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

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”.

Dedicated LBMC Consultant with over 20 years of experience -MLS1

Dedicated LBMC Consultant with over 20 years of experience. Hands-on Accounting Manager/Controller in a variety of industries in both small and large companies. Process improvements, internal controls, software implementations, costs savings. Multiple software systems and advanced Excel. Available immediately.

Director Healthcare Operations-MLS2

Director Healthcare Operations. FP&A, data analysis & visualization, predictive & descriptive statistics, Power BI, Python, SQL, advanced Excel.  Modeling, dashboards, new system implementations.

Sage Intacct experienced Controller- AM01

This professional is an experienced corporate controller with strong technical accounting skills. She has experience implementing both NetSuite and Sage Intacct. Additionally, she has controller-level experience with private equity backed companies, including mergers and acquisitions and due diligence. This candidate is based in Knoxville but willing to travel; seeking hybrid and remote assignments.

Financial Analyst with Healthcare- AM02

This candidate has a Master’s degree in Finance and advanced Excel skills. He has strong financial modeling skills and experience with complex budgeting and forecasting. His work experience includes roles such as: Revenue Cycle Analyst/Manager, FP&A Analyst, and Senior Financial Analyst. Remote roles are preferred.

CPA, Manufacturing -AM03

CPA with 30+ years of experience, mainly in manufacturing settings. Strong inventory and job costing experience. Roles have included Plant Controller, Controller and CFO. Nashville-based and will work in office or hybrid.

CPA, Financial Consultant-BC1

This resource is a CPA and dedicated LBMC 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 intermediate Excel. Our consultant is very comfortable performing advanced general ledger work, accounting clean-up/audit preparation work and a variety of special projects. He quickly integrates into projects and is always well-liked by our clients.

CPA with Public/Industry Experience Relocating to Nashville -DKE1

This CPA began his career with a large regional public accounting firm with a strong West Coast presence and promoted early to Manager at 4 years.  He served clients in a variety of industries and developed a strong foundation in accounting and financial reporting.  He transitioned to industry with a large private equity backed startup energy company initially as Corporate Accounting Manager.  He was subsequently promoted to Senior Manager FP&A fall and took responsibility for modeling, budgeting, forecasting and analysis of development and construction projects for the company.  This candidate is relocating to Nashville in Q4 and seeking a forward-looking role in a fast paced, high growth company.  This candidate has a strong blend of tactical and strategic skills and the intellectual curiosity to be a great addition to a startup or emerging growth company.

Healthcare MBA with Accounting and Finance Strengths-DKE2

Highly motivated healthcare accounting and finance professional with 10 years progressive experience with a large, multilocation PE backed healthcare organization is seeking their next challenge.  Began career in Internal Audit prior to moving into Financial Operations.  She was involved in numerous initiatives for the company including leading the budget improvement process, technical accounting implementation projects and heading up financial reporting for $1B+ physician division.  A current restructuring in how the company serves the field will limit continued future progression at the corporate level for this candidate, thus her confidential search.

Multi-Industry VP Finance or CFO Prospect-DKE3

This CPA began her career with Big 4 firm in audit serving clients in a variety of industries, including healthcare.  She was recruited to one of Nashville’s largest and most complex private equity backed companies where she was promoted numerous times during her tenure.  The company grew dramatically and she was responsible for oversight of the accounting and financial reporting.  She has received multiple awards from her former employers for her leadership, training and systems utilization to drive success for a new line of business.  She has been responsible for a large finance and accounting team as well as providing financial insights to leadership and owners and strategic action plans.  An organization’s culture and people are most important in her next opportunity.

Healthcare FP&A Director-DKE4

This healthcare FP&A professional has a unique blend of strategy and modeling experience and the versatility to be a hands-on individual contributor and also lead and develop a team – ideal combination for a growing company!  He was recruited to his last position by a former colleague who became CFO of the healthcare startup.  Although he understands the best practices of a larger company, his skillset is versatile enough for a startup to build out budgeting, forecasting, board reporting, KPI reporting, etc. from scratch.  Executive level changes (including the CFO that recruited him) at his current company are prompting a confidential and selective search.

FP&A candidate has 10+ years of experience -DC1

This FP&A candidate has 10+ years of experience – reporting directly to the CFO, this candidate has held responsibility for modeling prospective financials for acquisitions and deal analysis, created a new budgeting process that reduced the budgeting process from 4 months to 6 weeks, and created PowerBI dashboards to drive the business.  Problem solver that is excellent with creation of processes to gain efficiencies.  Strong analytical skills, including Tableau and PowerBI with excellent Excel skills.  Target salary:  $140s plus bonus.

Big Four CPA -DC2

Big Four CPA serving primarily in the financial services space.  Technically strong, a relentless hard worker, innovative, and a keen ability to understand how to best motivate and manage a team. Strong technical and tactical accounting knowledge and an overall business savviness plus a lot of energy and enthusiasm.  Enjoys speaking with client leadership, collaborating on business plans and financial models that allow leaders to understand where the business is, where they want to go, and how they go about getting there.  Target salary:  $200k+ plus bonus.

Accomplished FP&A executive -DC3

Accomplished FP&A executive with a track record of long tenure and promotion. Experience in large international multi-billion dollar publicly traded and privately held companies with extensive background in financial reporting, forecasting, budgeting, consolidations and analytics in multi-entity environments. Very strategic and tactical – enjoys a large diverse international environment and feels experiences gained in analytics, reporting and budgeting/forecasting allow for a quick impact.   Target salary:  $200k+ plus bonus.

Accounting Manager//Manufacturing, Distribution, Services-LH1

Audit Manager with 5+ years of public accounting experience predominantly focused in public and private manufacturing and distribution clients. Seeking to make the move out of public accounting and into a more broad accounting role preferably within the manufacturing industry. Motivated by growth potential and the opportunity to work alongside a good team.

Accounting Manager//Healthcare-LH2

Public accounting and healthcare industry combo experienced CPA currently responsible for managing a team and the month end process in a PE backed healthcare roll up environment. This person is motivated by an opportunity to join a growing healthcare organization where they can continue to develop their leadership skills.

Senior Accountant//Healthcare-LH3

Experienced Staff Accountant with 2+ years of experience in a reputable, high growth, multi-location healthcare organization. Responsible for a wide range of accounting activities such as managing the month-end close process, reconciliations, P&L analysis, financial statement prep, fixed assets, and more. This candidate is seeking an opportunity where they can step into a Senior role and continue to grow. Healthcare opportunities are the preference, but open to other industries as well.

Financial Data Analyst – MDS1

Business Data Analyst with a Bachelor’s in Accounting and proficient in SQL, Python, and various financial software. This candidate began their career in public accounting and transitioned to data analysis functions in industry, a shift that unveiled their passion for data. Through self-directed learning and mentorship, they have evolved into a proficient data engineer. Demonstrated ability to lead and collaborate with teams on complex data projects, including Salesforce integrations and SQL-to-JSON conversions. This candidate is looking for positions that allow them to contribute to organizational growth by implementing technology solutions and understanding the strategic value they bring. The candidate is a strong professional who is interested in working closely with company leaders to enhance reporting functions. Comfortable with both technical and business aspects of data analysis. This candidate is located in Chattanooga, TN, and seeking a base salary in the $100K range.

CPA/MBA Strategic and Operational CFO – MDS2

CPA with extensive experience in public, private and private-equity owned organizations. His initial industry experience was with a large public company focused on budgeting and forecasting. The next 9 years of the candidate’s career were spent building out the FP&A function at a private transportation company where he designed and implemented several new software systems, established KPIs, and spearheaded modeling efforts to drive strategic plans. He was a key team member who facilitated the company sell process to a private equity firm and successfully managed multiple QoE engagements, a lengthy due diligence process, as well as carve out and sale of numerous business units from the parent company. For the past two years he has been serving in fractional CFO roles and providing CFO consulting services, but is now seeking a full-time CFO position in a middle market company or a VP Finance role in a large enterprise company.

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

Knoxville – CPA-WM1

Knoxville – CPA with significant HR-related experience is seeking a hands-on Controller role in the Knoxville area.  Great fit for a small/medium sized company looking for a candidate who can oversee HR as well as accounting.  Stable work history.  Salary expectations $110-120K.

Knoxville – Accounting specialist-WM2

Knoxville – Accounting specialist available immediately for direct hire or short-term projects in Knox or Blount county.  Demonstrated strengths include Accounts Payable and leveraging technology to improve process/procedures.  Self-starter with stable work history and excellent references.  Salary expectations $60-65K.

Sevier County – Staff Accountant-WM3

Sevier County – Staff Accountant with old-school work ethic is seeking a similar direct-hire role with a stable company in Sevier County.  Recent work history is very stable with consistent progression and multiple promotions.  Salary expectations $60-65K.

Tri-Cities (Bristol/Kingsport/Johnson City) – Multiple Quality Candidates-WM4

Tri-Cities (Bristol/Kingsport/Johnson City) – Multiple quality candidates (from Staff Accountant to Controller/CFO level) available for interim, direct-hire, and long-term fractional opportunities.  Industry experience includes healthcare, real estate, manufacturing and more.  Salary expectations vary based on each candidates experience and credentials as well as the requirements of the role.

Knoxville – Experienced, Adaptable Staff Accountant-WM5

Knoxville – Experienced, adaptable Staff Accountant available immediately for interim or short-term projects over the next few months.  This candidate can handle a variety of accounting responsibilities (P&L’s, reconciliations, and billing) and has shown the capability and willingness to take on increasing responsibility.  One reference speaks highly of this person’s organization, initiative, and communication skills.  Salary expectations $82-85K.

• Office Manager
• Executive / Administrative Assistant
• Sales Assistant

Office Manager-MAS1

This highly organized, client focused administrative professional has experience with startups and large corporations.  Effective in fast paced environments, able to multi-task, problem solving and meet tight deadlines.  Has a strong background in supporting company growth and playing a critical role in meeting objectives. Bachelors, MS Office, QuickBooks, Concur and Dropbox.

Executive Assistant-MAS1-MAS2

This exceptional candidate is detail-oriented, highly organized and has a track record of accurately and efficiently supporting executives.  Ability to prioritize responsibilities and meet critical deadlines.  Monthly consolidation of multiple investments with detailed reports.  Provides high level administrative support to Senior Leadership, all while overseeing processes run smoothly in the office.  Bachelors, MS Office, QuickBooks, Sage, and Mac OS.

Human Resources Manager-MAS3

Human Resources Professional with a track record in building relationships with key stakeholders, representing sound business acumen in decision making, developing detailed processes with a continual focus on improvement, and demonstrating and promoting the value of the HR function in successful organizations. Experienced in all facets of HR including recruiting, onboarding, benefits administration, training, employee relations, legal compliance, policy generation and employee engagement.   Bachelors, PHR certification, UKG Ready, PeopleSoft, MS Office.

CHRO-MAS4

Accomplished Human Resources Executive with broad based HR experience. Significant exposure to public and private healthcare organizations. Excellent relationship manager with the ability to gain trust and build credibility at all levels of the organization. Skilled in large multi-site, multi-state human resources management, setting up and optimizing HR organizations and building positive employee culture. Background includes multiple large-scale M&A integrations, Board committee support and leadership of all HR programs and functions to include organizational development, organization and team integration, culture rollout and management, talent acquisition, total rewards, change initiatives, reorganizations, and system implementations. Bachelors, SHRM-CP, Budgeting, Engagement, Compliance, Compensation & Total Rewards.

• 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

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.

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.

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.