Mary Alice Kuykendall

Things I'm interested in discussing at CWS in Dallas next week (and some things I'm not). . . 1. Are the last few years in the contingent workforce space a permanent contraction or a downturn that'll correct itself? (I've got a pretty strong opinion on this one, so bear with me.) 2. The industry trend towards platforms that embed services (i.e. sourcing, employment, freelancer management) in contingent workforce management. HireArt's been an advocate of this for a long time, and it's here in a real way with the Beeline/MBO merger and Upwork acquisitions of Bubty & Ascen. This is undoubtedly a good thing for the space, and I'm happy to talk your ear off about why. 3. What the future of the MSP looks like. 4. Why EOR is secretly the lynchpin to building an efficient, excellent contingent workforce program. 5. My cats. 6. Your cats. Things I'm less interested in discussing. . . 1. Whatever Total Talent Management is. 2. AI changing the industry without examples of real problems it's solving or real operating leverage AI is creating I'll be at booth number #409 with Nick Sedlet, Caileen Kehayas, Martijn Bouwman, Graham Nelson, and Lee Pacheco.

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A candidate I spoke with recently had two offers on the table. Both were great roles. Both were with respected firms. The deciding factor? One firm moved quickly, communicated clearly, and respected their time. The other delayed, left gaps in communication, and seemed hesitant. It wasn’t just the job they chose, it was the process that gave them confidence in the culture behind it. In a market where good people have options, the hiring process speaks volumes. The way you hire is often the first insight candidates get into how you operate as a business. Sometimes speed, clarity, and respect are the biggest differentiators.

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**Combating Interview Fraud with Integrity Measures** Good morning, 30 days ago, a client reached out with a clear and serious concern: our firm needed to take stronger steps to address the growing issue of candidates using proxies, unauthorized technology, and other forms of outside support to cheat during interviews. We took this feedback seriously. Our team came together to assess the challenge and explore practical, ethical solutions. After careful discussion, we implemented a new safeguard: the Candidate Integrity Agreement. This agreement clearly outlines expectations and reaffirms a candidate’s personal accountability throughout the interview process. We’re pleased to share that early results are encouraging. We’ve seen an increase in interview volume and, more importantly, an uptick in successful hires—a strong indicator that integrity-focused measures are making a difference. We’ll continue to monitor and refine our approach, but this is an important step forward in maintaining fairness, trust, and high standards in the hiring process. Thank you to our clients and team members who continue to push for excellence.

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🔍Quick Job Search Tip: If you're actively exploring new opportunities in the Houston market, consider expanding your search to include hybrid roles- even if your initial preference is fully remote. 💡 Many companies in Houston are offering flexible hybrid schedules (2–3 days in office) to attract top talent while maintaining collaboration. These roles often come with strong compensation packages and leadership visibility that can accelerate career growth. 📌 Pro Tip: When applying, highlight your adaptability and experience working in both remote and in-office environments. Employers value professionals who can thrive in dynamic settings. If you're looking for your next move in accounting or finance, feel free to connect. I’m happy to share insights and opportunities!

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