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Meet Dana – Our Business Development Manager in our DFW branch!

Meet Dana, the Business Development Manager in the Dallas office. Before Dana started at Hire Up Staffing, she gained experience working in sales at her grandparent’s small business. She grew up listening to her grandmother telling stories and relating to people, and now she does the same. Dana has worked in both inside and outside sales, but says working in outside sales is her favorite. The best advice Dana has ever heard and would share with others is not to bring the office home with you. If you are having a bad day, your customers may feel that vibe and think you are covering up something about the company.

Dana is excited to work at Hire Up Staffing because she loves staffing and being able to help customers. She also thinks Hire Up is an excellent company to work for with great ratings and great people. When Dana isn’t in the office, you can find her spending time with her friends and family. It doesn’t matter if the adventure includes the lake, riding motorcycles, side by side, or RV camping because Dana is always in the middle planning with a fun theme.

The Great Resignation? More like The Great Reshuffle

Chris Rogers

Regional Vice President – Mid-West

Hire Up Staffing & Healthcare

January 11, 2022

The Great Resignation is a term often associated with a May 2021 Bloomberg Businessweek article featuring Texas A&M Professor and organizational psychologist, Anthony Klotz. In this article, Klotz offers a foreboding quote, “the great resignation is coming.”  He cites the reason for this as experiences of “pandemic epiphanies—about family time, remote work, commuting, passion projects, life and death, and what it all means—that people can turn their backs on the 9-5 office grind.”

While there could be truth to the varying “pandemic epiphanies” American workers may have experienced, industry experts believe the movement seen in 2021 is more aptly referred to as The Great Reshuffle. What we have seen from a staffing perspective is that many blue-collar workers switched to better jobs in industries that are raising wages to grab new employees as fast as possible. This move is much more of a job hop, or a job shuffle, and less about a mass exodus out of the job market itself by way of resignations.
One way of interpreting these “pandemic epiphanies” could simply be that a large majority of American workers elected to reevaluate their work lives and use the pandemic as a launching pad into positions they were more interested in or that would allow for more freedom. Such freedoms likely to entice the average American worker include a better schedule that accommodates family needs, more money, or a position that better aligns with their passions and interests.

The dictionary defines reshuffling as a verb meaning to arrange or organize anew. The best advice to employers currently is to recognize ways to shuffle out old standards or policies that do not support the freedoms employees crave. Identify areas of opportunities within your organization and find new ways to re-energize old ways of doing things.

  • Work to become a stronger employee advocate and be consistent in your efforts.
  • Consider ways to offer additional scheduling flexibility to accommodate for the changes families have had to make since the pandemic.
  • Conduct a wage survey to see how your compensation measures up to others in your area and similar industries.
  • Identify mentoring opportunities to allow current employees the chance to learn new skills that may better align with their own passions and interests.

Follow the reshuffling trend and take the lead to arrange or organize anew within your employee engagement practices.

2021 placed job seekers in the driver’s seat and they used the free agency found within this candidate-driven market as fuel to get them onto new roads. These new roads prove that new ways of doing things can create new results. Change can be upsetting, however, when learning to roll with The Great Reshuffle, how you choose to play your hand is as important as ever.


There is no doubt that 2021 brought forth opportunities with which to leverage new and emerging employment trends. Follow the Hire Up Staffing & Healthcare Services Blog to stay connected with a variety of topics aimed to help support you! Whether you are an active job seeker looking for tips and tricks to land your perfect job or an employer looking to fill a challenging position, we are here to help you HIRE UP!

Quit Your Job: How to Resign After Covid Pandemic – Bloomberg

Chris Rogers, Regional Vice President – Mid- West | January 11, 2022

As the Regional Vice President of the Mid-West operations, Chris focuses on the mentorship and development of his Hire Up staff to ensure they are equipped to provide the best service to both our candidates and clients. Chris’ extensive knowledge of the staffing industry lays the groundwork for his teams to always deliver top-caliber talent to great organizations. His expertise includes experience in all disciplines from commercial and professional staffing to executive placement. Chris and his teams strive to improve the lives of their candidates and improve the businesses of their clients. Chris’ over 15 years in the staffing and recruitment industry includes the successful management of highly performing sales and recruiting teams throughout the Southwest. Chris would love to speak with you so he can help your business reach new heights.

Meet Lexx, Our Recruiting Coordinator in DFW!

Meet Lexx, the Recruiting Coordinator for both the Fort Worth and Dallas branches. Before coming to Hire Up Staffing, Lexx worked in customer service for the last ten years, and within the last three years, she was working in a call center. When it comes to work-related accomplishments, one that comes to mind is the number of associates Lexx has trained and seen thrive within her time in customer service. The feeling of seeing them succeed because of the knowledge she has shared is great.

Lexx is excited to work for Hire Up Staffing because she is continuing her education in Human Resources, and the things she is doing for work now coincide with the lessons she is learning. When Lexx isn’t in the office, she likes to catch up on TV, bake, and also manage her own small baking business.

Meet Anai – Our Recruiting Manager in the Bakersfield Branch!

Meet Anai, our Recruiting Manager in the Bakersfield branch! Before coming to Hire Up Staffing & Healthcare Service, Anai previously worked as a medical biller. In that position, she had to pay close attention to detail to make sure claims were being sent out correctly to healthcare insurances. Overall, she tried her best to work with her team and multi-task with the daily work they had to finish. A work-related accomplishment she is proud of is when she would put in 100% effort in everything she did, which made her grow stronger as an employee. For example, after only three months of working the graveyard shift at Planet Fitness, Anai was promoted to assistant manager. Also, working at her medical billing job, she was the only extern out of 5 girls to get hired because she was consistent, fast to learn, and would always want to know more.

Now, Anai’s goal that she would like to achieve is to grow more in her communication skills. Being able to interact and deliver words with confidence is something she thinks is so significant in any work environment. Anai is excited to work at Hire Up Staffing because the team gives off a friendly and welcoming environment. That is something she appreciates and has always wanted to work in. When Anai is not in the office, you can find her trying new restaurants, going on road trips, and traveling. She also likes to hike and to spend time with her boyfriend.

Meet Emily – Fresno’s Recruiting Manager!

Meet Emily, one of our Recruiting Managers in the Fresno office! Before coming to Hire Up Staffing & Healthcare Services, Emily worked as an Independent Sales Representative in the wholesale gift industry. Her territory included the Central Valley where she would travel on the road and cold call and visit local retail businesses. Emily represented 40+ brands all across the gift category from stickers to fine Italian Dinnerware.

One work-related accomplishment Emily is proud of is becoming the Employee of the Year at Macy’s. She was a relatively new associate on the same level as people who had worked there for years. A professional goal that she has is to start her own retail business and online e-commerce website. Emily is excited to work at Hire Up because she will be able to apply her skills and help others find work. When Emily isn’t in the office, you can find her cycling, working out, walking her dogs, watching movies, and eating amazing food.

Meet Kevin – Our Recruiting Manager in Visalia!

Meet Kevin, your Recruiting Manager in the Visalia branch! Before coming to Hire Up Staffing & Healthcare Services, Kevin worked in retail management and sales for 15 years. He has experience dabbling in B2B sales management and insurance sales. One work-related accomplishment Kevin is proud of occurred while he was working for Target. Kevin was able to accomplish placing various policy changes through analytics and new routines, which eventually turned corporate-wide!

Now working with Hire Up, Kevin has a goal of looking for upward movement. He is excited to work for the Hire Up company because he loves the people that are here. He already has a few personal relationships established. When Kevin is outside of the office, you can find him coaching high school football, traveling and exploring, and spending time with his family.

Meet Liz – Our Houston Recruiting Manager!

Meet Liz, your Recruiting Manager in the Houston branch! Before Liz came to Hire Up Staffing, she worked with an ABA company where she administered therapy to children with Autism. She also has work experience as a research assistant recruiting participants. While working at her previous job, Liz received an award for the outcomes of her work. One professional goal that Liz has is to build mutual connections that will last a lifetime.

Now, working at Hire Up, she is excited to be a recruiter who gets to build relationships with candidates to get them the best job possible. When Liz isn’t in the office, you can find her taking dance classes and going to the gym. She also enjoys being outdoors, hikes, and going to the beach.

Tempted to Hire Temporary Employees? Discover the Benefits in Doing So

Leah Perez

Vice President of Major Accounts

Hire Up Staffing & Healthcare


Our organization is in the staffing business and has been for years. Naturally, in this business, temporary employment opportunities are among the services we offer our clients. While temporary employment is nothing new to the industry, it has stepped up and made a name for itself as a helpful solution for organizations in this challenging job market.

Did You Know?

  • According to American Staffing Association, during an average week, there are more than three million temporary/contract employees working in the United States.
  • For the month of October 2021, the Bureau of Labor Statistics reported an increase in 41,000 temporary help services jobs within the Professional & Business Services industry.

If you have not yet considered temporary and/or contract employees as a solution(s) for your organization’s hiring needs, you may find the benefits other companies are experiencing quite TEMP-ting. Temporary employees serve to support companies through peak seasons, special projects, and leaves/vacations. This interim coverage assists with maintaining the workload and moving the company forward despite short to mid-term gaps in staffing. We have seen firsthand by way of our clients that temporary workers allow for project deadlines to stay on track, peak seasons covered, and orders fulfilled.

Here are seven benefits for YOU and YOUR organization when you choose to hire temporary employees.

ARE you ready to be TEMP-ted?

  1. Faster Solutions: Temporary employees allow for organizations to adjust to the workload fluctuations much faster and more easily, allowing for a more seamless transition. Traditional hiring places time as your adversary, having to often start the search from scratch.
  2. Assists with Morale:  By adding additional support to the team in an expeditious manner, even if temporary support, your existing team is less likely become overworked and burned out. They can rest assured knowing you have a solution for the staffing insecurity. Your quick response to place a temporary employee demonstrates that you make your team’s work environment a priority.
  3. Overtime Minimized: Utilizing temporary employees allows you to ease the cost of your team’s overtime. Paying a straight hourly wage for temporary support is a win-win! You save payroll dollars by not paying overtime for the extra work and longer hours of your existing team, avoiding burn out.
  4. Workplace Flexibility: Flexibility within your organization is one of the more appealing yet often hidden benefits a workplace can offer. With the use of temporary support as an option, you build in a host of opportunity for your team. Temporary workers allow for an added amount of flexibility to ensure your company’s logistical needs are satisfied and that the members of your team can do what they need to do to take care of themselves and each other.
  5. Sample of Work: Temporary employees allow you to see their work in action, live and in real time, rather than making your best judgments based upon their well-versed answers to your interview questions. Temporary employees often show you right away if they walk the talk.
  6. Time is Money: While there are financial costs associated with hiring temporary help, the benefits of saving time with this option could end up saving you money long term. Consider the amount of recruiting hours your organization uses to screen candidates and schedule interviews, only for you to still be unsure if you have found the right match for your needs.
  7. Leave it to the Professionals: When you employ an agency, the agency serves as the temporary worker’s employer—NOT YOU. This small but important detail means that the agency is responsible and bears the financial burden of recruiting, screening, testing, hiring; payroll expenses and paperwork, payroll, and tax withholdings; unemployment and workers’ compensation insurance. Whew! Not to mention the training associated with a new hire, temporary or otherwise. You may find full-service agencies even provide training for the temporary employee, such as software application tutorials.

As you can see from this list, there truly are lasting benefits to utilizing temporary employees. If you have ever toyed with the idea, now might be the best time to try it. What do you have to lose? It is only temporary.

Our team of recruitment professionals can walk you through the steps and get you started. Simply give us the green light and we can send temporary support your way. We also have unique insight into staffing trends and employment tips that may assist with the specific needs of your area or industry. If the worries of staffing your team are keeping you up at night, please contact us. We are here to help, whether with temporary support or permanent placement, Hire Up is your one-stop shop for staffing solutions.


There is no doubt that 2021 will bring forth opportunities with which to leverage new and emerging employment trends. Follow the Hire Up Staffing & Healthcare Services Blog to stay connected with a variety of topics aimed to help support you! Whether you are an active job seeker looking for tips and tricks to land your perfect job or an employer looking to fill a challenging position, we are here to help you HIRE UP!

American Staffing Association

The Employment Situation – October 2021 (

Leah Perez, Vice President of Major Accounts | December 2, 2021

As the Vice President of Major Accounts, Leah focuses on the national level clients. Leah has over 16 years of recruiting experience in various industries from medical/clinical to administrative/accounting, all of which has launched her to being one of the most well-respected staffing leaders in California.  Clients and candidates would describe her as urgent, ethical, and most importantly she takes the time to understand her client’s needs so she can properly assist them. Leah would love to speak with you so she can help your business reach new heights.

Meet Shannon – Our Accounts Payable Coordinator!

Meet Shannon, the Accounts Payable Coordinator in the Corporate office! Shannon has experience in various industries, including electronics, fast food, hotel, and clothing manufacturing. She also has experience in Accounts Payable/Receivable and Management. One of Shannon’s professional goals that she applies herself to each day is always to do her best, so she can be proud at the end of the day. Because Shannon has set a goal for herself to do her best, she was selected as Employee of the Month a few times in the past.

Now, Shannon is excited to be working at Hire Up Staffing because she is part of a professional environment that helps individuals with employment opportunities. When Shannon isn’t in the office, she likes to speed walk, go to the beach, work on refurbishing old furniture, spend time with her son, and watch and collect movies.

The Cost of a “Bad Hire”

Lauren Milam

Regional Vice President – West coast

Hire Up Staffing & Healthcare

November 16, 2021

How to Navigate Common Pitfalls

You may be seeing the headlines about it and/or experiencing the impact of the 2021 Great Resignation. While companies are working to regain a stronger sense of balance within an otherwise imbalanced candidate market, leaders are feeling the pressure to hire and an uneasiness in doing so. This makes sense because the potential negative implications of a poor hiring decision are far-reaching even in the best of candidate markets. Yet, add in these current circumstances and it is important to give pause.

When evaluating the true costs of our hiring decisions, there are things to consider. I have identified several key components, along with ideas for how to best avoid pitfalls when possible or navigate through them when necessary.

1. Financial: Most obvious of all “costs” include financial considerations. The number of hours spent reviewing resumes, scheduling, and conducting interviews is just the beginning. Consider also the costs associated with advertising the position and the hourly rate associated with the person supporting your recruiting efforts.

Then once hired, the costs of the onboarding process add up and include the number of training hours required of them, the team needed to train them, and any equipment needed for their new role.

According to the US Department of Labor, the price of a bad hire is at least 30% of the employee’s first-year earnings.

Pro Tip: Be thoughtful with your compensation. Staying competitive is important, however, avoid “buying” your new employees for the sake of “winning” their acceptance of your job offer. Overpaying new employees to get them in the door will not always afford you the most enthusiastic and high performer, but potentially someone just looking for dollar signs. It is difficult to sustain performance if the employee is not truly in the position because they want to be there for anything more than the money. Hire for passion and use compensation as a tool, not a trump card to ensure a candidate picks you over another employer.

Pro Tip II: Be clear with your expectations early. Painting a clear picture of the position is an especially important part of ensuring you are not being hasty with your hiring efforts. Desperation can create poor outcomes, on both sides. Your clear explanation of the role and checking for their understanding of the position is key to setting your new employee up for success. Remember: Unclear is unkind.

2. Morale and Culture: A poor hiring decision can negatively impact your organization’s culture and leave the most resolute of employees questioning their loyalty and your leadership decisions. As a hiring decision-maker, you are an important gatekeeper of culture. It is imperative that you carefully consider how a potential candidate will integrate with your established team.

One bad apple can ruin the bunch, as they say. Whether the trouble starts with a new and negative Nellie or a newbie who is not as interested in meeting the expectations of the position, your ability to identify red flags early and respond accordingly will be paramount to preserving a positive workplace culture. Disengagement is born from feelings of being misled or unappreciated. If a new employee is not meeting expectations, your team already knows. Show them you care about preserving their workplace culture.

Pro Tip: Stay engaged beyond the hiring process. Be sure your new hire understands performance expectations. Create milestones and schedule performance check-ins. Have difficult conversations early, if needed. Coach to correct behaviors immediately. Show genuine efforts with the new hire; rally around them, support them. Ensure you are being direct and fair in your communications and expectations with everyone.

And, if necessary, and when timing is appropriate, be open to righting a wrong fit. You show through your actions that your team is important to you. They are watching for this. Remain committed to maintaining a positive workplace culture by staying nimble and not tied to a hiring decision solely to safe face or money. (It will not do either overall.)

3. Reputation: In addition to the negative impact a poor hiring decision can have on morale, a similar risk comes into play with customers. When considering fit, remember to also consider the risk associated with a new employee working closely with your valued clients. A poor hiring decision could not only tarnish relationships with current customers, but they could turn off new and potential customers as well. The financial risk associated with reputation is hard to quantify, however, placing an employee in front of your customers is a particularly crucial decision that has long-lasting consequences.

Pro Tip: All candidates are potential employees and/or customers. They have ties to the area in which you operate. Remember to be respectful and honest in your interactions. If a candidate does not appear to be the right fit for your needs, be clear with them and keep your promises when it comes to getting back in touch. How you manage your interactions with them reflects how you serve your customers.

We are in the people business and if there is one thing that is consistent, it is that people are multi-dimensional beings with complex characteristics. There is no full-proof guide to ensuring THE perfect hiring decision every time. However, the tips above will help you to be thoughtful with these decisions. “Going with your gut,” is advice we all have heard over the years. As a hiring professional, I agree that we use our gut instincts in our favor by identifying potential areas of concern. Pay attention to the red flags and do not be afraid to ask more questions around those areas where you feel performance may be an issue.

Closing Pro Tip: We are all human. We may find that a hiring decision did not work out as we had anticipated. Valuable lessons lie in honest reflection. Work with another manager and talk things through. Collaborate and identify areas of the process to manage differently with the next hiring decision. Walk through all components of the current new hire equation and assess which areas to enhance, making for a better experience for all involved.

Be open to learning from your missteps. Not only does this quality make you a better leader but your team is watching and looking for ways to confirm that they are in the right place with a leader they can respect. A leader who learns from their mistakes can be the model for change and innovation in the workplace. It starts with you. The cost of a bad hire may have its price, but the value of a leader who is human enough to allow room for their own vulnerability is priceless.

Care for some support during this unusual candidate market? Let us help!


There is no doubt that 2021 will bring forth opportunities with which to leverage new and emerging employment trends. Follow the Hire Up Staffing & Healthcare Services Blog to stay connected with a variety of topics aimed to help support you! Whether you are an active job seeker looking for tips and tricks to land your perfect job or an employer looking to fill a challenging position, we are here to help you HIRE UP!

Lauren Milam, Regional Vice President – West-Coast | November 16, 2021

As the Regional Vice President of the West Coast operations, Lauren focuses on the development of each Hire Up team member and office to ensure they have the tools and ability to meet the needs of all the clients and candidates. Lauren’s vast experience in the staffing industry and her passion for people, results, and success is what drives her daily. This experience includes leadership, management, employee development, sales, marketing, recruitment, client retention, and candidate retention.  Her goal is to ensure every client and candidate receives excellent service through every aspect of the process. Lauren would love to speak with you so she can help your business reach new heights.