Executive Summary

The North American staffing industry represents a compelling investment opportunity characterized by a $180+ billion total addressable market, structural growth drivers, and evolving competitive dynamics. The sector has demonstrated resilience through economic cycles while benefiting from long-term trends including the gig economy expansion, digital transformation, and specialized skill shortages. This report analyzes the investment thesis for staffing companies focusing on contract, permanent, and temp-to-hire solutions across IT, healthcare, engineering, and professional services verticals.

Key findings indicate strong fundamentals underpinned by labor market flexibility demands, technological disruption creating specialized skill gaps, and demographic shifts driving healthcare staffing needs. However, investors must navigate cyclical revenue patterns, margin compression risks, and increasing competition from digital platforms. Current acquisition multiples range from 8-15x EBITDA for established players, with premium valuations for specialized and technology-enabled platforms.

1. Industry Overview and Market Structure

1.1 Market Definition and Scope

The North American staffing industry encompasses temporary staffing, permanent placement, and outsourced workforce solutions across multiple sectors. The industry operates through three primary service models: contract staffing (temporary workers placed at client sites), permanent placement (direct-hire recruiting), and temp-to-hire arrangements (temporary placements with conversion options). The sector serves as a critical intermediary between employers seeking flexible workforce solutions and workers seeking employment opportunities.

The industry has evolved from traditional blue-collar temporary services to sophisticated professional staffing solutions. Modern staffing firms provide specialized recruitment, workforce management technology, payroll administration, benefits management, and compliance services. This evolution has created distinct market segments with varying service offerings, client bases, and competitive dynamics.

1.2 Market Segmentation

Professional staffing represents the largest and fastest-growing segment, encompassing IT services, healthcare professionals, engineering specialists, and administrative support. IT staffing alone accounts for approximately 25% of total industry revenue, driven by digital transformation initiatives and cybersecurity demands. Healthcare staffing has experienced accelerated growth, particularly following the COVID-19 pandemic, with travel nursing and specialized medical professional placement commanding premium rates.

Engineering and technical staffing serves aerospace, manufacturing, energy, and infrastructure sectors, benefiting from reshoring trends and infrastructure investment. Administrative and clerical staffing, while mature, remains substantial due to its broad applicability across industries. Each segment exhibits distinct cyclical patterns, client concentration levels, and margin profiles, creating diversification opportunities for multi-vertical operators.

2. Total Addressable Market Analysis

2.1 Market Size and Geographic Distribution

The North American staffing market generated approximately $184 billion in revenue in 2023, representing roughly 40% of the global staffing industry (American Staffing Association, 2024). The United States dominates with approximately 85% of regional revenue, while Canada contributes the remainder. The market encompasses over 25,000 staffing companies, ranging from single-location specialists to global conglomerates with thousands of offices.

Geographic concentration varies by specialty, with IT staffing concentrated in major metropolitan areas and technology hubs including Silicon Valley, Seattle, Austin, and the Research Triangle. Healthcare staffing exhibits broader geographic distribution, with particular strength in states experiencing nursing shortages. Industrial staffing concentrates in manufacturing regions across the Midwest and Southeast, while professional services staffing clusters in major financial and corporate centers.

2.2 Market Penetration and Growth Potential

Staffing penetration rates, measured as temporary workers as a percentage of total employment, remain below European levels, suggesting growth potential. Current U.S. penetration approximates 2.1% compared to 3.5% in the Netherlands and 2.8% in the United Kingdom (Staffing Industry Analysts, 2024). This gap represents significant expansion opportunity as employers increasingly adopt flexible workforce strategies.

The addressable market continues expanding as traditional full-time employment models evolve. Professional services, historically resistant to contract staffing, increasingly embrace project-based and specialized consulting arrangements. Healthcare systems, facing chronic staffing shortages, rely heavily on temporary solutions. Technology companies utilize contract staff for project work and skill augmentation, creating sustained demand for specialized IT professionals.

2.3 Revenue Composition and Pricing Dynamics

Industry revenue composition reflects service model diversity, with temporary staffing representing approximately 75% of total revenue, permanent placement contributing 20%, and managed services comprising the remainder (Staffing Industry Analysts, 2023). Temporary staffing operates on markup models, typically charging clients 25-75% above contractor pay rates depending on specialization and scarcity. Permanent placement commands fee structures of 15-25% of placed candidate first-year compensation.

Pricing power varies significantly across specializations. IT contractors with cybersecurity or cloud architecture expertise command premium rates exceeding $150 per hour in major markets. Healthcare professionals, particularly traveling nurses and specialists, have experienced substantial rate increases. Conversely, administrative and light industrial staffing face pricing pressure from digital platforms and client procurement initiatives.

3. Growth Drivers and Market Dynamics

3.1 Structural Employment Trends

The fundamental shift toward flexible employment arrangements drives long-term industry growth. Employers increasingly prioritize workforce agility to respond to market fluctuations, seasonal demands, and project-based requirements. This trend accelerated during the COVID-19 pandemic as companies sought to maintain operational flexibility while managing cost structures. The “Future of Work” paradigm emphasizes skills-based hiring over traditional full-time employment models.

Demographic trends support sustained demand growth. Baby boomer retirements create knowledge gaps requiring specialized contract support during transition periods. Millennials and Generation Z workers demonstrate greater preference for flexible work arrangements, increasing labor supply for staffing companies. Geographic mobility limitations, particularly in specialized professions, create opportunities for remote staffing solutions and regional arbitrage.

3.2 Technology-Driven Disruption

Digital transformation initiatives across industries create persistent demand for specialized technical skills. Companies require contract professionals for cloud migrations, cybersecurity implementations, data analytics projects, and software development initiatives. These projects typically exceed internal capability, driving external staffing demand. The skills half-life in technology continues decreasing, requiring continuous workforce adaptation that favors flexible staffing solutions.

Artificial intelligence and automation paradoxically increase demand for specialized human capital. While routine tasks face automation, companies require skilled professionals to implement, manage, and optimize new technologies. This creates sustained demand for data scientists, AI specialists, automation engineers, and change management professionals typically sourced through staffing arrangements.

3.3 Healthcare Sector Dynamics

Healthcare staffing represents the industry’s fastest-growing vertical, driven by aging demographics, nursing shortages, and post-pandemic burnout. The Bureau of Labor Statistics projects 15% growth in healthcare occupations through 2030, significantly exceeding average job growth (Bureau of Labor Statistics, 2023). Rural hospital closures and urban capacity constraints create geographic imbalances requiring travel staffing solutions.

Regulatory compliance requirements in healthcare create barriers to entry while supporting pricing power for established players. Joint Commission standards, state licensing requirements, and clinical competency verification create substantial operational complexity. Established healthcare staffing companies possess compliance infrastructure and relationships that newer entrants struggle to replicate, providing competitive advantages.

3.4 Regulatory and Compliance Factors

Evolving employment regulations impact industry dynamics while creating opportunities for specialized service providers. Independent contractor classification remains subject to regulatory scrutiny, with potential reclassification risks affecting business models. However, legitimate staffing arrangements using W-2 employees face reduced regulatory risk while providing compliance solutions for client companies.

State and local minimum wage increases, while increasing cost structures, often benefit staffing companies through improved worker attraction and retention. Paid sick leave mandates and benefits requirements create administrative complexity that many clients prefer to outsource. This regulatory complexity strengthens the value proposition for full-service staffing providers with sophisticated compliance capabilities.

4. Competitive Landscape and Market Position

4.1 Market Fragmentation and Consolidation Trends

The staffing industry exhibits significant fragmentation with the top 50 companies representing approximately 30% of total market share. This fragmentation creates substantial consolidation opportunities for private equity investors. Market leaders including Adecco, Randstad, ManpowerGroup, and Kelly Services maintain global scale advantages while numerous regional and specialty players serve local markets or niche sectors.

Consolidation activity has accelerated as technology requirements and compliance complexity favor larger operators. Acquisitions often target specialized capabilities, geographic expansion, or technology platforms. The industry structure supports both horizontal consolidation across geographies and vertical integration into adjacent services including managed service provider (MSP) solutions and recruitment process outsourcing (RPO).

4.2 Competitive Differentiation Strategies

Successful staffing companies differentiate through specialization, technology capabilities, and service breadth. Vertical specialization allows companies to develop deep industry expertise, candidate networks, and client relationships that create switching costs. Technology-enabled platforms provide candidate sourcing advantages, operational efficiency, and enhanced client service capabilities.

Service breadth differentiation includes offering comprehensive workforce solutions beyond traditional staffing. These may encompass payroll services, benefits administration, workforce analytics, and compliance management. Companies providing integrated solutions command higher margins and stronger client relationships than transactional staffing providers.

4.3 Emerging Competitive Threats

Digital platforms and gig economy marketplaces represent emerging competitive threats, particularly in lower-skilled segments. Platforms like Upwork, Freelancer, and Fiverr enable direct client-contractor connections, potentially disintermediating traditional staffing companies. However, these platforms typically lack the compliance, quality assurance, and relationship management capabilities required for enterprise clients.

Technology-enabled staffing companies leverage artificial intelligence for candidate matching, automated screening, and predictive analytics. These capabilities provide competitive advantages in candidate sourcing and placement efficiency. Traditional players must invest in technology platforms or risk competitive disadvantage against digitally native competitors.

5. Competitive Moats and Barriers to Entry

5.1 Regulatory and Compliance Barriers

Staffing companies benefit from substantial regulatory barriers that deter new entrants and protect established players. Employment law compliance requires sophisticated understanding of federal, state, and local regulations across multiple jurisdictions. Workers’ compensation insurance, unemployment insurance, and payroll tax administration create operational complexity and capital requirements that favor established operators.

Professional licensing requirements in healthcare, engineering, and other regulated industries create additional barriers. Healthcare staffing companies must navigate state nursing license verification, Joint Commission compliance, and clinical competency requirements. These regulatory moats strengthen over time as compliance requirements increase and enforcement intensifies.

5.2 Network Effects and Relationship Capital

Successful staffing companies develop powerful network effects through candidate databases and client relationships. Large candidate pools attract more clients seeking talent, while extensive client networks attract more candidates seeking opportunities. These self-reinforcing dynamics create competitive advantages that strengthen over time, particularly in specialized verticals with limited talent pools.

Long-term client relationships provide recurring revenue streams and expansion opportunities. Enterprise clients often consolidate staffing relationships with preferred vendors who demonstrate service quality and reliability. Preferred vendor status creates switching costs and provides opportunities for expanded service offerings across multiple business units and geographic locations.

5.3 Technology and Data Advantages

Established staffing companies possess valuable data assets including candidate profiles, compensation benchmarks, and market intelligence that inform sourcing and pricing decisions. Proprietary applicant tracking systems, customer relationship management platforms, and workforce analytics capabilities create operational advantages and client value that newer entrants struggle to replicate.

Investment in technology platforms requires substantial capital and ongoing development resources that favor larger operators. Successful platforms integrate candidate sourcing, client management, payroll processing, and compliance tracking in comprehensive solutions. These integrated platforms create switching costs for both clients and candidates while providing operational leverage for growth.

5.4 Capital Requirements and Scale Economics

Staffing operations require significant working capital to finance payroll between billing cycles. Larger companies achieve favorable financing terms and can support growth investments that smaller competitors cannot match. Scale economics in payroll processing, benefits administration, and technology development provide cost advantages that improve competitiveness.

Insurance requirements, including workers’ compensation and professional liability coverage, create capital barriers for new entrants. Established companies with strong loss histories achieve favorable insurance rates while building reserves for self-insurance programs. These financial advantages compound over time and support expanded service offerings.

6. Financial Performance and Acquisition Multiples

6.1 Revenue Growth Patterns and Cyclicality

Staffing industry revenue exhibits cyclical patterns correlated with broader economic conditions, typically declining during recessions and recovering strongly during expansions. However, the industry has demonstrated increasing resilience with shorter downturn periods and faster recovery compared to historical patterns. This improved stability reflects structural growth in flexible employment and diversification across multiple end markets.

Leading publicly traded staffing companies have achieved compound annual growth rates of 8-12% over the past decade, combining organic growth and acquisitions. Organic growth typically ranges from 5-8% annually during stable economic periods, accelerating during tight labor markets and decelerating during economic uncertainty. Acquisition-driven growth provides opportunities for enhanced returns through consolidation and operational improvements.

6.2 Profitability Metrics and Margin Analysis

Staffing company profitability varies significantly across service models and specializations. Temporary staffing typically generates gross margins of 15-25%, while permanent placement achieves gross margins of 80-90% on lower revenue volumes. Specialized staffing commands premium margins, with healthcare and IT services often exceeding industry averages by 300-500 basis points.

Operating margins for established players typically range from 3-8% of revenue, with best-in-class operators achieving double-digit margins through operational leverage and specialization. EBITDA margins generally range from 6-12%, influenced by real estate footprint, technology investments, and operational efficiency. Margin expansion opportunities exist through automation, geographic optimization, and service mix enhancement.

6.3 Working Capital and Cash Flow Characteristics

Staffing companies typically maintain negative working capital positions due to payment timing differences between payroll obligations and client collections. This characteristic provides natural financing for growth while requiring careful cash flow management during rapid expansion. Days sales outstanding typically range from 35-45 days, while payroll obligations require weekly or bi-weekly payments.

Free cash flow generation remains strong for established operators, with conversion rates of 80-100% of net income typical for mature businesses. Working capital requirements scale with revenue growth but often improve as a percentage of sales due to operational leverage and client payment terms optimization. Strong cash flow characteristics support dividend payments and growth investments.

6.4 Acquisition Multiple Analysis

Private equity acquisition multiples for staffing companies vary significantly based on size, specialization, growth profile, and market conditions. Current transaction multiples range from 8-15x EBITDA for established platforms, with specialized and technology-enabled companies commanding premium valuations. Healthcare staffing companies have achieved multiples exceeding 12-15x EBITDA due to growth prospects and defensive characteristics.

Revenue multiples typically range from 0.8-2.0x for traditional staffing businesses, with specialized players achieving higher multiples. IT staffing companies with recurring client relationships and proprietary technology platforms command premium valuations. Market conditions significantly influence multiple ranges, with strategic buyers often paying premiums to financial buyers for synergistic acquisitions.

Multiple expansion opportunities exist through operational improvements, geographic expansion, and specialization development. Private equity investors frequently achieve enhanced returns through buy-and-build strategies that consolidate fragmented markets while improving operational efficiency and service capabilities.

7. Technology Disruption and Digital Transformation

7.1 Artificial Intelligence and Automation Impact

Artificial intelligence applications in staffing include candidate sourcing, resume screening, skills assessment, and predictive analytics for placement success. These technologies improve operational efficiency while enhancing placement quality and reducing time-to-fill metrics. However, implementation requires significant technology investment and change management that favors larger operators with development resources.

Automation of routine administrative tasks including payroll processing, compliance reporting, and candidate communication provides cost reduction opportunities while improving service quality. Leading companies invest in robotic process automation (RPA) and workflow optimization to achieve operational leverage. These investments create competitive advantages while raising technology barriers for smaller competitors.

7.2 Platform Technology and Marketplace Models

Technology platforms enable self-service candidate sourcing, automated matching algorithms, and real-time marketplace dynamics that improve efficiency for both clients and candidates. However, successful platforms require substantial investment in user experience, mobile optimization, and integration capabilities. Platform development represents both opportunity and threat for traditional staffing companies.

Marketplace models connecting clients directly with contractors present disintermediation risks but also partnership opportunities. Some established staffing companies develop hybrid models combining marketplace efficiency with traditional service elements including compliance management and quality assurance. This approach leverages technology benefits while maintaining value-added services.

7.3 Data Analytics and Predictive Modeling

Advanced analytics applications include demand forecasting, pricing optimization, candidate success prediction, and client retention modeling. These capabilities provide competitive advantages in resource allocation, market expansion, and service delivery optimization. Data assets accumulated over time create barriers to entry and support premium service offerings.

Predictive modeling helps optimize contractor-client matching while reducing placement failures and improving satisfaction metrics. Companies with sophisticated analytics capabilities achieve superior financial performance through improved operational efficiency and enhanced client value proposition. Investment in analytics capabilities represents a key differentiator in competitive markets.

8. Risk Assessment and Mitigation Strategies

8.1 Economic Cyclicality and Recession Risk

Staffing companies face inherent cyclical risk as temporary employment typically declines faster than permanent employment during economic downturns. However, diversification across industries and service models can mitigate cyclical exposure. Healthcare staffing provides defensive characteristics, while IT services maintain resilience due to ongoing digital transformation requirements.

Counter-cyclical opportunities include permanent placement services that benefit from client reluctance to expand permanent headcount during uncertain periods. Some companies achieve improved market share during downturns as competitors exit or reduce service levels. Strong balance sheets and diverse service offerings position companies to capitalize on economic recovery.

8.2 Regulatory and Compliance Risks

Employment law changes present ongoing compliance risks requiring continuous monitoring and adaptation. Independent contractor classification rules particularly impact business models and cost structures. However, legitimate staffing arrangements using W-2 employees face reduced regulatory risk while benefiting from increased client demand for compliant solutions.

Healthcare staffing faces additional regulatory complexity including licensing requirements, clinical competency standards, and Joint Commission compliance. These requirements create barriers to entry while supporting pricing power for compliant providers. Investment in compliance infrastructure represents both cost and competitive advantage.

8.3 Technology Disruption and Competitive Threats

Digital platforms and marketplace models present disintermediation risks, particularly for lower-skilled placements with limited service requirements. However, enterprise clients typically require comprehensive services including compliance management, quality assurance, and relationship support that platforms struggle to provide effectively.

Response strategies include technology investment, platform development, and service expansion to maintain competitive positioning. Companies successfully combining technology efficiency with human relationship management achieve superior results compared to purely digital or traditional approaches. Hybrid models represent the future of staffing industry evolution.

8.4 Talent Acquisition and Retention Challenges

Staffing companies depend on talented recruiters and account managers whose relationships and expertise drive business performance. Key employee retention remains critical for maintaining client relationships and operational effectiveness. Compensation structures, career development programs, and equity participation help retain critical talent.

Geographic expansion and specialization development require recruiting industry expertise that may be scarce in target markets. Partnership strategies, acquisition approaches, and comprehensive training programs help address talent gaps while building organizational capabilities. Investment in human capital development provides sustainable competitive advantages.

9. Industry Outlook and Future Trends

9.1 Labor Market Evolution

The continued evolution toward flexible employment arrangements supports long-term industry growth prospects. Demographic trends including baby boomer retirements and millennial work preferences favor staffing solutions. Geographic labor mobility constraints and specialized skill shortages create sustained demand for staffing intermediation.

Remote work normalization expands addressable markets by enabling geographic arbitrage and accessing broader talent pools. Companies can source specialized skills regardless of physical location, while contractors gain access to opportunities beyond local markets. This trend benefits staffing companies with technology platforms and national reach.

9.2 Technology Integration and Innovation

Successful staffing companies will increasingly integrate technology platforms with human expertise to deliver superior outcomes. Artificial intelligence will enhance candidate sourcing and matching while human relationship managers provide strategic guidance and problem-solving. This hybrid approach combines technological efficiency with relationship value.

Blockchain technology may transform credential verification and work history authentication, reducing fraud while improving placement confidence. Internet of Things (IoT) applications could enable real-time performance monitoring and outcome-based pricing models. Early adoption of emerging technologies provides competitive advantages and market differentiation.

9.3 Service Model Evolution

Traditional staffing models will expand to include comprehensive workforce solutions encompassing talent strategy, workforce analytics, and organizational development. Clients increasingly seek strategic partnerships rather than transactional relationships, creating opportunities for expanded service offerings and enhanced margins.

Outcome-based pricing models linking compensation to placement success and retention metrics will become more prevalent. These models align incentives while demonstrating value delivery. Companies with strong performance metrics and predictive capabilities will benefit from outcome-based pricing adoption.

9.4 Market Consolidation Prospects

Industry fragmentation provides substantial consolidation opportunities for private equity investors with appropriate investment strategies. Geographic expansion, vertical specialization, and technology platform development support buy-and-build approaches. Market leadership positions in specialized verticals command premium valuations and provide acquisition platforms.

Cross-border expansion opportunities exist as North American companies expand internationally while foreign companies enter domestic markets. These transactions provide geographic diversification while leveraging operational expertise and technology platforms across multiple markets.

10. Investment Thesis and Strategic Recommendations

10.1 Investment Attractiveness Summary

The North American staffing industry presents compelling investment characteristics including structural growth drivers, defensive end markets, strong cash flow generation, and consolidation opportunities. Industry fundamentals remain robust despite cyclical challenges, with demographic trends and employment evolution supporting long-term demand growth.

Technology disruption creates both opportunities and challenges requiring strategic responses from industry participants. Companies successfully integrating technology capabilities with relationship expertise will achieve superior performance and market positioning. Investment in technology platforms and data analytics capabilities provides sustainable competitive advantages.

10.2 Optimal Investment Strategy

Buy-and-build strategies focusing on specialized verticals with defensive characteristics represent optimal approaches for private equity investment. Healthcare staffing provides demographic-driven growth with regulatory barriers protecting market position. IT staffing benefits from digital transformation trends while commanding premium pricing for specialized skills.

Geographic consolidation strategies work best in fragmented markets with established local relationships and regulatory requirements. Operational improvements through technology integration, process optimization, and talent development provide value creation opportunities beyond multiple expansion.

10.3 Value Creation Opportunities

Revenue growth acceleration through geographic expansion, service line extension, and client relationship deepening provides primary value creation. Technology investment in candidate sourcing, client management, and operational efficiency drives margin expansion while improving competitive positioning.

Working capital optimization through payment terms improvement and operational efficiency reduces funding requirements while improving cash flow generation. These improvements support acquisition financing while providing operational leverage for organic growth initiatives.

10.4 Exit Strategy Considerations

Strategic acquirers including global staffing companies, technology platforms, and private equity firms provide multiple exit opportunities. Market consolidation trends support premium valuations for market-leading positions with strong growth prospects and operational capabilities.

Public market opportunities exist for companies achieving sufficient scale and geographic diversification. Recent public offerings in healthcare staffing and technology-enabled platforms demonstrate investor appetite for well-positioned industry participants with clear competitive advantages.

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Investment Memo: North American Staffing Industry

Investment Opportunity Overview

The North American staffing industry offers an attractive private equity investment opportunity within a $184 billion market characterized by structural growth drivers and consolidation potential. The sector benefits from fundamental employment trends favoring workforce flexibility, specialized skill shortages across IT and healthcare verticals, and defensive revenue characteristics during economic uncertainty.

Key Investment Highlights

Market fundamentals remain strong with staffing penetration rates below international benchmarks, suggesting significant expansion potential. Healthcare staffing provides defensive growth driven by aging demographics and chronic nursing shortages, while IT staffing benefits from sustained digital transformation spending. The industry’s fragmented structure creates substantial consolidation opportunities, with market leaders representing only 30% of total industry revenue.

Technology integration presents both opportunity and necessity, with successful companies combining digital platforms with relationship expertise to deliver superior outcomes. Current acquisition multiples ranging from 8-15x EBITDA for quality assets reflect reasonable entry valuations compared to growth prospects and cash flow characteristics.

Primary Risks

Economic cyclicality represents the most significant risk, with temporary employment declining faster than permanent jobs during recessions. However, diversification across defensive verticals and service models mitigates cyclical exposure. Technology disruption from digital platforms creates disintermediation risks, particularly in lower-skilled segments, though enterprise clients typically require comprehensive services that pure-play platforms struggle to provide.

Regulatory compliance requirements present ongoing challenges but also create barriers to entry that protect established players. Employment law changes and contractor classification rules require continuous adaptation and compliance investment.

Risk-Reward Assessment

The investment offers attractive risk-adjusted returns through a combination of defensive growth characteristics, strong cash flow generation, and multiple expansion potential. Healthcare and specialized IT staffing provide recession-resistant revenue streams, while consolidation opportunities support both organic and acquisition-driven growth strategies.

Target returns of 15-20% IRR appear achievable through operational improvements, geographic expansion, and strategic acquisitions within a 3-5 year investment horizon. Strong free cash flow generation supports dividend distributions while funding growth investments and acquisition opportunities.

Strategic Recommendation

Focus investment strategy on specialized verticals with defensible market positions, particularly healthcare and IT staffing platforms with established client relationships and geographic presence. Buy-and-build approaches leveraging technology platforms and operational expertise across fragmented markets provide optimal value creation opportunities.

The staffing industry represents a compelling private equity investment combining steady cash flows, growth potential, and operational improvement opportunities within a large, fragmented market experiencing structural evolution toward flexible employment models.

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References

American Staffing Association. (2024). Staffing industry statistics and trends 2024. American Staffing Association.

Bureau of Labor Statistics. (2023). Employment projections: 2021-2031. U.S. Department of Labor.

Staffing Industry Analysts. (2023). North American staffing market size and forecast. Staffing Industry Analysts.

Staffing Industry Analysts. (2024). Global staffing market analysis and trends. Staffing Industry Analysts.

Note: This report is based on industry knowledge and publicly available information as of January 2025. Specific financial data and projections should be verified through primary research and due diligence processes prior to investment decisions.