The rise of gig platforms and flexible work models has reshaped the staffing landscape. Workers now expect fast, seamless, tech-forward experiences—whether they're applying for a role, checking their schedule, or getting paid. 

In a recent webinar hosted by Branch and the American Staffing Association, staffing leaders shared how modernizing your firm’s tech stack can help you stay competitive and thrive in this new era. Here are the top five takeaways from that conversation.

1. Modernization Is No Longer Optional—It’s a Matter of Survival

The staffing industry is at an inflection point. According to Bullhorn’s 2025 Industry Trends Report cited in the webinar, 24% of staffing firms still haven’t adopted any kind of digital transformation strategy, and 57% are only in the early stages.

“The risk is no longer changing—it’s standing still,” said Francis Larson, CEO of Ascen. “If you’re standing still [in not adopting new technology], you’re getting left behind.”

Automation and digital transformation are now table stakes. Firms that embrace AI-driven platforms, digital onboarding, and modern pay systems are more likely to thrive in an increasingly fast-paced market.

2. AI and Automation Are Reshaping How Staffing Firms Operate

From applicant tracking systems and workforce management tools to chatbots and smart scheduling, AI is enabling faster, more accurate, hiring processes. This not only benefits your staffing firm, but worker and client outcomes as well. 

“There are really two buckets,” said James Terry, Head of Revenue at Indeed Flex. “One is improving internal efficiencies—fewer clicks, faster placements. The other is creating better outcomes for the worker as well as the client.” 

When you’re able to streamline processes for everyone involved, you see more placements, better retention, and more satisfied workers and clients. 

Firms using automation for sourcing, screening, and onboarding are twice as likely to see 10%+ revenue growth, according to the Bullhorn report. And time-to-hire can be cut by up to 50% when digital processes are in place.

3. Culture and Mindset Are the Biggest Barriers, Not the Technology

While technology is advancing quickly, many firms hesitate to adopt new tools and processes. Why? While legacy systems may get in the way, it’s the fear of disruption and internal resistance that are often the biggest blockers. 

“[A lot of firms] don’t want to break what’s been sort of ‘duct taped together.’ It used to be okay to have that mindset. From 2010 to 2020, you could probably get away with that,” said Terry. “But now, these gig platforms and tech-enabled firms are the only ones that are really growing. If you don’t adopt new technologies, these other platforms and firms are basically overtaking the traditional players.”

It’s more than just a tech shift that needs to happen—it’s a cultural shift. It’s crucial to involve your whole organization in the shift, from leadership to recruiters in the field. 

“Your internal team also needs to be willing to drive these types of improvements,” said Terry. “They’re the ones that are recruiting the workers, they’re the ones that are doing the placements.”

4. Faster, Easier Payments Are a Competitive Advantage

Fast access to earnings is more than a perk—it’s a critical differentiator in attracting and retaining talent. As workers increasingly live paycheck to paycheck, delayed or complex payment systems can increase turnover.

“Being able to run payroll every single day is just something candidates expect nowadays,” said Larson. “If your experience is not fast and easy, clients and candidates won’t want to work with you.”

With fast, reliable payments, you have the power to deliver a meaningful benefit to today’s workforce. Terry’s story about helping workers onboard with Branch in order to receive fast pay underlines this point:

“We had a new worker who had a couple of questions; she was new to using our system, so I walked her through it, and within five minutes she was registered for Branch. She turns to me and hugs me and says: ‘Thank you so much—because of this, I’m able to pay my electricity bill.’ This has a real impact on people,” Terry says. 

Tools like Branch allow firms to offer same-day pay, helping to improve the lives of working Americans.

5. Gig Platforms Are Raising the Bar—Staffing Needs to Catch Up

The gig economy has fundamentally shifted what workers expect. Platforms like Uber and DoorDash offer frictionless onboarding, app-based job selection, and immediate payments. Traditional staffing firms that can’t offer a similar experience are losing talent

“Candidates are voting with their feet,” said Terry. “And table stakes, right now, is being able to go on an app and get a job right away. [Workers] would rather have that than an old, potentially antiquated process.”

However, this shift also presents an opportunity.

“You don’t need to be shackled by all this legacy code base and venture funding and all this stuff. You can pick the best technologies today and out-compete these [other] platforms,” said Larson. 

Firms that deliver mobile-first, self-service, and worker-centric processes will not only retain more talent—they’ll also attract the kind of workers who would otherwise turn to gig platforms.

The Bottom Line: Think Like a Tech Company, Act Like a Partner

The next decade of staffing will belong to firms that combine high-tech infrastructure with high-touch service. That means building intuitive, flexible systems and meeting workers where they are—on their phones, in real time, with instant feedback and fast payments.

“Your core competency isn’t building ACH setups,” said Terry. “It’s recruiting, placing, and serving talent. Outsource the rest so you can [as Jeff Bezos says] “focus on what makes your beer taste better.”

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