USA Talent Solutions

Too often, I see a company’s hiring strategy stop as soon as they post their open role. After they post, there’s no proactive search, no talent pipeline, and no flexibility to pivot when market dynamics shift. The truth is, posting a job isn’t a strategy—it’s just one step. To truly hire smarter and faster, you need: ✅ A team that can execute beyond the job post ✅ Experts who understand the market and can navigate it ✅ Access to tools, data, and pre-vetted candidates already on the bench 💡 The real hiring strategy? It’s what happens AFTER the job post goes live. 👊 Need help executing beyond the job board? Let’s connect.

The 𝗯𝗮𝗰𝗸𝗯𝗼𝗻𝗲 of the oil and gas industry is not a "what", but a "𝘄𝗵𝗼". It’s the inspectors. The project managers. The construction managers. The operators. The laborers. It’s the folks out there. 𝗕𝗼𝗼𝘁𝘀 𝗼𝗻 𝘁𝗵𝗲 𝗴𝗿𝗼𝘂𝗻𝗱. 𝗬𝗼𝘂’𝗿𝗲 𝘁𝗵𝗲 𝗼𝗻𝗲𝘀 𝗺𝗮𝗸𝗶𝗻𝗴 𝗶𝘁 𝗵𝗮𝗽𝗽𝗲𝗻. You work long hours, spend weeks away from family, and push through tough conditions—all to make sure projects are completed safely, on time, and done right. At 𝗨𝗦𝗔 𝗙𝗶𝗲𝗹𝗱 𝗦𝗲𝗿𝘃𝗶𝗰𝗲𝘀, we see your hard work. We see your dedication. And we want you to know—it doesn’t go unnoticed. We’re proud of you. We’re thankful for you. And we’re honored to have you on our team. 💪 Thank you for everything you do.

I’ve learned that a bad hire costs more than time and money. Of course, when you hire someone, and it doesn’t work out, the obvious costs are the loss of: • Recruiting • Onboarding • Training • Wages paid But the hidden costs? These are the real troublemakers: ❌ Team morale takes a hit ❌ Company culture turns negative ❌ Customer satisfaction suffers ❌ Domino effect on other employees So, how do you prevent this? Ideally, you don’t hire the wrong fit – and fit largely relates to company culture. Take your time in the interview process, and don’t just focus on skills—assess culture fit. 💡 We’ve put together five powerful interview questions to help you evaluate culture fit before making a hiring decision. Let me know if you're interested in them! #Hiring #Culture #Jobs

Most companies are making a HUGE hiring mistake… They’re chasing only ONE type of candidate. I see this all the time—companies get stuck fishing in the same small talent pool. But there are actually three types of candidates out there: 1️⃣ 𝗔𝗰𝘁𝗶𝘃𝗲 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀: Applying on job boards—visible, but often oversaturated. 2️⃣ 𝗣𝗮𝘀𝘀𝗶𝘃𝗲 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀: Not applying on job boards, but are looking for opportunities. 3️⃣ 𝗛𝗶𝗱𝗱𝗲𝗻 𝗧𝗮𝗹𝗲𝗻𝘁: Not applying or looking at all—until the perfect role finds them. Most recruiters only chase the first group. But the best hires are often hiding in groups two and three. If you want to find the best talent, you need a strategy for all three. So how do you reach the candidates no one else sees? ✅ 𝗕𝘂𝗶𝗹𝗱 𝗮 𝘀𝘁𝗿𝗼𝗻𝗴 𝗹𝗼𝗰𝗮𝗹 𝗻𝗲𝘁𝘄𝗼𝗿𝗸—know where top talent is and who’s open to new roles before they start looking. ✅ 𝗘𝗻𝗴𝗮𝗴𝗲 𝗽𝗮𝘀𝘀𝗶𝘃𝗲 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗽𝗿𝗼𝗮𝗰𝘁𝗶𝘃𝗲𝗹𝘆—because they won’t come to you. ✅ Create 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 that make even the most comfortable employees take notice. In one of my toughest searches, the winning candidate never applied. They weren’t on job boards. But because we had a strong local network and reached out with the right opportunity—they said YES. And they turned out to be a rockstar hire. Recruiting isn’t about waiting for applications—it’s about finding and attracting the best people, wherever they are. 👊 What’s your best tip for reaching hidden talent? #Hiring #Recruitment #TalentAcquisition #JobMarket

We filled a $150K position for $125K — and everyone was happy. Here's how we did it: First, we knew exactly what our client was looking for. But that’s not all. We also understood the market and knew we could find top talent 𝗕𝗘𝗟𝗢𝗪 the $150K budget. Our tailored 𝘀𝗮𝗹𝗮𝗿𝘆 𝗯𝗲𝗻𝗰𝗵𝗺𝗮𝗿𝗸 𝗿𝗲𝗽𝗼𝗿𝘁𝘀 gave us these market insights. With the data and our industry knowledge, we believed we could come in at $125,000 and still find a great candidate. 𝗔𝗻𝗱 𝘄𝗲 𝗱𝗶𝗱. During negotiations, we discovered the candidate was eager to LEARN and GROW. So we proposed: → 𝗦𝗮𝗹𝗮𝗿𝘆 𝗼𝗳 $𝟭𝟮𝟱,𝟬𝟬𝟬 → 𝗨𝘀𝗲 𝘁𝗵𝗲 𝗿𝗲𝗺𝗮𝗶𝗻𝗶𝗻𝗴 $𝟮𝟱,𝟬𝟬𝟬 𝗳𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗶𝗻 𝘁𝗵𝗲 𝗳𝗶𝗿𝘀𝘁 𝘆𝗲𝗮𝗿 This turned into a WIN-WIN for both the client and the candidate. 𝗦𝗼, 𝘄𝗵𝗮𝘁 𝘄𝗮𝘀 𝗸𝗲𝘆 𝗵𝗲𝗿𝗲? It was the combination of access to 𝗮𝗰𝗰𝘂𝗿𝗮𝘁𝗲 𝗺𝗮𝗿𝗸𝗲𝘁 𝗱𝗮𝘁𝗮 and the ability to 𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗲 to benefit everyone involved. 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿: It's not always about the biggest paycheck. Sometimes, it's about the value you offer beyond compensation. If you’re interested in getting market insights for your open roles, let us know, and we will provide you with a 𝗙𝗥𝗘𝗘 salary benchmark report! #leadership #hiring #jobs #recruiting

Ask yourself these three questions when you’re hiring, and it’ll change the way you build teams. 1️⃣ 𝗜𝗳 𝘁𝗵𝗶𝘀 𝗿𝗼𝗹𝗲 𝘄𝗮𝘀 𝘁𝘄𝗶𝗰𝗲 𝗮𝘀 𝗵𝗮𝗿𝗱 𝗮𝘀 𝗲𝘅𝗽𝗲𝗰𝘁𝗲𝗱, 𝘄𝗼𝘂𝗹𝗱 𝘁𝗵𝗶𝘀 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝘀𝘁𝗶𝗹𝗹 𝘀𝘂𝗰𝗰𝗲𝗲𝗱? This digs into grit and work ethic—because resumes don’t show resilience. 2️⃣ 𝗜𝗳 𝘁𝗵𝗶𝘀 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗵𝗮𝗱 𝗺𝘂𝗹𝘁𝗶𝗽𝗹𝗲 𝗼𝗳𝗳𝗲𝗿𝘀, 𝘄𝗼𝘂𝗹𝗱 𝘁𝗵𝗲𝘆 𝗰𝗵𝗼𝗼𝘀𝗲 𝘂𝘀? This forces you to self-reflect—are you building a company people truly want to work for? 3️⃣ 𝗜𝗳 𝗺𝘆 𝗰𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗼𝗿 𝗵𝗶𝗿𝗲𝗱 𝘁𝗵𝗲𝗺, 𝘄𝗼𝘂𝗹𝗱 𝗜 𝗿𝗲𝗴𝗿𝗲𝘁 𝗶𝘁? This is the ultimate test—are they the one that got away? It’s easy to let go of a good candidate when you don’t foresee how they could affect your business. Sometimes determining whether someone is the right or wrong candidate doesn’t come down to asking them an interview question, but asking yourself. So, next time you interview, don’t just check boxes—ask yourself these three questions. You’ll hire better, faster, and smarter. 🔥 Which of these questions is the hardest for YOU to answer? #Hiring #Recruitment #Leadership #TalentStrategy

What if I told you… most people couldn’t do your job? Inspecting isn’t just a career. It’s a calling. There are only about 20,000 inspectors in the U.S It’s a rare group—people who don’t just work in the pipeline industry, they live it. Many of you grew up on the job sites, following the same path as your family. You’ve spent years in the field, in tough conditions, making sure pipelines are safe, compliant, and built right. Most people don’t see what you do. They don’t understand the 14-hour days, the harsh weather, or the responsibility you carry. But we do. We grew up in this industry. We’ve walked the same ROW’s, felt the grit of the work, and lived the lifestyle. And that’s why we know—you should be proud. So if you’re out there grinding on a job site today—this post is for you. 👊 You are kick-ass, and you deserve to hear it. Inspectors are truly a special breed of human. It's a way of life. #Pipeline #FieldServices #Inspectors #HardWork #BootsOnTheGround

If you’re relying on just one method to find top talent for your company, you are missing out. Even worse, if your only method/ source is using generic job boards, then you aren’t just missing out – you’re losing the hiring war. These are our top 5 methods to delivering top talent. Our top sources and methods for finding top talent are: 𝟭.) 𝗟𝗼𝗰𝗮𝗹 𝗡𝗲𝘁𝘄𝗼𝗿𝗸𝘀 𝗮𝗻𝗱 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀 𝟮.) 𝗞𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗼𝗳 𝗵𝗶𝗱𝗱𝗲𝗻 𝘁𝗮𝗹𝗲𝗻𝘁 𝗽𝗼𝗼𝗹𝘀 𝟯.) 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗮𝗻𝗱 𝘀𝗼𝗰𝗶𝗮𝗹 𝗺𝗲𝗱𝗶𝗮 𝗼𝘂𝘁𝗿𝗲𝗮𝗰𝗵 𝟰.) 𝗖𝘂𝗿𝗮𝘁𝗲𝗱 𝗿𝗼𝘀𝘁𝗲𝗿 𝗼𝗳 𝗮𝘃𝗮𝗶𝗹𝗮𝗯𝗹𝗲 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝟱.) 𝗣𝗿𝗼𝗮𝗰𝘁𝗶𝘃𝗲 𝗵𝗲𝗮𝗱𝗵𝘂𝗻𝘁𝗶𝗻𝗴 We are here to help you take your hiring to the top, and we can guide you in figuring out whether your hiring efforts are even working. Let’s build better teams and a stronger workforce with smarter hiring strategies. #Leadership #Hiring #Jobs

I'm saying it again: traditional job boards are NOT the best method to build teams. I can tell you exactly what’s happening if you’re using traditional job boards as your sole source of finding talent: You’re going to run into a ton of resumes, unqualified people, and you’re going to have a hard time filling roles, and your positions will stay open for a long time. I finally decided to go in a different direction this year. We’ve removed job boards from our recruiting strategy. We use local networks that we’ve established. We proactively recruit candidates. We lean into modern recruiting tools, LinkedIn, and social media outreach We form a relationship with both our customers and candidates. We build a roster of top talent, so our customers can build their team. This is my advice to you: stop relying on traditional job boards, and start hiring smarter. #Hiring #Jobs #Leadership #Employment #Recruiting

Pittsburgh has a strong workforce and growing job market! We help businesses connect with top talent - leveraging our local networks to build better teams and to hire smarter. 💛🖤