«I've had the pleasure of knowing Bryan for over a decade, and he has consistently been one of the most trusted recruiting partners I've worked with. Beyond simply filling roles, Bryan takes the time to understand the business, the culture, and the unique qualities that make someone successful in an organization. He is thoughtful, disciplined, responsive, and continuously refines his approach based on feedback, which results in a consistently high caliber of candidates. Whether supporting executive searches or helping scale hiring during periods of rapid growth, Bryan operates like a true extension of the leadership team. His professionalism, judgment, and commitment to delivering results have made him an invaluable partner, and I recommend him enthusiastically to any organization looking for exceptional recruiting support.»
Боулдер, Колорадо, Соединенные Штаты Америки
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Hunter + Esquire®
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Ryan Blasko
January flew by as always. Another strong month for clients of the The Mullings Group. Building companies and careers has a tendency to accelerate timelines. Hiring trends reveal where MedTech is actually going, not where people say it is going. From commercial leadership to engineering and clinical roles, growth follows companies that invest in talent before the inflection point arrives. Markets reward technology eventually. They reward the right team immediately.
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Erin Baird
Grateful to Staffing Industry Analysts for the 2026 Staffing Trends report. I've spent some time going through it and one theme in particular keeps coming back to me. Hiring has evolved. And the continued rise in candidate fraud is being accelerated by high-volume, remote hiring that relies heavily on technology. The result is fairly straightforward: fraud increases where human connection decreases. I appreciate the role AI plays in the future of recruiting. And frankly, the future of well, everything. When used ethically and thoughtfully, it can strengthen verification, improve efficiency, and reduce risk. At the same time, AI has raised the baseline of "believability," making it easier for fraudulent candidates to look polished, prepared, and convincing. It's easy and a bit cliché to say that AI should augment and not replace human judgment. The harder question is what that actually looks like in international and cross-border hiring. For us at HealthStar International, it means staying grounded in in-person recruitment. Yes, we use technology and AI. But we built this business on in-person hiring, and we continue to invest in it. COVID pushed many firms (including ours) to move fully virtual. Since then, we've returned and continue to invest in in-person recruitment trips, on-the-ground local support, and between candidates and HR/leadership teams. This matters because fraud is increasing and becoming more organized and more believable. But it matters even more because we're in the people business. In-person recruitment strengthens authenticity, verification, cultural fit, and retention-- all of which are particularly critical in healthcare and mission-driven organizations. The future of staffing isn't high-tech or high-touch. It's both. And when efficiency or volume is prioritized over people, organizations don't just take on more risk... they often see higher turnover after arrival. You don't have to choose between high volume and high touch, but you do have to be intentional about how you hire and who you trust to do it. #healthcarerecruitment #staffingtrends #humancenteredhiring
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