I was recently honored to be recognized as an ASA Central Most Valuable Contributor for 2025 by the American Staffing Association. While I'm grateful for the recognition, what matters more is what I've learned from the incredible community of staffing professionals who show up every day to ask hard questions, share real solutions, and help each other navigate this complex industry.
For those unfamiliar, ASA Central is the American Staffing Association's private online community—a forum where staffing agency owners, workforce services providers, and industry professionals discuss everything from compliance nightmares to scaling challenges to technology decisions.
Over the past year, I've been actively engaged in those conversations while running VimHR, developing the VimOne platform, and advising staffing leaders through SBG Consulting. Here's what the community has taught me—and what every workforce services company should be paying attention to.
1. Compliance Questions Outnumber Sales Questions 3:1
One of the most striking patterns in ASA Central discussions is the overwhelming focus on compliance over growth strategies. For every "How do I scale my sales team?" question, there are three asking about:
- Multi-state payroll tax requirements
- Worker classification (W-2 vs. 1099)
- SCA/DBA wage determinations for government contracts
- State-specific paid leave mandates
- Joint employer liability concerns
The lesson: Compliance isn't just a cost of doing business—it's the single biggest operational risk most agencies face. One misclassification or payroll error can wipe out an entire year of profit.
This is why we built VimOne with compliance automation at its core. Manual tracking doesn't scale, and hoping your payroll provider catches everything is not a strategy.
2. The Most Common Tech Stack Mistake: Duct-Taping Too Many Systems
I've lost count of how many conversations I've seen that go like this:
"We use [System A] for payroll, [System B] for onboarding, [System C] for time tracking, [System D] for ATS, and we manually sync everything with spreadsheets. Is there a better way?"
The answer is always yes—but most agencies don't realize the hidden costs of this approach until it's too late:
- Data entry errors multiply across systems
- Client reporting becomes a manual nightmare
- Onboarding friction frustrates new hires
- Compliance gaps emerge between disconnected platforms
The lesson: Integration debt is real. Every additional system you add creates exponential complexity. A unified platform isn't just about convenience—it's about operational integrity.
This fragmentation problem is exactly what drove me to develop VimOne. When every function—payroll, HR admin, onboarding, compliance, recruiting—operates in one system, you eliminate the gaps where errors and inefficiencies hide.
3. Government Contractors Wish They Knew This Before Their First Contract
The ASA Central community has a dedicated subset of members focused on government contracting (federal, state, and local). The recurring theme in their discussions? "I wish I had known how different this was from commercial staffing."
Common challenges they flag:
- Service Contract Act (SCA) wage determinations are more complex than expected
- DBE/MBE/SDVOSB certifications matter, but understanding limitations on subcontracting is critical
- Invoicing and payment through systems like Tungsten Network require specific formatting
- Prevailing wage compliance across multiple jurisdictions is operationally intensive
- Past performance documentation becomes your most valuable asset for future bids
The lesson: Government contracting isn't "just another client." It requires dedicated operational infrastructure, compliance expertise, and systems that can handle the unique requirements.
As a Service-Disabled Veteran-Owned Small Business (SDVOSB), VimHR was built with government contracting compliance in mind. But even with the right certifications, success requires operational discipline and technology that doesn't break under the administrative load.
4. Remote Workforce Management Changed Everything—Permanently
Pre-2020, most ASA Central discussions about remote work focused on whether it was feasible. Today, the conversations have shifted to:
- How to maintain culture across distributed teams
- Technology for remote onboarding and training
- Managing compliance across multiple states when employees relocate
- Client expectations for hybrid workforce models
The lesson: Remote work isn't a temporary accommodation—it's a permanent shift in how workforce services companies operate. The agencies that adapted their systems and processes are thriving. Those still treating it as an exception are struggling.
VimOne's cloud-based architecture was designed for this reality. Whether your workforce is on-site, remote, or hybrid across multiple states, the platform handles onboarding, compliance, and administration the same way.
5. Clients Want Transparency, Not Just Service
One of the most valuable threads I've seen in ASA Central involved agencies sharing what their best clients actually care about. The answer surprised many: it's not just about filling positions quickly.
Top client priorities (according to the community):
- Real-time visibility into workforce data and costs
- Proactive communication about compliance changes
- Accurate, timely invoicing with clear breakdowns
- Dedicated support (not being routed through a call center)
- Technology that doesn't require them to learn another system
The lesson: Clients increasingly expect the same level of digital experience they get from other business services. A weekly email report doesn't cut it anymore—they want dashboards, self-service portals, and real-time data.
This is why VimOne includes white-label client portals as a core feature. Each client gets their own branded workspace where they can access workforce data, run reports, and manage their team—without calling you for every update.
6. The "Build vs. Buy" Technology Debate is Over
A recurring question in ASA Central: "Should we build our own technology or buy off-the-shelf?"
The community consensus is clear: unless you're a technology company that happens to be in staffing, building proprietary software is a distraction from your core business.
But here's the nuance: "Off-the-shelf" doesn't mean generic. Agencies need platforms that can adapt to their specific workflows, client structures, and service offerings—without requiring custom development.
The lesson: The right technology should feel custom-built for your business but shouldn't require you to maintain a development team.
This is the design philosophy behind VimOne. It's built specifically for staffing agencies and workforce services companies, with multi-tenant architecture that adapts to each client's needs—but it's a commercial platform, not a custom build.
7. The Agencies That Survive Are the Ones That Share Knowledge
Perhaps the most important lesson from ASA Central isn't tactical—it's cultural.
The most successful agency owners and workforce services leaders in the community are the ones who:
- Ask for help when they don't know something
- Share what they've learned (even when it was expensive)
- Admit mistakes and help others avoid them
- Recognize that collaboration doesn't mean competition
The lesson: This industry is too complex, too regulated, and too fast-moving for any one company to figure out alone. The leaders who engage with their professional community—whether through ASA, local chapters, or industry groups—consistently outperform those who operate in isolation.
Why This Recognition Matters (and Why It Doesn't)
Being named an ASA Central Most Valuable Contributor is an honor—but the recognition itself isn't the point.
What matters is the collective intelligence of a community that's willing to help each other succeed. Every question asked, every solution shared, and every lesson learned makes our entire industry stronger.
If you're running a staffing agency or workforce services company and you're not engaging with your professional community—whether through ASA, industry associations, or peer groups—you're operating at a disadvantage.
The problems you're facing? Someone else has solved them. The technology decisions you're wrestling with? Others have tested the options. The compliance questions keeping you up at night? The answers exist—you just need to ask.
Moving Forward
As we continue building VimHR, developing VimOne, and advising staffing leaders through SBG Consulting, these insights from the ASA Central community remain front and center.
The workforce services industry is evolving rapidly. Client expectations are rising. Compliance requirements are multiplying. Technology that worked five years ago is obsolete today.
But the agencies and workforce services companies that will thrive in this environment are the ones that:
- Invest in operational infrastructure (not just sales)
- Prioritize compliance as a competitive advantage
- Adopt technology that scales with their business
- Stay engaged with their professional community
- Share knowledge freely
Thank you to the ASA Central community for making me better at what I do. And to those who contributed alongside me—your insights have shaped how I think about this industry and how we build solutions to serve it.
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