USA Talent Solutions

You should be ???????????? even when you’re not ????????????. If you’re only hiring when there’s an urgent need, ??????’???? ?????????????? ????????????. Reactive hiring leads to rushed decisions, limited candidate pools, and potential misfires. Strategic hiring means always thinking ahead. ? Building relationships ? Mapping out future needs ? Staying connected with top talent before you need them We work with clients to plan years ahead, ensuring the right people are ready when the time comes. The best hires aren’t made in a panic. They’re built through proactive strategy. Are you thinking long-term? Are you actively recruiting far enough ahead?

We are celebrating a leader, friend, and inspiration at USA Field Services. ?? Our President, NICK GUMM, has hit his 6-year mark at our company. Nick isn’t just a President; he’s a field guy at heart, someone who understands the work because he’s done the work. Nick, your dedication to this industry and the people in it is what makes USA Field Services what it is today. Here’s to six years of growth, grit, and success—and many more to come! Thank you for all that you've done. ??

Here’s a smart hiring tip: let people keep their favorite “hat”. In a growing company, people wear multiple hats—but they can’t wear all of them forever. As you scale, you’ll need to bring in new team members to take on responsibilities. Here’s the mistake: bringing in new hires who take away someone’s favorite hat instead of supporting them. People do their best work when they’re in their zone. So, when it’s time to expand, hire to complement your team, not compete with them. Bring in people who support their strengths, not take away from them. Growth isn’t about making people give up what they love—it’s about freeing them up to do it even better. #Hiring #Recruiting #Leadership

At its core, hiring is never really about “???????? ???? ?????????????? ?????????? ?????????? ??????” or “???????? ???? ?????????????? ?????????? ????????”. It’s really about “?????? ???????? ?????????? ?????????????? ????????????, ?????? ???????? ??????, ?????? ???????????? ?????????????? ???????? ?????? ????????????”. This is why your hiring strategy needs to stretch years. When you plan out your hiring not just for the next year, but for the next two or three years, you give yourself the flexibility to act fast when top talent appears. You never know when the perfect candidate is going to fall into your lap—but if you’re not prepared, you might miss them. Having a strategy is what makes the difference. That’s why strategic workforce planning matters. It allows you to: ? Know exactly how many people you’ll need and for what roles ? Start scouting the market early ? Build a pipeline of candidates before the need becomes urgent ? Adjust timelines—whether the right candidate shows up six months early or three months late Proactive hiring means you’re not stuck reacting—you’re making intentional decisions. It gives you the power to pull the trigger when the right fit appears, even if it wasn’t part of the immediate plan. ?? The best candidates don’t always show up according to your hiring schedule. But if you’re ready, you can bring them on board when it matters most. ?? Want to future-proof your hiring strategy? Let’s talk.

Are you setting up your new hires to succeed? The capacity to succeed is a major ability that we look for when we hire candidates. But you also have to ask yourself if you are doing your part to make sure there are things in place so your new hires CAN succeed. New hires will not automatically thrive with a little encouragement and a pat on the back. Yes, we all want new hires to feel welcome and supported. We give them a bit of leeway to learn the processes and figure things out. But without making them ACCOUNTABLE, you’re setting them up for FAILURE. You have to track progress, provide feedback, and ensure they're on the right path. We use the EOS Worldwide framework to keep our team on track. Every employee has a scorecard with clear KPIs. This scorecard acts as a COMPASS to guide both our leadership and employees. You need a system that will allow you to identify areas where employees are struggling so you can provide targeted support and coaching. Without accountability, it's easy for people to slip into complacency. They might look busy, but are they truly productive? ?? Accountability shines a light on performance, leaving no room for hiding. It's not about micromanaging. It's about empowering your team to succeed. It's about creating a culture of ownership and high performance.

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 ???????????????? of the oil and gas industry is not a "what", but a "??????". It’s the inspectors. The project managers. The construction managers. The operators. The laborers. It’s the folks out there. ?????????? ???? ?????? ????????????. ??????’???? ?????? ???????? ???????????? ???? ????????????. 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 ?????? ?????????? ????????????????, 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: 1?? ???????????? ????????????????????: Applying on job boards—visible, but often oversaturated. 2?? ?????????????? ????????????????????: Not applying on job boards, but are looking for opportunities. 3?? ???????????? ????????????: 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? ? ?????????? ?? ???????????? ?????????? ??????????????—know where top talent is and who’s open to new roles before they start looking. ? ???????????? ?????????????? ???????????????????? ??????????????????????—because they won’t come to you. ? Create ?????????????????????????? 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 ?????????? the $150K budget. Our tailored ???????????? ?????????????????? ?????????????? 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. ?????? ???? ??????. During negotiations, we discovered the candidate was eager to LEARN and GROW. So we proposed: → ???????????? ???? $??????,?????? → ?????? ?????? ?????????????????? $????,?????? ?????? ???????????????????? ???????????????? ???? ?????? ?????????? ???????? This turned into a WIN-WIN for both the client and the candidate. ????, ???????? ?????? ?????? ????????? It was the combination of access to ???????????????? ???????????? ???????? and the ability to ?????????????????? to benefit everyone involved. ????????????????: 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 ???????? salary benchmark report! #leadership #hiring #jobs #recruiting