Find Employees

Our Approach

Our approach goes beyond simply filling positions; it’s about finding the perfect match that benefits both the company and the candidate. We recognize that success involves more than technical skills and qualifications on paper. That’s why our qualification process is designed to ensure a win/win scenario for both our client companies and the professionals we place.

Diverse Placements

We specialize in a wide range of placements, including:

1. Direct Hire: We connect companies with permanent professionals who are the ideal fit for their needs.
2. Contract Placements: For companies seeking temporary support, our contract placements provide skilled professionals on a short-term basis.
3. Contract-to-Hire: We offer the option to transition contracts into full-time employees if both parties agree it’s a good fit.

Our Areas of Expertise

Our seasoned recruiting team possesses firsthand experience in their fields, enabling them to bring deep industry knowledge to every placement. We specialize in placing candidates in five key disciplines: 1) accounting and finance, 2) executive administrative, 3) human resources, 4) information technology, and 5) C-Suite executive talent.

Our Commitment to Relationships

At our core, we believe that lasting relationships are the foundation of successful recruiting. We don’t just focus on filling a job and moving on. Instead, we approach each engagement with genuine care and attention because we value the connections and relationships that continue to grow long after a successful match is made.

Whether you’re a company seeking fractional, contract, or full-time resources or a professional looking for your next career move, our dedicated team is here to make a better match for you. We’re not just about recruiting; we’re about building successful partnerships that stand the test of time.

LBMC’s search methodology separates us from others in contingency search and ensures you receive the focused insight and dedicated commitment to hiring success that you and your business deserve.

LBMC Process for Recruitment

Our Experience Makes a Difference – The placement consultants at LBMC Staffing Solutions are seasoned professionals who take a consultative approach when working with clients. We have assembled a group of talented individuals with diverse backgrounds and “real world” experience, education and certifications in the disciplines for which we recruit. This enables us to more thoroughly vet and pre-qualify candidates, presenting only top candidates to you through comprehensive screening.

Quality Network and Approach – Through our affiliation with Tennessee’s largest financial services firm, we have a broader and deeper base of contacts than our competitors to locate candidates and attract referrals. The LBMC Staffing Solutions service approach is very hands-on, collaborative, and transparent. We have stability, credibility and a proven reputation of the highest level of ethics and confidentiality. The problem-solving ability we bring to servicing your search will ensure its success. We also work with you to promote your opportunity and sell your company.

Our Client Service is Exceptional – You can expect strong communication from our team, including the little things – your phone calls and emails are returned promptly! Expectations are established, communicated and revisited during the engagement. You will appreciate a high sense of urgency on our team’s part to fill your positions. You will be a priority.

We recruit the RIGHT talent that make good businesses BETTER – We provide access to a vast network of highly qualified candidates. Our tenure and work experience in the disciplines we recruit allow us to listen to your needs and bring valued market knowledge. This combination enables us to recruit, qualify and make better matches for both our clients and candidates.

When you need a contract placement, you tell us what your needs are and when you need the help. Then, we look for the right talent to fit those needs. Our goal is to make your job more manageable by providing the necessary resources to assist you in meeting critical deadlines. By utilizing a consultant, employers reduce fixed costs while gaining top talent for their specific projects.

Contract Placement – When to use a Consultant

Additional Project Examples:

• Interim management roles (CFOs, Controllers, CIO, IT Directors)
• Forensic accounting
• Audit preparation including SOX compliance
• Internal and external financial reporting including SEC filings
• Tax accounting
• Budgeting and analysis
• Account reconciliation
• Bankruptcy support
• Accounting clean up
• International business and tax
• Inventory analysis/cost accounting
• QuickBooks setup/clean-up
• System implementations
• Internal controls review
• Business process benchmarking, improvement and design
• HR management consulting
• IT project/program management
• Application/software development
• Business analysis
• Network security

The LBMC Difference is about listening and understanding your business needs, as well as using a detailed process to help you secure the right talent to fit your opportunity. We believe our job is to do more than simply send out resumes.

The LBMC Difference:

• Professional recruiters with expertise in the specific disciplines they recruit
• An expansive candidate referral network through our affiliation with one of the Southeast’s premier financial services firms
• Pre-screened candidates for technical AND cultural fit enhancing employee retention
• Market knowledge and industry experience resulting in a consultative approach to recruiting
• Efficient qualification, selection and presentation of candidates – saving you time and money

Dedicated consultant with CPA-MS1

Dedicated consultant with CPA (inactive) and over 20 years of experience in a variety of industries. Hands-on accounting manager, quick study, organized, detailed, self-starter with strong ability to analyze a situation and recommend solutions. Used many software systems and has advanced Excel skills. Exceptional communication skills.

MBA Controller/ VP Finance Consultant-MS2

MBA Controller/ VP Finance Consultant. Managed day-day financial operations including a/p, a/r, payroll, job costing, work-in-process, inventory, treasury management, employee benefits and tax reporting. Lease accounting projects, financial statements clean-up, systems implementations, procedures, and process improvements.

Construction Industry Experienced Accounting/Finance Professional -DKE1

This candidate is a 3^rd generation construction industry experienced professional.  She has over 10 years of industry relevant experience, primarily gained through positions of increasing responsibility with a construction company whose focus is complex commercial structures.   She has prepared financials, reviewed risks and opportunities to drive profit and cost cutting, and collaborated with the executive team to support the business plan.  Future upward mobility would require relocation so she is seeking a locally based, privately held company where she can join as Controller or VP Finance and be an integral part of a cohesive management team.

Multi-site PE Backed Healthcare Controller –DKE2

This highly competent multi-site, multi-entity healthcare Controller has her MBA with a focus in Accounting and 15 years of progressive accounting managerial experience in a PE backed company with $200M revenue that went through a number of acquisitions, mergers and divestitures during her tenure. She was responsible for all things general accounting, financial reporting and cash flow management.  After the recent sale of the majority of the company’s operations, she is seeking a new opportunity with a midsized, growing company with a team to lead and manage.  High praise from audit partner on her engagement.

Big 4 Public and Industry Combo Accounting Executive-DKE3

This CPA began their career with in Big 4 audit serving clients in a variety of industries including healthcare, manufacturing, retail and service.  Her industry career has been almost exclusively healthcare including high growth PE backed companies.  The majority of her career consists of former executives and colleagues hiring or recommending her. Although she is highly skilled in technical accounting and finance, additional strengths are in relationship building, leadership, business acumen, and executive presentation skills.  Very capable, bright, and driven candidate any organization would be lucky to have!

Construction Industry Accounting Professional-DKE4

This CPA learned the industry from the job site to the corporate office.  He began his career with a commercial subcontractor as a Project Manager responsible for bid preparation, materials ordering and budget tracking for multiple concurrent projects as his first job out of college.  He subsequently studied for and passed the CPA exam and transitioned his industry know-how to a Controller role for a $90M family-owned commercial subcontractor.  Reporting to the CFO, he is in hands-on role overseeing operational accounting, HR and IT.  He and his wife are moving their young family to Tennessee to be closer to extended family.  Describes himself as “being humble, yet a fearless organization builder, collaborator, and problem solver with outstanding management skills to help lead an organization.”

Technical Accounting Consultant – Controller/CFO level-NW1

This CPA has Big Four public accounting experience at the Senior Manager Level followed by 15 years of experience in industry at roles ranging from Assistant Controller to CFO  Her company experience ranges from small, closely held companies to multinational corporations with SEC reporting requirements.  She is high energy, loves a challenge and has strong technical accounting and system skills.  She is a dedicated consultant who will commit to any duration of a project.

Interim Controller-NW2

This degreed accountant with fifteen years of progressive accounting experience from staff accountant to controller. She has experience with Intacct and has been involved with an Intacct implementation. She has been involved in the integration of more than 22 companies that ranged in size from $250K of revenue to more than $10 million. Some of those companies were on a cash basis prior to their acquisition. In 2022, Julie decided to go out on her own to do accounting consultant in order to have more control over her time and schedule. Julie has completed successful projects for LBMC Staffing. A former hiring manager said,  “Julie does a great job and has made such an impact in such a short time.  We are fortunate to have found her”.

Senior Financial Analyst-NW3

This senior financial analyst with over 25 years of experience has broad skills in finance and accounting. He is skilled at financial analysis, forecasting, modeling, and budgeting as well as general accounting. He has worked in a variety of industries including healthcare, local government, energy, and retail and services industries. He is an advanced Excel user with strong skills in Power BI and a variety of other systems. He worked with multiple GL systems. This candidate has successfully contracted for LBMC Staffing on multiple occasions going temp-to-perm twice. A former supervisor and CFO said he is “meticulous attention to detail and analytical mindset were instrumental in ensuring the accuracy and integrity of our financial records. Moreover, he also exhibited remarkable problem-solving abilities and resourcefulness when faced with complex financial issues. He was adept at identifying inefficiencies and implementing effective solutions to streamline processes and improve overall financial performance. His strategic insights and keen financial acumen significantly contributed to our company’s success. Beyond his technical skills, he consistently demonstrated strong interpersonal skills and professionalism.”

Business Analyst-NW4

This Business Analyst has a MS in Computer Science and close to a year of experience as a business analyst and more than a year of experience as a graduate research assistant. He has experience with SQL; Python; Advanced Excel; Tableau; Power BI; Big Query; Data Visualization; Data Analysis; Machine Learning; Data Warehousing, PyTorch, and Power Automate.  In his most recent role, he recognized that there were manual processes that could be improved using Power Automate, so he researched the tool and utilized it to improve those processes. A former supervisor highly recommends this candidate and describes him as a really fast learner, who is intellectually curious and enjoys solving problems and looking for ways to improve processes. He was an excellent teammate and worked well with various people with diverse backgrounds including education, experience and culture. She ranked him as being in the top 10% of the employees for his experience level that she has worked with during her career.

Tax Manager-NW5

This Tax Manager is a CPA with ten years of in public accounting with most of her experience in tax. For the last two years, she has been consulting for multiple accounting firms including a project through LBMC Staffing. We received excellent reviews on her work. She managed as well as prepared complex returns with flow through entities in multiple states. She has experience working with both compliance and the provision. She has strong Excel skills and has used multiple tax software programs including CCH, Engagement, SurePrep, UltraTax and CaseWare. Paige also has strong QuickBooks experience and has performed bookkeeping duties for clients. In addition to roles in tax, Paige would have an interest in bookkeeping/general accounting roles or cleanup and reconciliation projects. She resides in Murfreesboro, and she is open to going into an office for a hybrid arrangement in locations south of 100 Oaks and areas between the airport and Murfreesboro. She is open to both contract roles as well as a permanent opportunity.

Interim CFO/Controller-BC1

This CFO/Controller is a CPA and a dedicated and local LBMC fractional financial consultant with over 30 years of experience. He has broad controller level experience which includes handling month-end close, financial reporting, accounting management, FP&A and board reporting, Gary has successfully consulted for several healthcare companies for LBMC Staffing. He system skills include strong intermediate Excel and extensive QuickBooks experience.

Controller-BC2

This Controller is a CPA and financial consultant with over 20 years of progressive public and industry accounting experience . His strengths include excellent people skills, advanced technical accounting knowledge coupled with above average systems capability including strong Intacct experience and advanced Excel. He has a wide breadth of experience having worked for both PE Backed start-ups and large corporations. He is very comfortable performing accounting clean-up/audit preparation work. He quickly integrates into projects and is always well-liked by our clients.

Accountant with multi-entity healthcare and Sage Intacct AM-01

Degreed accountant with 7+ years of accounting and finance experience, primarily in the healthcare industry. This candidate has solid hands-on technical accounting skills and experience with a variety of systems, including Sage Intacct. Excel skills are intermediate to advanced. This candidate is well-liked by clients and coworkers and is a great communicator. He is available immediately for full-time contract assignments (office, hybrid and/or remote).

Senior Accountant with Strong Excel and data analysis skills AM-02

Dedicated LBMC Staffing consultant at the senior accountant level. This degreed accountant has robust experience in general ledger accounting, AP, AR, Billing, Payroll/HR, fixed assets, account reconciliations, cash management, and all aspects of month-end close. This candidate has intermediate Excel skills and is very comfortable with pivot tables and VLOOKUP functions. She also has experience utilizing Power Query with large data sets. She has experience with a variety of general ledger systems, including Sage Intacct and NetSuite. Open starting in July for full-time contract assignments (office, hybrid, and/or remote).

Accounts Receivable and Accounts Payable Manager AM-03

This candidate has managed the billing and accounts receivable processes for a high-volume construction services company using QuickBooks Online. She also has extensive accounts payable experience. This candidate is immediately seeking a temp-to-hire role (office, hybrid and/or remote) where she can add value to the receivables and/or payables processes.

CEO—GS1

Entrepreneurial CEO with several successful exits throughout his 30+ years in CFO/CEO roles. He has led with outstanding strategic agility and financial acumen; positioning private equity-owned retail physician services businesses for organic growth, M&A transactions, capital raises and ultimately the high multiple exits maximizing shareholder value. His proven success extends beyond growth of healthy businesses where he has re-envisioned and transformed physician practices through his business model redesigns and ability to architect and communicate enterprise roadmaps rapidly repositioning the organization for a healthy outcome.

CFO—GS2

High caliber CFO built for leading your Healthcare Services business through heavy M&A transactions, cultivating multiple banking and capital market relationships, renegotiating vendor terms, building out and leading FP&A for faster and better decision making to support operations in effective growth. Experience with multiple lenders & private equity groups leading to several successful exits, capital raises, debt restructuring, divestitures and go-private transaction within organizations generating up to $1B in revenue. MBA, CPA & public accounting experience early in his career. There is nothing standing in the way of a financially healthy business with this CFO as your strategic partner in the C-Suite

CIO-GS3

Masters in Engineering and Technology Management.  35 year career, 15+ in building and leading teams in healthcare.  Experience building an EMR and diagnostic support tools as well as supporting large payer platforms and services.  Successful in leading execution and innovation in high growth companies.  His management style is most evident through the long list of followers he has been able to continue managing throughout his CIO years. He measures his success by the magic created and solutions provided at the patient care level and knows this can only occur when his leadership and his team align for the mission. Leading teams to build patient platforms that innovate and improve the point of care for both the clinician and the patient is always the focus. Certifications include: CHIME-Certified Healthcare Chief Information Officer, AEHIS-Certified Healthcare Information Security Leader, CHIME-Certified Digital Health-Executive

COO-GS4

Leading operations of a privately backed speech/physical/occupational therapy multi-site provider where he grew revenue by 110% and patients served in excess of 100%. More significant, is his implementation of operational processes, KPI reporting and developing fluency among clinicians to establish buy-in that would support the organization’s rapid growth and integration of new providers. His top-down strategic thinking and ability to prioritize operations stems from his successful career in management and consulting. Having been tasked with managing heavily charged political relationships, he is highly skilled in a consultative approach to problem solving in high stress environments. His next career move will involve partnering with an executive team ready to affect growth and change through systems efficiencies. Master’s degree in Leadership and Organizational Performance at Vanderbilt University. Certifications include: CBAP, PMP, SSGB, FACHE Fellow

Well Rounded Big 4 and Industry Combo-DC1

This CPA has a combination of Big 4 Audit, Internal Audit and Controllership experience to bring to the table to lead your Accounting and Finance Team.  He has held roles of increasing responsibility with oversight of all general accounting, financial reporting, budgeting, and coordination of the audit.  If your accounting team needs training and mentorship under a strong communicator and leader, this well rounded, highly technical CPA is actively seeking a new challenge.

CPA with National Firm and Consulting Experience0-DC2

This CPA started his career with a large, national CPA firm and transferred to their Nashville office where he served primarily PE backed companies in financial services, real estate investment, and agricultural industries and was promoted to Assurance Manager during his tenure.  He is currently with a management consulting firm working on a variety of projects including an interim Controllership role, an ERP implementation for a large organization, and a project for an acquisitive PE backed company.  He enjoys the variety of engagements in consulting but is seeking less travel after starting a family.  This candidate draws energy from people and would love to be in office on a hybrid basis for collaboration and interaction.

Senior Accountant / HNW-LS1

Senior Associate with 2+ years of public accounting experience focused in tax work with high net wealth clients, family offices, foundations, etc. Seeking a move out of public accounting and into a broader accounting/finance role.

Controller / Professional Services-LS2

CPA with 10+ years of progressive accounting experience – mix of public accounting and industry experience. For the past 5 years, this candidate has spent time in the professional services industry as an operational and strategic controller for a mid-sized growing company. This candidate is motivated by growth potential.

• Office Manager
• Executive / Administrative Assistant
• Sales Assistant

HR Director-MAS1

This HR professional has a strong operations background.  With over 10 years of progressive HR experience with multi-state locations, she has overseen everything from TA, Payroll, Worker’s Comp, Benefits, Compliance, HRIS, training and performance management.  MBA/WorkDay/UKG

SR HRBP-MAS2

HRBP with extensive experience managing a team of direct reports to support employees across the US.  Uses data analytics to identify root causes of challenges and propose solutions driving effective decision-making processes. Created effective KPI’s to establish vision and achieve goals. Bachelors/SPHR-CP/WorkDay/PeopleSoft

Sr HR Generalist-MAS3

With over 5 years of experience, this Generalist has a strong background in employee relations, training, onboarding, performance management and compliance.  Proven track record of improving operations and building relationships.  Bachelors/SHRM-CP/ADP/SuccessFactors

HR Director-MAS1

This HR professional has a strong operations background.  With over 10 years of progressive HR experience with multi-state locations, she has overseen everything from TA, Payroll, Worker’s Comp, Benefits, Compliance, HRIS, training and performance management.  MBA/WorkDay/UKG

SR HRBP-MAS2

HRBP with extensive experience managing a team of direct reports to support employees across the US.  Uses data analytics to identify root causes of challenges and propose solutions driving effective decision-making processes. Created effective KPI’s to establish vision and achieve goals. Bachelors/SPHR-CP/WorkDay/PeopleSoft

Sr HR Generalist-MAS3

With over 5 years of experience, this Generalist has a strong background in employee relations, training, onboarding, performance management and compliance.  Proven track record of improving operations and building relationships.  Bachelors/SHRM-CP/ADP/SuccessFactors

• IT Management
• Project Manager
• Business / Data Analyst
• Network Engineer
• Desktop Support Management / Technician

AI professional with Master’s Degree-CP1

This candidate is an AI professional that understands how to leverage AI for business. He is a recent graduate from Vanderbilt with a master’s degree in data science. This candidate has advanced level skills in the following technologies R, Python, SQL, Excel, and Power BI coupled with a strong financial background. He has excellent communication skills and would be a great asset for any company looking to leverage AI for business outcomes.

Education

• Vanderbilt University – Data Science Institute Master of Science in Data Science May 2024
• Northwestern University Chicago, IL Financial Technology Bootcamp Certificate with a focus on Python, Pandas, SQL, Scikit-learn, AWS, Solidity, and Blockchain Apr 2021
• DePaul University – Driehaus College of Business Bachelor of Science Major: Finance, Minor: Real Estate June 2020

Strong Director Data Analytics Leader with a Master’s Degree-CP2

Strong Director Data Analytics leader with a master’s degree in Analytics that understands how to leverage data to deliver results for internal and external customers. This includes leading teams to aggregate complex data sets that measure KPI’s and inform future decision making.  Impeccable communication skills with a proven ability to work with C-suite executives in building out analytics solutions.

Education

• MSc in Analytics | University of Chicago | 2021
• MSc in Management | University of Notre Dame | 2015
• BA in Philosophy | University of Notre Dame | 2014

CIO-GS1

Masters in Engineering and Technology Management.  35 year career, 15+ in building and leading teams in healthcare.  Experience building an EMR and diagnostic support tools as well as supporting large payer platforms and services.  Successful in leading execution and innovation in high growth companies.  His management style is most evident through the long list of followers he has been able to continue managing throughout his CIO years. He measures his success by the magic created and solutions provided at the patient care level and knows this can only occur when his leadership and his team align for the mission. Leading teams to build patient platforms that innovate and improve the point of care for both the clinician and the patient is always the focus. Certifications include: CHIME-Certified Healthcare Chief Information Officer, AEHIS-Certified Healthcare Information Security Leader, CHIME-Certified Digital Health-Executive

COO –GS2

Master’s degree in Leadership and Organizational Performance at Vanderbilt University. COO of a privately backed speech/physical/occupational therapy multi-site provider where he grew revenue by 110% and patients served in excess of 100%. More significant, is his implementation of operational processes, KPI reporting and developing fluency among clinicians to establish buy-in that would support the organization’s rapid growth and integration of new providers. His top-down strategic thinking and ability to prioritize operations stems from his successful career in management and consulting. Having been tasked with managing highly charged political relationships between PWC & Google, he is highly skilled in a consultative approach to problem solving in high stress environments. His next career move will involve partnering with an executive team ready to affect growth and change through systems efficiencies. Certifications include: CBAP, PMP, SSGB, FACHE Fellow

Companies are thinking outside the box to come up with solutions to hire and retain team members. LBMC experts recently weighed in on the challenges employers are facing when seeking new talent for their teams and how they are working to overcome them.

1. Offer flexibility when possible.

As more employers allowed remote work during the pandemic, much of the workforce got used to having better “work life integration.” Employees experienced the benefits that came from being able to put dinner in the oven or throw in a load a laundry and hop back on the computer to complete their work. Perhaps even more impactful was the elimination of commutes, which gave people additional time to focus on work and made their jobs more efficient overall. As a result, recruiters are increasingly finding that some candidates don’t even look at opportunities without a remote or hybrid option.

In general, the more flexibility a company can offer, the larger the pool of prospective candidates they will have. If you can offer them, providing remote, hybrid and flex options to new team members will go a long way in your talent acquisition strategy.

2. Communicate clearly and manage expectations.

For many employers, remote or hybrid work is simply not an option for much of their workforce. Some industries, such as manufacturing and health care, have roles that by nature have to be onsite to do their jobs. For these employers, navigating work arrangements can be particularly challenging if they also have roles, such as administrative or office managers, who are not required to be in the office to get the work done.
So how do employers with front-line workers handle the roles that could be hybrid or full remote? The key is communicating clearly, setting realistic expectations and explaining the reasons behind your decisions. Different work arrangements don’t necessarily have to be fair, but they should be equitable. Letting your team members know the why will help them understand the rules. Even if they don’t agree with your decision, they will be more likely to accept it.

3. Be open to one-off requests.

If you find a strong candidate for a role you are trying to fill, be open to special requests. Recruiters are finding that when it comes to hiring, taking the long view pays off. In a recent example, one company found success getting a one-off approval for a prospective hire to work a hybrid schedule when others were 100% in-office. The employer couldn’t afford to pass up the skills and experience of the candidate, and an offer was made with the option to work a partial remote schedule.

Take time to evaluate your policies and listen to your team members. In today’s market, providing options for your workforce may be more important to adhering to existing company practices.

4. Manage remote employees appropriately.

If you have team members that work remotely, make sure your leaders are trained on the differences in managing employees that are physically in the office on a daily basis versus working remote. Frequent, consistent communication is critical, and engagement is necessary to drive results and retention. Having systems in place will help ensure the work is getting done properly and on time. Set expectations on the front- end when hiring a team member in a remote setting, and make sure everyone is on board.

5. Remove the one-size-fits-all lens.

While much of the conversation over the last two years has been around remote work, it’s important to keep in mind that not all individuals want to work from home. Rather, a subset would prefer to be in the office. Some recognize they are more productive in an office setting, gain energy from being with others, or like to separate work from home for various reasons. Others also see the benefits of receiving mentorships and a potentially better chance of getting noticed for advancement opportunities more readily when face-to-face with management. As you look at your hiring strategy, there’s not a one-size-fits-all approach. It truly comes down to the individual.

6. Pay attention to market demand.

Another notable trend is rising salary numbers. In fact, one recruiter mentioned an approximate 20% increase in starting salaries for accounting graduates over just two years ago, while another panelist shared data on $60 – $70K starting salaries for B-level accounts payable positions. More experienced roles are also demanding higher pay.

Even for employers with increased budgets and the ability to pay higher salaries, finding talent at certain levels of experience is a challenge. As you look to fill positions at all levels, be aware of what the market will bear and determine whether you are willing to pay it.

7. Consider market adjustments for your team.

Employers are finding it may not be enough to look at salaries of new talent joining their organization; it’s just as important to review the current compensation of their existing teams. One tactic that is proving successful involves reviewing data around current market salaries across industry, geographic region, and even nationally, and making market adjustments to create better alignment. These adjustments are separate from annual performance salary increases and should be noted as such.

If you decide to go this route, make sure you document the adjustments in writing and show them as two separate line items, making it clear that a portion of the increase is a market adjustment and will not necessarily take place the following year.

8. Rethink roles.

While certain roles require a CPA, it’s beneficial to look closely at the actual work being performed in roles across your organization. For example, if the position requires a CPA, what percentage of the time is the employee spending doing CPA-type work? Look at the possibility of shifting the portion of more tactical, clerical, and repetitive work to a less expensive role. By realigning the work to meet the salary expectation, you will not only save money, but also increase retention.

9. Stay connected.

According to The Work Institute, candidates typically don’t leave a job because of money; most leave because they are unhappy with their manager/leadership or don’t see career development opportunities for themselves within the organization. The Work Institute also found there was a higher percentage of employee engagement during the pandemic, as employers showed care and concern and afforded the flexibility their teams needed.

As we came out of the pandemic and employee engagement dropped, employers should not lose sight of staying connected with their teams. Communicating regularly is key to a strong culture and will lead to higher engagement and retention.