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Author:

Bryan Sheire

Bryan Sheire leverages more than a decade of hands-on experience in talent acquisition, technical recruiting, customer success, and client development to guide organizations toward stronger workplace performance. Drawing on his marketing and leadership foundation from the University of South Florida, along with years spent cultivating productive partnerships across diverse teams, he offers practical insight into what drives people to succeed and how companies can create conditions that support that success. Bryan’s people-first mindset, relationship-building strengths, and consistent delivery of results position him as a trusted advisor for leaders seeking to elevate their workforce and improve organizational outcomes.
Hand holding "I Quit" sign after first year employee attrition
Employee Retention

How To Reduce Employee Attrition in the First Year by Aligning RPO & Onboarding 

First-year employee attrition rarely shows up as a surprise resignation. It shows up as a pattern. The same jobs bleed talent. The same manager loses new hires. The same location keeps rehiring the same role.  The frustrating part is that most of it could have been predicted before the offer went out.  U.S. quit activity remains a defining feature of the labor market. The Bureau of Labor Statistics’ Job Openings and Labor Turnover Survey tracks voluntary separations at scale, month after month, across industries. The level and persistence of quits gives leaders a blunt message: people keep moving, and many will keep moving

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April 23, 2026
Line of fist held up in the air by internal recruiters resisting RPO
Recruitment Strategy

Why Internal Recruiters Resist RPO (And How Business Owners Can Make It Work) 

You’ve signed the RPO contract. The vendor shows up ready to deliver the pipeline but your internal recruiters start moving slower, asking more questions, and suddenly every candidate has a “culture concern.”  Here’s what’s actually happening: you’ve handed someone else the steering wheel but left your team responsible when the car crashes.  Internal recruiters resist RPO when they lose control over decisions but still catch blame for bad outcomes. If you haven’t redesigned their role before launching the RPO campaign, you’re creating a turf war, not a partnership.  The Real Problem Is Role Collision  Most RPO implementations fail because nobody told your internal team how they’re supposed to work with this new partner who just

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April 16, 2026
Calendar and pen used to plan interview scheduling
Recruitment Services

How Interview Scheduling Works with an RPO Provider and Why It Outperforms In-House Models

Interview scheduling is rarely treated as a strategic function. Most organizations see it as an administrative step that happens after the real work is done. In practice, it is one of the highest-friction points in the hiring process and one of the fastest ways to lose qualified candidates.  As hiring volumes rise and candidate expectations tighten, many U.S. employers are rethinking whether interview scheduling should live entirely in-house. Recruitment process outsourcing providers have moved this function from calendar coordination to operational leverage.  This article explains how interview scheduling is handled by an RPO provider, how it differs from internal approaches, and why the model

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March 26, 2026
2 Resumes with paper cutouts found with RPO resume sourcing
Recruitment Services

Resume Sourcing: How Recruiters Use It & Where RPO Improves Results 

Recruiting teams are not short on resumes.  In many U.S. labor markets, applicant flow remains uneven. Some roles attract hundreds of applicants within days. Others struggle to surface qualified candidates at all. Posting jobs and waiting has become unreliable, which is why resume sourcing has shifted from a supporting tactic to a primary hiring mechanism.  Resume sourcing today is less about finding people and more about filtering uncertainty out of the hiring process. When recruitment process outsourcing enters the picture, the value is not volume. It is control over how sourcing decisions are made and repeated.  This article examines how resume

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March 12, 2026
A line of peoples legs sitting in chairs waiting for hiring stability from recruitment process outsourcing
Recruitment Strategy

5 Steps to Finding Hiring Stability Through Recruitment Process Outsourcing 

Hiring “instability” rarely shows up as a single, obvious problem.  Instead, it creeps in like a slow leak:  And in the last year, the macro environment has made all of that worse.  For example, the U.S. Bureau of Labor Statistics (BLS) reported about 7.7 million job openings in October 2025, with hires around 5.1 million; a “tight-but-cautious” market where demand exists, yet hiring can feel sluggish.   Meanwhile, Gallup reported global employee engagement falling to 21% (down from 23%), with an estimated $438 billion productivity hit tied to lower engagement.   Translation: even when you hire, keeping people productive and committed is harder than it used to be.   So, what’s the solution when your hiring needs are

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February 4, 2026
Hiring manager holding magnet for talent attraction
Uncategorized

Talent Attraction in 2026: A Hiring Manager’s Playbook for Winning Top Candidates

If you’re a hiring manager in 2026, you’ve probably noticed something: hiring feels harder than ever.  Not because there aren’t enough applicants.  Not because your company isn’t well-known.  But because top talent has more options, more transparency, and more bargaining power than at any time in recent history.  Even with economic uncertainty, the labor market continues to shift in the workers’ favor. For example, the latest U.S. Bureau of Labor Statistics JOLTS report showed over 8.8 million job openings nationwide; a number still far above pre-pandemic levels, meaning employers continue competing for a limited pool of qualified workers.  So what’s the move?  This guide breaks down exactly what every hiring manager needs to know about talent attraction in 2026; what candidates

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January 8, 2026
Microphones on table waiting for person to talk about employer branding
Recruitment Strategy

Employer Branding in Recruitment: Strengthen Your Brand Identity

If you’ve felt the hiring market getting more competitive, you’re not imagining it. Candidates today aren’t just looking for a job; they’re evaluating you just as closely as you evaluate them. That’s where strong employer branding comes in.  Here’s the kicker: in 2026, your brand identity is no longer just a marketing priority. It’s one of the most powerful recruiting tools your organization has.  At WorkRocket, we’ve seen firsthand how companies transform their talent pipelines once they lean into employer branding as a measurable business strategy. And you can absolutely do the same.  This guide breaks down why employer branding is skyrocketing in importance, what drives candidate decisions today, and how your company can build a brand identity that

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December 11, 2025
Warehouse worker employed by staffing service checking inventory on tablet.
Uncategorized

What to Consider When Shopping for a Staffing Service

The success of your business relies on the quality of your workforce, which makes finding the right person for your staffing need critical.  Therefore, partnering with the right staffing or recruiting firm is also critical to the success of your company. So how do you choose the right agency to partner with? We (WorkRocket) have created a list of considerations to help you make the best decision. What are the support and communication methods? Will the agency fulfill your staffing needs through the use of technology, or will they engage in direct communications with the population of candidates most

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October 17, 2025