USA Talent Solutions

Happy Thanksgiving from all of us at USA Talent Solutions! 🦃🍁 In this season of thanks, we are especially grateful for our incredible team, our dedicated clients, and the talented individuals we help connect with fulfilling careers every day. Your trust and partnership mean the world to us. As we take a moment to reflect, we're reminded of the power of collaboration, community, and the opportunities that come from working together. Thank you for being a part of our journey. Wishing you all a wonderful day filled with gratitude, family, and good food! #Thanksgiving #Gratitude #Teamwork #USATalentSolutions #GivingThanks

In Episode 5 Josh Roberts shares his story and discusses business, partnerships, faith, and more. This episode is packed with actionable steps that you can implement with your entrepreneurial journey. . . . #businesspodcast #businessadvice #entrepreneurship

Exit interviews are too late. Most companies follow a common pattern: hire, onboard, and then let regular check-ins take a back seat. But if you’re not consistently checking in, how do you know: • If your employees still align with your company’s vision? • If they remain motivated and engaged in their roles? • If they are equipped to succeed? This is where 𝗿𝗲𝗴𝘂𝗹𝗮𝗿 𝗼𝗻𝗲-𝗼𝗻-𝗼𝗻𝗲𝘀 come in. I learned this method of evaluation through EOS and added my own touch, and it’s been a game-changer for accountability, performance, and making sure values are in alignment. Here’s how it works: 1️⃣ 𝗨𝘀𝗲 𝗮 𝗣𝗲𝗼𝗽𝗹𝗲 𝗔𝗻𝗮𝗹𝘆𝘇𝗲𝗿: Every month, quarter, or cadence you prefer evaluate each team member based on your company values. *don’t wait longer than 3 months. Are they scoring positively, negatively, or neutrally? 2️⃣ 𝗔𝘀𝘀𝗲𝘀𝘀 𝗥𝗼𝗹𝗲 𝗙𝗶𝘁: Ask three critical questions: • Do they get it? (Do they understand their role?) • Do they want it? (Do they still feel motivated?) • Do they have the capacity? (Do they have the skills and resources to succeed?) 3️⃣ 𝗦𝘁𝗮𝗰𝗸 𝘁𝗵𝗲 𝗗𝗮𝘁𝗮: Take the feedback from your one-on-ones and compare it to performance indicators, such as quarterly goals. As patterns emerge, you’ll gain an understanding of your employee’s engagement and potential. 𝗪𝗵𝘆 𝗗𝗼 𝗧𝗵𝗶𝘀? Routine evaluations of your employees ensure that they are engaged and aligned. It’s important to stay connected, reinforce your company values, and address issues before they become exit interviews. It’s not just about accountability—it’s about investing in your people and fostering connection with your vision and culture. Are you conducting regular one-on-ones with your team? If not, what’s stopping you? #Leadership #Performance #Success #EOS #Entrepreneurship #Management

Would you risk $600,000 by rushing a hire? Here’s a real-life example of what can happen when you do: A plant manager was hired. On paper, he was perfect. ✔️ The right skills. ✔️ The right experience. ✔️ Passed the interview process. But an important detail was overlooked…he didn’t fit the company’s collaborative culture. This mismatch caused a chain reaction of issues: Machinery installed incorrectly. Lost production time. $600,000 in costs from mistakes, delays, and redoing the work. Worst of all? They had to start over—find a new hire, rebuild trust, and recover momentum. Here’s the hard truth: Fast-tracking a hire, even one that looks perfect, can lead to costly errors when they don’t align with your company’s culture. Jeff Hancher said it best: “Even when you think you’re 100% sure, you’re often only 60% right.” So, what’s my advice? Slow down. Double-check the culture fit. Don’t just hire for skills; hire for alignment with your values and work methods. The upfront time and effort can save you hundreds of thousands of dollars—and, just as importantly, your company’s reputation. What’s your biggest lesson from hiring mistakes and what do you do to avoid them? #Leadership #Hiring #Culture #Recruiting #CultureFit #TalentSolutions

Sometimes growth means offering LESS. When you’re building a business, the instinct is to do more. More services. More clients. More offerings. But here’s what I learned: Growth doesn’t always mean adding to your plate— it can mean focusing on less, but more specialized services. If you’ve read the book 80/20 Principle, you’ll know this idea: 80% of your revenue often comes from just 20% of your clients. And here’s something I picked up from Ben Hansen: Take a look at the bottom 20% too. Sometimes, these clients are your biggest customers, but they also come with the lowest margins. Hyper-specializing in the right area can make all the difference. It’s hard to do this early on because you’re still figuring out what that specialization is. But if you can focus on what you do BEST—you can grow from there. #Entrepreneurship #GrowthStrategy #Specialization #Business

If I had known about the Entrepreneurial Operating System (EOS) 10 years ago, I’d have saved myself a LOT of guesswork. Gino Wickman EOS Worldwide just clicks. It brings structure to the chaos of running a business. And highlights the pieces many of us overlook. In EOS, there are two key roles: Visionaries – The strategists, the idea people (often the CEO or founder). Integrators – The operational powerhouses who bring the vision to life. For me, my sweet spot has always been in the Visionary role. Realizing this has changed how I approach: - Leadership - Goal-setting - Accountability - Team structure If you're an entrepreneur feeling overwhelmed or a bit stuck, I highly recommend Traction by Gino Wickman. 📖 It might just be the missing piece you've been looking for. I’m not a paid spokesperson for EOS.. just a raving fan. #Entrepreneurship #Leadership #EOS #BusinessBooks #Founder

How do you know if you're OVERPAYING OR UNDERPAYING for talent? 🤔 You can search online for salary scales, but those numbers are often outdated or too broad. The "80k" average for a Controller? It might actually be 105k in your market. And that’s where companies often miss the mark. This can leave you either overpaying for roles—or worse, underpaying and losing top talent to your competitors. So HOW do you figure out what to pay? It's about understanding the nuances of your market. A staffing agency with industry knowledge can give you REAL-TIME INSIGHTS instead of relying on outdated or generalized salary data. Find and work with recruiters who: … specialize in your industry—especially locally … have recently placed talent in similar positions, in your industry or with your competitors … are searching for similar positions They’ll know the real compensation rates that attract top candidates, not just what's listed online. Get it right, and you'll attract and retain the best talent. Get it wrong, and you'll pay the price. 👉 𝗣.𝗦. DM me or Comment “salary report” below and I’ll send you a free confidential salary benchmark report for any position in Pittsburgh. #SalaryScale #Compensation #Recruiting #Pittsburgh

When I realized I needed a CEO… who wasn’t me. There was a moment when I thought, “I’m going to fail. I’m not cut out for this.” The mistakes, the pressure, the setbacks—it all felt too big. I remember saying, “Jesus, you’re my CEO now. Take over, because I clearly don’t have this together.” And that was the start of something big. It wasn’t just a turning point for me personally. It became the foundation of USA Talent Solutions. My faith gave me the strength to lean into my weaknesses, ask for help, and build something bigger than myself. Of course, this isn’t about expecting everyone to share my beliefs or about saying that faith is essential for success. We’re a diverse team, and I respect that deeply. But I can’t ignore that faith is a core part of who I am, and naturally, it flows into my work. I share this to let others know: If you’re feeling overwhelmed, it’s okay to lean on something greater than yourself. It might just be the breakthrough you need. #Leadership #Entrepreneurship #PurposeDriven #FaithInBusiness

Stop "quiet quitting" before it starts. Annual reviews are outdated and ineffective. They create anxiety, dread, and a whole lot of surprises. 😟 Instead, embrace frequent, constructive feedback. At our company, we have quarterly conversations with EVERY team member. It works because: → Employees know where they stand → We see real progress → There’s no buildup of unaddressed issues Most importantly, it allows for course correction. 🧭 If someone isn’t performing and they’re aware of it, they feel the pressure to improve —or they realize it’s not the right fit and move on. It's about setting everyone up for success. So, ditch the annual reviews. Embrace ongoing conversations. And watch your team thrive. How often do YOU give feedback to your team? #leadership #communication #employeeengagement #performancemanagement

Getting real-world business experience before my MBA was the right move. Without that foundation, I don’t know if I’d have fully appreciated the program. My business school was taught using the case study format. Instead of lectures, we dove into real-world cases and had deep discussions around them. It was hands-on, practical, and incredibly engaging. And with my real-world experience, I could relate to the challenges businesses face firsthand. Then, there was the international component. 👉 Up until then, I hadn’t even left the country. I started in London to ease in with the English language. Then came Shanghai—a whole different world. Then Dubai. Each location pushed me out of my comfort zone in ways I couldn’t have imagined. I gained a global perspective that broadened my horizons. 👉 Stepping out of the classroom and into the world makes a huge difference. My advice: Don’t rush into getting your MBA. It’s an investment, and you can maximize its value by gaining real-world experience first. Thank you Hult International Business School for a life changing experience. #MBA #BusinessSchool #CareerDevelopment #Founder