it. So our staffing network, what we have been driving is that operational discipline starts with all of us following SOPs. Working on having workflows that align our business in consistency. For us, consistency is really, really important. Consistency creates reliable data. Reliable data impacts the the effectiveness of the AI. So for us, we have been pushing our teams to follow SOPs consistently consistently consistently, but as well, we’re seeing that automation also has helped our recruiters to have more time to spend on relationships. When we talk about operational discipline, we talk about this is not a just one time initiative. It takes accountability, discipline, adapting, learning, and consistently improving those processes that we have in place as the technology continues to evolve. Thank you. Thank you very much Iris. Thank you Iris. So what’s beaut I’m an operator at heart, right? And what I loved about that was refining and continuing to refine the process to free up time for your recruiters, Right? I think that’s fantastic. Operating processes and just simplifying things will free up time for your recruiters and allow you to spend more time with the talent and the employers. Lastly, Jane Hamilton. Jane, are you out there? Hi, Jane. How are you? I’m good. I’m doing so well. I only agreed to do this so I could share a stage with you. Stop it. Alright. Let’s give it up for Jane. I’ll pay you later. Yes. Jane, tell us a little bit more. Yeah. So, I was asked to talk about that channel arrangement. We’re all struggling with finding good talent. That’s something we all deal with. I think that’s gonna continue to be the challenge. Do I get a close one? Okay. For all of us. So what I’m looking at is more like once you get them, how do you keep them? So in our channel, I wanna extend our connection past just the front office and allow our talent to get directly to the subject matter experts in our back office where we have time and experts who can get them corrected pay, address any benefit questions they have, and the likes, and to be able to create a three hundred and sixty degree experience with our talent. So we’re exploring all these connections by leveraging the new mobile, the universal chat in Avionté, using more email and integrated phone systems to get there. Now the other thing is creating that stickiness factor, and I have the good fortune of being a hundred percent employee owned. So we have done a lot where our talent now are actually owners in the company. We have PTO programs. We give interest free loans to people, and this is all to make sure that they once they come to work with us, we wanna reward them for being a part of our family with all of these programs that we’ve been able to build. So Great. Thank you, James. Thanks, James. I think finding talent finding talent cost us about forty seven hundred dollars each. And if you can retain the talent it’s almost close to free right? So leveraging some of those capabilities and techniques is fantastic. So special thanks to Reid, Iris, Jane, big round of applause for these guys. And a reminder that this afternoon, they’ll be on a roundtable. So please be here this afternoon and listen to the roundtable conversation where they’ll go much much deeper. Okay. Really quickly, one more thing I’ve heard in conversations is the issue around tool sprawl. I call it tool sprawl. Right? We’re trying to set up is a digital supply chain. You have this need to fulfill fulfill jobs very quickly, which means you need to get them from a VMS digitally at some point in time. Right? You need to have a unified platform that cuts across all these your recruiters aren’t faced with logging into multiple systems. It’s just one platform they log into once, and they can do their entire job. That will drive efficiency in ten percent to fifteen percent to the bottom line, in my opinion. On top of this, you put workflow enablement. You heard Iris talk about workflow and processes. Put workflow on top of that, and then leverage the appropriate AI tools for your organization to drive productivity and allow you to free up time so your recruiters can spend more time with the talent and then with the employers. So let me talk quickly about where we’re going from here, where we’re going from here. So again, forty two days in, it’s my opinion working with the team and listening to a lot of customers. My my goal is to keep that lens of keep that lens of growth and growing profitably for all of you. If we can help you do that, you’re going to stay with us for a long period of time. So here are the four areas that we’re going to we’re going to accelerate on. One is the ability to put workflows across the entire platform, and then for you to select the AI agents you’d like to use inside your organization to free up your recruiters time. Learn over the next couple days, you’ll hear from Jason and OT in their keynote about what we’re doing there and how that’s going to be rolled out. So that’s one. Two is, we’re going to unify the platform. We’re going to do this by persona. So the first persona is a recruiter’s persona. So what they do when they’re finding finding a job for an employer, or getting a job for an employer, matching the appropriate talent, and then obviously getting them onboarded, getting them to work, paying them, all that sort of stuff will be in one system with one interface as well. You’ll see that from the product team as well. Engaging the talent. Please go to the Experience Center if you haven’t seen this already. We have about twenty percent of you using the mobile capability. I think it’s a game changer for us to engage talent. They want to be met on their mobile phones. We have to meet them there. So learn what we’re doing there. Take advantage of that as we go forward. And the last one I heard over and over again is you have to help us unleash the data. My understanding is that we still take feedback for custom reports, and we’ll develop a custom report and give you a custom report. That’s that’s early two thousands technology. So I’ve challenged a team to figure out how we can unleash the data for you so you can actually pull your own reports, create your own dashboards, and things along those lines. So more will come on that, and you’ll hear more about that from both Jason and OT. These are the four areas that we’re going to work to accelerate to help you. I am so open to additional feedback, so please tell me where I should go on my next vacation, but also give me feedback on on where we should actually focus our businesses. So with that, I want to thank you for the warm welcome. This has been an incredible conference so far for me. I’ve gotten to meet so many people, and it’s just such a great community. The team’s been great, and you all have been great as well. I am so happy to be here, and I’m happy you’re here as well. I wish you a very good connect, and I look forward to connecting at the breaks or over dinner. And with that, I’m gonna invite Rachel back up and play my happy song. Thank you.
Since stepping into the role as Avionté CEO, Dirk Izzo has spent his time listening: to customers, to the market, and to what’s actually changing in staffing.
In this keynote, he shared five trends reshaping the staffing industry right now, what today’s most successful staffing agencies are doing differently, and where Avionté is headed next.
It’s a candid, forward-looking read on the state of staffing, and Avionté’s role in what comes next.
WorkN is now Avionté Mobile. Building on the power and functionality of WorkN’s talent mobile app, Avionté Mobile is built for the high-volume staffing and recruiting industry.
