@PierpointIntl

Recruitment Process Outsourcing (RPO). Connecting top talent with leading organizations worldwide.

 San Jose, California
pierpoint.com
Joined September 2019
  • Tweets834
  • Following75
  • Followers69
738Media
Tech hiring plans for 2027 need a fresh review of AI skill requirements, seniority expectations, and candidate assessments. The latest Talent OnPoint! examines three recruiting trends from 2026 and what they mean for hiring teams. 🔗 bit.ly/4z2PUTm
An abstract image featuring the Pierpoint logo at the top. A profile of a face is formed by swirling white smoke, set against a background with horizontal stripes in pink, white, black, and yellow.

ALT An abstract image featuring the Pierpoint logo at the top. A profile of a face is formed by swirling white smoke, set against a background with horizontal stripes in pink, white, black, and yellow.

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You can buy new tech in a quarter, but you can’t build years of experience that fast. AI, automation, cloud, and data only work if you have the skills to match. 🔗 @PierpointIntl’s latest article shows HR how to source the right talent fast: bit.ly/4rt3GM0
A retro computer monitor displays a loading bar at 92% against a colorful, striped background. Text reads: "Transformation: 92% loaded. Skills: still buffering." Below, it says, "Technology updates quickly... but workforce capability takes longer to load." The logo for Pierpoint is at the bottom.

ALT A retro computer monitor displays a loading bar at 92% against a colorful, striped background. Text reads: "Transformation: 92% loaded. Skills: still buffering." Below, it says, "Technology updates quickly... but workforce capability takes longer to load." The logo for Pierpoint is at the bottom.

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Culture matters most in Q4, when workloads spike and people are fatigued. A year-end party rewards effort after the fact. What people feel is built during the crunch, in small moments that say "we see you" or "you're on your own."
Candidate experience is now a competitive differentiator. Candidates judge you by how you treat them in hiring, then share it publicly. Slow, vague processes lose talent to faster rivals and land on review sites.
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AI workforce decisions need a clear view of the work before roles change. This week’s Talent OnPoint! looks at how CEOs and HR leaders can evaluate tasks, skills, training, redeployment, and human judgment before headcount becomes the answer. 🔗 bit.ly/4yNKTxU
A pink light bulb is centered against a dark blue background with the word "pierpoint" above it. The bulb's filament forms a stylized "A" logo. Below the bulb are horizontal stripes in pink, white, yellow, and black.

ALT A pink light bulb is centered against a dark blue background with the word "pierpoint" above it. The bulb's filament forms a stylized "A" logo. Below the bulb are horizontal stripes in pink, white, yellow, and black.

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An open pharma role costs more than the hire. It stalls projects, stretches the team, and hands your best candidates to whoever moves faster. 🔗 Fix your pharma hiring with @PierpointIntl’s latest playbook: bit.ly/4yhMVWT
A white bottle with a dark label is open, and several capsules and tablets are spilling out. The background is bright pink. Text at the top asks, "Is something turning your pharma hiring into a bottleneck?" The Pierpoint logo is at the bottom center.

ALT A white bottle with a dark label is open, and several capsules and tablets are spilling out. The background is bright pink. Text at the top asks, "Is something turning your pharma hiring into a bottleneck?" The Pierpoint logo is at the bottom center.

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Retail loses ~60% of frontline staff a year (@BLS_gov). In a 10-week job, retention means getting the basics right: a real first day, a reliable schedule, a manager who knows their name. A December resignation gets decided early, so the work is now.
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Most retention plans start the week after someone quits. Start yours in October instead. You still have time to spot flight risks and act before the January exodus. Get ahead by reviewing risks and having the conversations.
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"Find time to learn" has never worked as a development strategy. If learning isn't built into the workday, it loses to the day job every time. 🔗 Here’s how to make L&D programs a part of daily life: bit.ly/46FagWj
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Burnout has always been around, but leaner teams and constant change keep making it worse, and no wellness app touches that. The fixes that stick are workload, clear priorities, and real manager support. 🔗 Here's how: bit.ly/4hrxfZI
An elephant with a pink bow holds a birthday cake, standing against a bright pink background. The text reads, "Wrapping a heavy workload in perks doesn’t make it lighter." The Pierpoint logo is at the bottom.

ALT An elephant with a pink bow holds a birthday cake, standing against a bright pink background. The text reads, "Wrapping a heavy workload in perks doesn’t make it lighter." The Pierpoint logo is at the bottom.

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Talent OnPoint! this week looks at how HR can connect workforce planning to the technology roadmap. 🔗 bit.ly/4rNk76d
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Your dashboard says life sciences hiring is up. Your hardest roles say otherwise. We put talent acquisition under the microscope. 🔗 Here's what changed in life sciences talent acquisition this year: bit.ly/4d5LSkb
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Most HR teams are adopting AI faster than they're thinking it through. Here's our guide for HR leaders who want to get it right. ⬇️
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Time-to-fill is stretching across most industries and open roles cost a lot. Two things can help: 1⃣ Build your pipeline before the role opens. 2⃣ Keep your process quick. Which roles are hardest to fill fast in your field?
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The newest Talent OnPoint! focuses on hard-to-fill pharma roles, helping hiring teams reduce friction. 🔗 bit.ly/4Aq5Gc9
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Planning your 2027 workforce feels impossible when you can't predict the market, the budget, or the next reorg. Good planning beats pressure, so you can decide now. 🔗 Get @PierpointIntl's step-by-step guide: bit.ly/4wZHIl5
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Manager enablement is becoming a discipline in its own right. Companies invest in employee development for years, but assume managers can pick up leadership skills on the job. 🔗 See what separates a good manager from a struggling one: bit.ly/4ybk0nd
Some life sciences roles want every specialist skill on the wishlist, all in one person. Each one you add shrinks the pool: plenty, then a few, then almost nobody. Screen for the skills the role truly needs and stay open to related fields.
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Tech hiring is confusing because the market split: general software openings down ~49%, ML roles up 59% (@Indeed Hiring Lab). Our advice? Sort each req by whether they’re scarce or abundant, then match your pace and targets to each.
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This week’s Talent OnPoint! covers what TA leaders in life sciences should consider for 2027. 🔗 bit.ly/4rixyun
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