The Wearin’ o’ the Green

S3_Happy St. Patrick's Day!

At S3, we love St. Patrick’s Day for the holiday’s obvious connection to GREEN! As a global company, celebrating a holiday that is loved in so many communities where we live, work and serve, S3 employees have traditionally celebrated with a St. Patrick’s Day lunch for many years. This special day creates the opportunity to celebrate and connect with the S3 family, our consultants and our customers… In green fashion, of course.
From the S3 family, Happy St. Patrick’s Day!

Mark Redman on the SIA’s 2018 Executive Forum

Mark Redman on the SIA’s 2018 Executive ForumMark Redman

By Alisha Dixon

Staffing Industry Analysts hosted its 2018 Executive Forum in Miami last month. Now in its 28th year, owners, CEOs, and senior-level executives from staffing firms of all sizes and sectors from throughout the industry convened to network and learn during the Forum’s various breakout sessions at the 4-day event. Mark Redman and several members of S3’s Executive Leadership Team attended the event. Mark sat down with S3’s Communication Team to discuss what he learned at the Forum.

Why did you want to attend SIA’s 2018 Executive Forum?

Mark: It was an opportunity to talk to other people in the industry and understand what they’re experiencing and to hear some of the discussion around topics like pricing, margins and maybe some of the regulatory challenges.

How were the breakout sessions? What stuck with you?

Mark: In some cases, the sessions provided confirmation of what we already do at S3. April’s panel was about moving from the traditional time and materials business to a solutions based business, meaning finding other ways to build and have engagements. I also heard from some of her contemporaries in the industry and what they’re doing and what they’ve done to be successful and expand their business.

There were some group sessions with some incredible speakers, like author Adrian Gostick. He gave a great presentation about the four secrets to successfully hiring people. He prefaced it by saying 50% of hires, maybe more than that, don’t work. He said this lack of productivity costs companies 15 times the annual salary of a bad hire. By following his four secrets to success, he indicates that you can get up to a 90% success rate in your hires. Hiring the right people is incredibly important.

How are companies addressing recent legislative changes in the U.S.?

Mark: There was some discussion about taxation in the industry, which with the new tax laws there are a lot of changes. There are some things that seem like they shouldn’t have affected the staffing industry that do. The session helped me to determine how we will deal with some of these new changes while making sure we are capturing things from a tax advantage perspective.

What did you learn about the future of technology and how it will affect the staffing industry?

Mark: There was a lot of discussion at the conference about artificial intelligence and there is definitely some skepticism over it. There are also some things that are happening that aren’t necessarily artificial intelligence, but involves using information technology to improve processes to become more automatic and efficient. So, anytime there is a repetitive process, they’ve figured out ways to automate those things, even it takes a search function.

What were you most surprised to learn at the Forum?

Mark: I was also really surprised to learn about all of the different industries there are in staffing. I met a guy that has a physician staffing company. They deal with hospitals throughout the country, some in small remote areas, that when the doctor gets sick, goes on vacation or must be away, they are able to find a physician to fill in until a full time replacement is chosen. It sounds like they have a pretty sizeable pool of physicians that are working in hospitals all over the country at any one time.

What were some of the industry-wide issues addressed during the forum?

Mark: There was a lot of talk about the industry being commoditized. That didn’t use to be the case. We’re seeing that in a lot of the things we do with the strong pricing pressure on margins. The idea of dealing with some of the solutions work is to change that equation. The solutions work is based more on expertise, skillset and being able to manage projects with a successful end result. This is an opportunity to make additional money, additional margin, but the opposite can happen to if you’re not good at it. It’s definitely more risky.

It seems as though the Executive Forum was packed with informative sessions. Thanks for sharing, Mark!


Finalists Announced in 2nd annual Lithuanian-American Innovation Award

Finalists Announced in 2nd annual Lithuanian-American Innovation Award

By Alisha Dixon

Lith-Amer Innovation Award finalistsStrategic Staffing Solutions CEO Cindy Pasky announced on Wednesday, Feb. 28 the winners of the 2nd annual Lithuanian-American Innovation Award at Vilnius University in Vilnius, Lithuania. Established by the Baltic American Freedom Foundation, the American-Lithuanian Business Council and the U.S. Embassy in Vilnius, the Lithuanian-American Innovation Award was created to be awarded to a Lithuanian individual, organization, university, or firm that has developed an innovation in collaboration with a U.S. partner.

“Congratulations to the future leaders of innovation,” said Pasky, the only non-Lithuanian trustee on Vilnius University’s endowment. “What is most exciting is the bilateral partnerships that all finalists have formed. These collaborations will move the world forward. Thank you to the ALBC, BAFF, the U.S. Embassy here in Lithuania and Vilnius University for supporting innovation.”

At the ceremony co-sponsored by the U.S. Ambassador, American Lithuanian Business Council and funded by the Baltic American Freedom Foundation at Vilnius University, the top two winners were awarded cash grants of 10,000 euros or 5,000 euros. Earning the first place award, UAB Vittamed, which created the world’s first non-invasive gauge of pressure head (intracranial pressure) and in second place, Deeper, the first smartfood sonar fishfinder.

“Innovation is a major factor in the growing economy. No matter what it is – medicine, industry, agriculture, or business – innovation leads to and boosts economic efficiency and competitiveness,” Anne Hall, U.S. Ambassador said during the ceremony. “For this reason, we are contributing to the Lithuanian-American Innovation Awards – they draw attention to the high level of innovation and cooperation between Lithuanian and American partners and provide modest financial support for this cooperation to continue. Our states are at the forefront of the development and implementation of innovative solutions. This award is one of the ways to spread the message to the world.”

For a complete list of finalists, visit

At S3, we don’t say no, we find solutions

At S3, we don’t say no, we find solutions

By Alisha DixonAlisha Dixon

All Staff is a terrific event where the entire S3 family has a chance to come together and come away with renewed energy and attention to S3’s four pillars and mission. Nashville-based Anthony Bordonaro, one of S3’s Team Charmed newest account managers sat down with us to share his takeaways from our 2018 All Staff meeting, and what it’s like to work at S3.

What have you taken away from your first All Staff?

What’s the biggest lesson you’ve learned from working at S3?

Anthony: The biggest take away from All Staff was that at S3 we don’t say no to anything.
It was almost immediately after All Staff that I was presented with a large opportunity
with a client that wasn’t in our typical “wheelhouse” and not what we normally do.
But, I remembered Cindy’s message from All Staff where she said, “We don’t say no, we find solutions.” Cindy’s message really stuck with me and I went to work to be able to find a solution for the client. The difference is a lot of people and some other companies would just say that’s not something they can do, but with S3, we work based on the clients’ needs.

Why did you decide to work for S3?

Anthony: I’ve had experiences with larger sized firms and more boutique firms. I felt S3 really kind of fit in that perfect middle ground where we have the resources and the power of a larger firm, but with the ability to be customizable to our customers’ needs like a boutique firm. I just felt it was good fit for my personal style and professional style.

What’s it like to work for S3 and what has it done for you personally?

Anthony: I’m still new (started with S3 in June 2017). It’s provided me with new opportunities that are the result of learning new things, developing new relationships and growth. I’ve grown a lot from just being able to learn from my fellow team members and different perspectives. I’m in one of the more unique situations because the rest of my team sits all over and it’s just me here in Nashville. Although I physically sit alone, no one from any part of the organization, top to bottom, has ever made me feel like I’m by myself in any way. It’s just great to be a part of team that’s so strong and so committed to supporting each other that even if you physically sit alone, you are never truly alone.

How do S3’s four pillars and your values align?

Anthony: Pretty closely! Two of them really stand out to me. I don’t think you can be successful and happy in this industry if you don’t want to make other people happy and successful. You must have a passion for changing someone’s station in life. This could be by giving a consultant a new opportunity, creating an environment for more work-life balance or even with our customers by providing the resources they need to make their lives much easier. We really do have the ability to affect a lot of change, whether we see it or we don’t. My background in charitable work directly aligns with S3’s commitment to the community and how active we are. That is something I am extremely proud to be a part of.

S3, changing the world, one person at a time with David Stevenson

davidstevensonBy Alisha Dixon

Fulfilling S3’s four pillars goes beyond serving external customers. For more than 25 years, S3 has played a major role in changing the lives of its team members by providing opportunities that have led to success beyond what many believed was possible. David Stevenson, an account manager with S3’s Team Charmed sat down with us to tell us just how S3 has changed his station in life and the importance of being green.

How did you learn about S3?

David: I started recruiting at 19 years old when I was at Walt Disney World on an internship at the casting center. I got a call one day from Marvin (Daugherty) who began telling me about this company that was green and really did things differently. But at that time I had made a vow that I would never go back into recruiting. I had had enough. I had seen enough and I was very disenchanted. But, the more I learned about S3, the more I was intrigued. I remember Cindy interviewing me while she was in Scotland. A CEO calling you from Scotland? That shocked me. Halfway through the interview she says, “David, somebody needs to give you a chance to change your station in life.” I was all in from that point.

What has working for S3 done for you personally?

David: Yesterday (Monday, Feb. 12), I put in an offer on a home. Just 3, 4 or 5 years ago, I never would have dreamed of this possibility. I can help people in need now. My mother-in-law passed away this year and my father-in-law has struggled financially but we’ve been able to help support him. We just rented a hotel room for a woman who didn’t have a place to stay. We are so blessed because of S3 we are honored to do this. Before all of this, I could barely afford food or a roof over my head. I was struggling terribly. I was steps away from being homeless myself. To say S3 changed my life is probably the biggest understatement ever. It changed everything. I’m so appreciative and so thankful that someone had faith in me.

A lot of that has been done for me since I’ve been with S3. When I first started, my lead recruiter at the time, David Flores, pulled me aside and told me I was going to be successful because he was in my corner. We all need that. We all need someone that’s going to believe in you. If we truly want to be the best and continue to grow, that’s what it takes.

How do S3’s four pillars and your values align?

David: My values and S3’s values are pretty much one and the same. I believe in those four pillars in everything I do. I was raised that way. The fact that we care about people and we go that extra mile for our consultants, I’m truly passionate about that. We genuinely care about our customers. The reality is that when you don’t take care of your customer, there are repercussions that can reach very far down the food chain. It goes beyond just us. People can get hurt if things aren’t done right.

I’m green at heart because of the values that we convey within the community, with our customers and with our consultants. The way we treat our consultants is just as important as we treat our customers. It’s how we separate and distinguish ourselves.



S3 is Hiring IT Recruiters in Multiple Markets!


Are you a self-motivated, experienced Information Technology Recruiter interested in working for a company that demonstrates the value it places on its national customers by exceeding expectations and achieving the highest levels of customer satisfaction?  

Are you a professional IT Recruiter seeking an opportunity to work for a company with more than 25 years of consecutive growth?  

Are you a competitive IT Recruiter seeking a position with a dynamic and fast paced company that  boasts one of the most generous comp plans in the staffing industry?  

If you’re an IT Recruiter that craves daily challenges—and rewards—we want to talk to you ASAP about IT Recruiter positions we have available in Atlanta GA, Nashville TN, San Francisco CA and Hartford CT!

To learn more about these opportunities, please contact Ken Huxley, S3’s Director of Talent Acquisition, or via phone, 210.278.3768.

S3 CEO Cindy Pasky Named One Of The Most Influential People In The Staffing Industry

S3 CEO Cindy Pasky

S3 CEO Cindy Pasky

We’re proud to share the news that our CEO and Founder, Cynthia J. Pasky, has been named to the list of 100 most influential people in the staffing industry according to Staffing Industry Analysts (SIA). It’s a high honor, and great to see that our leader and way of doing business has been recognized in such a way by our industry.

The SIA 100 is not a ranked list, but simply an aggregation of the 100 individuals who have influenced the world of contingent work.

You have to be a special kind of successful to make this important list. The process to be included is rigorous. The list typically includes leaders in these five areas of the industry:

• Entrepreneurs who have created new and lasting models
• CEOs who run large staffing companies both public and private
• Individuals who have had major impact or influence through M&A
• Leading the charge through legislative change

Here’s what SIA had to say about our CEO:

Cynthia J. Pasky set aspiring goals when she founded Strategic Staffing Solutions (S3) in 1990. Over the following years, the president and CEO transformed the startup into an international $264 million IT and business services company. S3 was named a top woman-owned business by Women’s Enterprise Magazine and a top diversity-owned business by The company was also recognized as a Cool Place to Work by Crain’s Detroit Business and one of Michigan’s Economic Bright Spots by Corp! magazine. In addition to serving on numerous boards, Pasky was named 2014 Executive of the Year by the Detroit Executives Association.

Congratulations also need to go to the entire GREEN team for making this possible.

Meet S3’s Military Attraction And Assimilation Program

Strategic Staffing Solutions (S3), a $300 million IT staffing and business solutions company, is proud to have more than 40% of its 2,700 overhead staff and contractors claim veteran, military spouse, or military dependent status. As one of the nation’s leaders in contingent workforce placement, S3 established its own Military Veteran program, and knows how to mitigate the challenges employees most often face as they transition from the military into new career pathways.

We support veterans and their spouses in various ways.

At the core of our strategy is a veterans-hiring-veterans approach with the formation of our Combat Recruit Support Team. This team, formed in 2012, has created an intentional pipeline for recruiting, retaining and placing military veterans with transferrable skill sets who are uniquely positioned to meet the needs of the customers we serve.

This team has made the transition from military to civilian careers and is perfectly suited to serve and assist new military veteran applicants.

In addition to its dedicated military veteran recruiters, S3 has also launched a website, that offers resources for veterans, spouses and dependents, including advice on translating military experience into desired civilian job skills; a database of current job opportunities in S3; and help writing a resume. And, whether it’s supporting veterans at an event in Detroit, or sponsoring a golf tournament in San Antonio, S3 also consistently supports events that support veterans. Additionally, S3 participates in Veteran benefits information and jobs fairs across its 24 U.S. branches.

We also take every opportunity to create special messages to celebrate, honor and remember important days to the military community, including Veterans Day, Memorial Day and the Fourth of July, and we consistently highlight our veterans in the company newsletter and at company gatherings.

Examples of this recognition include the development of our book, “Together We Stand:  Strategic Staffing Solutions and America’s Veterans” (; the development of a distinctive employee pin for veterans; and providing all our employees Veterans Day as a paid holiday; and a video that highlights not only our veteran program but some of the individual military veteran employees who have contributed to S3’s success (

As part of its ongoing efforts, S3 continues to leverage its expertise within the staffing industry to create opportunities for military veterans. As such, we share best practices and industry intelligence in national forums such as the Executive Forum during which Col. Ken Huxley, USAF Retired, and Southwest Branch Manager, presented on recruitment of military veterans. We have also created a fast tracked Military Veteran JAVA class in Plano, Texas, and enhanced our Human Resource capabilities to better track core demographics, ease the transition of military veterans into civilian work, and increase long term retention within job placements.

Establishing a “military friendly” work environment / culture isn’t difficult, but it does take some thought.  As the Department of Labor advises, “when standing up any initiative, or preparing your workplace to welcome Veterans, keep in mind that no two have the same experiences.”

That said, acquiring knowledge regarding military culture can definitely improve employers’ and co-workers’ abilities to understand, communicate and effectively interact with veterans and their families.

For simplicity, you can break veterans into two basic groups:  those who are presently in the process of transitioning out the Armed Forces, and those that who have previously transitioned from the Armed Forces and who have held at least one civilian sector position since their transition.

Employers of those veterans in the presently transitioning group especially may encounter challenges not necessarily associated with employees without military experience.  For example, post-traumatic stress disorder (PTSD) is, unfortunately, prevalent among combat veterans.  As of September 2014, there are about 2.7 million American veterans of the Iraq and Afghanistan wars, with an estimated 20 percent with PTSD and / or depression (according to a recent RAND study).   Employers should evaluate their current benefit offerings with respect to PTSD treatment options for affected employees, and ensure the company is in compliance with Title I of the Americans with Disabilities Act (ADA) and the Uniformed Services Employment and Reemployment Rights Act (USERRA).

Title I of the ADA, which is enforced by the U.S. Equal Employment Opportunity Commission (EEOC), prohibits private and state and local government employers with 15 or more employees from discriminating against individuals on the basis of disability.  USERRA has requirements for reemploying veterans with and without service-connected disabilities and is enforced by the U. S. Department of Labor (DOL) and the U.S. Department of Justice (DOJ).  In addition, PTSD may trigger Workman’s Comp considerations.

In addition, some newer veterans may need financial assistance or financial education, especially in cases where there’s a significant time gap between military separation and securing employment in the civilian sector.  Issues from tax changes to health insurance to a lack of emergency funds can put undue stress on the veteran employee.  Coupled with financial education, S3 offers signing bonuses, short-term pay advances, mortgage assistance, and the like can help relieve financial stresses.  In addition to the employers programs, there are a host of reputable non-profit organizations that provide financial support to veterans.

The good news is that veterans want to be part of your organization.  In a 2011 Pew survey of post-9/11 military veterans, more than half specifically cited the opportunity to learn skills they could use in the civilian workforce was an important factor in their decision to serve.   As employers, we have a great opportunity not only to help veterans achieve their goal of a successful transition to the civilian workforce, but to achieve our own in the process:  hiring the best employees possible to ensure the success of our own organizations.

Having employees who happen to be military veterans to help lead your efforts is a critical investment—they have “walked the walk,” have credibility among their veteran peers, and provide empathy in building the bridge between the military and corporate structure they now represent.

Veterans come from organizational cultures where values such as honesty, integrity, loyalty, commitment and service before self-define not only their daily lives but reflect the altruistic sacrifices associated with military service.  Accordingly, veterans will seek out companies that have similar core values or operational pillars.

For example, S3’s four operational pillars of setting the bar high for what a company should do, creating jobs, providing opportunities for people to improve their station in life, and being good community citizens thru charity and volunteerism, appeal to our military veteran and military spouse employees and applicants because our pillars reflect a familiar culture.  Too, S3’s “no door” policy creates and reinforces a “one team – one fight” environment versus a more traditional corporate organizational hierarchy/structure.

Like any other employee group, military veterans want to feel included, valued, and respected not only for who they are, but for the talent and experience they can bring to your organization.

For additional information, please feel free to reach out to our veteran program POCs:

Colonel Ken Huxley, USAF, Retired

Director, Talent Acquisition | 210.278.3768

Senior Master Sergeant Marvin Daugherty, USAF, Retired

Operations Officer, Central Sourcing Team | 210.278.3787


Michigan Humane Society Adopts 270 Pets To Loving Homes In 3-Day Program


There’s no place like home, especially for animals looking for new homes.

In celebration of Strategic Staffing Solutions’ 25th Anniversary, adoptions were brought to the super-affordable price of $25 per animal.

Assuming all of the pets have the standard four legs, that is 1,080 legs that found new homes thanks to the program.

Earlier this month, before the $25 program, three cats – CTO, Green Bean, and Guinness – moved into the S3 corporate offices in Detroit.

In a recent profile in Hour magazine, Matthew Pepper, CEO of the Humane Society talked about both Cindy Pasky’s and Paul Huxley’s commitment to the organization.

The couple “is really passionate about animal welfare, but they feel it is not just an animal issue, it’s a community issue,” he told Hour. “Even more is their passion for the city. Their passion permeates everyone around them. It makes everyone believe.”

The S3 Combat Recruiting Support Team Is Focused On Military Veterans Looking To Find Civilian Work


One of the biggest hurdles military veterans face upon transitioning to civilian life is finding a meaningful career. While invaluable and often highly technical, a veteran’s experience may be overlooked by civilian hiring managers unfamiliar with the military jargon that may mask the key skills and experiences they’re looking for.

We’re working hard to help military veterans make the transition from serving their country to finding rewarding work and changing their station in life her at Strategic Staffing Solutions. In fact, we have a specialized “Combat Recruiting Support Team,” a 21-person sourcing team made up almost entirely of military veterans that are uniquely suited to doing just that. Think of it as veterans helping veterans.

Although there are websites out there designed to help veterans translate their military skills into an attractive civilian resume, it helps to have someone on their side. With their vast military experience, our Combat Recruiting Support Team members can help our recruiters and hiring managers interpret the acronyms, titles, and other technical terms, and they’re trained to see those skills from a civilian’s perspective. They can translate a candidate’s military experience into the skills that a hiring manager may be looking for.

In addition, military veterans have developed those soft skills that all businesses want, those intangible qualities that are inherent to a veteran’s experience: Teamwork (to include diversity and inclusion), loyalty, integrity, respect, courtesy, organizational and leadership skills, the ability to work under pressure, and perhaps most important, veterans have the ability to triumph over adversity. Veterans know those qualities exist in other veterans based simply on their shared experience.

As our veteran hiring program matures, we’re committed to placing more. That’s why we have joined the U.S. Chamber of Commerce Foundation’s “Hiring 500,000 Heroes” program and earned recognition as a “Military Friendly Employer” by GI Jobs magazine and as Military Spouse Friendly Employer by Military Spouse magazine and the Department of Defense Military Spouse Employment Partnership.

If you’re a transitioning veteran or a veteran looking for a new opportunity to use the skills you’ve developed during your time in the military, or a military spouse, we’d love to talk to you—visit our website at!