recrtr

Employee counts are LinkedIn "View all N employees" unless noted; counts and reported size ranges often conflict. Items marked unverified require confirmation.

1. Hire Velocity: Confirm application volumes and the documents required across client assignments.
2. Hueman People Solutions: Confirm the recruiting team size and how applications are reviewed across clients.
3. Medicus Healthcare Solutions: Assess the documents and qualifications reviewed for temporary physician assignments.
4. Kavaliro: Confirm how review requirements differ across technology, engineering, and clinical roles.
5. Boutique Recruiting: Confirm whether published job counts include duplicated or redistributed client postings.
6. Xclusive Services: Confirm which documents hospitality applicants submit and whether document review is a substantial part of hiring.
7. Orion Talent: Confirm current application volumes and the review process for recruitment outsourcing and veteran placement.
8. Kinetix: Confirm current hiring volumes; the research did not identify a public count of open positions.
9. Ro Health: Confirm hiring volumes across all channels; the company job board showed relatively few listings.
10. Health Advocates Network: Confirm the recruiting team size and open positions before assessing suitability.

California pass, 2026-10-20: Evidence quality is mixed: HQ locations are well sourced, but internal headcounts come from directories that disagree, and no 2025-2026 hiring-fair or batch-intake announcements for any firm. The fit signal is structural (staffing firms screen résumés in volume every day) rather than a dated event. 8 solid on HQ and size band, 2 provisional.

California Excluded: Boutique Recruiting (San Diego) already known. AppleOne, Roth Staffing, Volt, Aya Healthcare, MDstaffers (1,001-5,000 employees), PrideStaff (Fresno HQ but a national franchise system), Partners Personnel/Employbridge-Select: too big. Instawork (SF, ~300): a gig marketplace, not a screening-based staffing firm. Pacific Staffing (Sacramento), Central Valley Professionals (Fresno), LeadStack, Agama Solutions, Geopaq Logic, Era Locums: likely under 50 internal staff or size unverifiable. Cydcor: an RPO client, not a provider. Question Techs RPO: thin, inconsistent directory data. Express, AtWork, Insight Global, Randstad, Robert Half Inland Empire and Fresno offices: branches of non-CA parents.

Other organizations considered: LaSalle Network (775 staff, 576 open jobs, above the size criterion). Advanced RPO (113 staff, Deerfield IL) meets the size criterion but is part of the ~1,440-person Advanced Group. CRB Workforce, Ironside HR, Burtch Works below the size criterion. Sevenstep is Kelly-owned. Tekgence size range is 1,001-5,000.

1. Billings Clinic: Confirm application volumes for nursing roles and how the talent acquisition team reviews documents.
2. Sarasota Memorial Health Care System: Confirm the hiring requirements associated with hospital expansion.
3. Monument Health: Assess document review requirements for nursing and other clinical support roles.
4. Bryan Health: Verify organization size and open positions before assessing suitability.
5. Trilogy Health Services: Confirm application volumes across campuses and the review process for nursing roles.
6. VNA Health Group: Confirm whether county-level nursing vacancies share an application review process.
7. Graham Healthcare Group (Residential Home Health & Hospice): Confirm how home health and hospice applications are reviewed across brands.
8. NextCare Urgent Care: Confirm whether clinics share a recruiting team and how medical assistant applications are reviewed.
9. Patient First: Confirm application volumes and document requirements across care centers.
10. Urgent Team: Confirm hiring volumes with the talent acquisition team; the available evidence is limited.

California pass, 2026-10-20: Evidence quality is mixed: 4 rows have a dated 2025-2026 batch-hiring signal from the employer's own site or trade press (solid); 6 rest on open-req volume or job-board postings without a confirmed event (provisional). Employee counts are for the whole organization; the hiring unit (one hospital TA team or one regional recruiting office) is the real target. 19 searches used.

California Excluded: Kindred Hospitals / ScionHealth (walk-in hiring events in LA but parent HQ in Louisville, KY); MemorialCare (Fountain Valley, 6 hospitals, 14,000+ staff, too large unless pitching Long Beach Medical Center alone; ran virtual ED RN hiring events 2026); Carbon Health (SF HQ but national, VC-backed, 100+ clinics); CommonSpirit / Dignity Central Valley hospitals (giant parent, excluded by brief); Sutter Care at Home (Sutter parent); Sharp HealthCare (large San Diego system); 24 Hour Home Care (El Segundo; 16,000 caregivers but LA Times reported 700+ layoffs Sept 2026, bad timing); All Ways Caring HomeCare (Stockton hiring event but parent is out of state); Madera Community Hospital (reopened, job fair was May 2025, no 2026 signal found); El Camino Health (Mountain View; nurse residency exists but no 2026 cohort evidence found); United Health Centers (FQHC, not urgent care, Fresno area; could fit a community-clinic list instead); Right at Home / Home Instead / Visiting Angels CA offices (franchise units, parent out of state).

Excluded: PhysicianOne Urgent Care (owned by Yale New Haven Health), Cassia and Saber Healthcare (contradictory size data). Entries 4, 6, and 10 require further verification.

1. Veriha Trucking: Confirm the number of driver training applicants and the documents required for admission.
2. Halvor Lines: Confirm application volumes across driver roles and the documents reviewed.
3. Nussbaum Transportation: Confirm organization size and application review requirements for driver orientation.
4. Evans Distribution Systems: Assess application review for seasonal warehouse and driver roles.
5. Verst Logistics: Confirm which application reviews are performed by the employer and which by staffing agencies.
6. Phase V Fulfillment: Confirm seasonal application volumes and who manages hiring.
7. Brown Trucking: Verify headcount and current application volumes.
8. Taylor Logistics: Confirm current hiring activity; the research contains limited recent evidence.
9. Wooster Motor Ways: Confirm whether application volumes justify further evaluation.
10. Keller Logistics Group: Verify organization size and application volumes for logistics roles.

California pass, 2026-10-20: Evidence quality is mixed: driver and warehouse hiring is constant in this industry but rarely announced as events, so most signals are open-req counts and careers pages rather than hiring fairs. Six rows are solid (CA HQ confirmed, current openings seen), four are provisional (headcount or hiring signal unverified).

California Excluded: Amazon, XPO, NFI, J.B. Hunt, Schneider, CRST, Sysco, DSV (too big or not CA HQ); California Cartage (now NFI subsidiary); Pacific Drayage Services (IMC subsidiary); Mutual Express Company, Oakland (2-9 employees, 14 tractors, too small); CalValley Trucking (HQ unconfirmed, only one posting); Transforce, Prologistix, Vaco, Kelly, Staffmark listings (staffing agencies, employer not named); DCG Fulfillment and JP Warehousing, Ontario/Fontana (no careers or headcount data found); Innovative Trucking, Fresno (Amazon Freight Partner, size unknown); CIRRO / US Elogistics (likely too big, non-CA parent); Summitt Trucking and Overhaul Carriers, San Diego (HQ and size unverified); Stay Loaded Trucking, Fresno (inactive, one truck).

Other organizations considered: Bartels (35 drivers), Pottle's (no active postings), Hollingsworth (3,000+), Legacy Supply Chain (likely over 500), Jet Express/Garner (no hiring evidence identified). Most employee counts are directory estimates. Brown and Keller need a second pass.

Buyer titles inferred from company size, not verified names.

1. The Wolak Group (Dunkin'): Confirm the recruiting center’s responsibilities and application review process.
2. Heartland Restaurant Group (Dunkin'): Confirm application volumes associated with announced hiring and store expansion.
3. Rutter's: Confirm how new-store applications are reviewed and whether requirements are shared across locations.
4. Blain's Farm & Fleet: Assess seasonal application review and identify the responsible human resources team.
5. Hoogland Restaurant Group (Marco's Pizza): Verify headcount and hiring needs associated with acquisitions.
6. Hamra Enterprises (Wendy's, Panera, Noodles): Confirm the relevant hiring unit and its application volumes.
7. Premium Loaves (Jimmy John's): Verify headquarters and headcount; the existing figures rely on third-party sources.
8. Bomgaars: Confirm which documents hiring-event applicants submit and how those documents are reviewed.
9. Lehigh Valley Restaurant Brands (Red Robin, Wingstop): Confirm current location counts and application volumes for new openings.
10. Grube Inc (Buffalo Wild Wings, Marco's): Confirm employee numbers and locate the recruiting team or careers site.

California pass, 2026-10-20: Evidence quality is mixed: HQ and unit counts are well sourced, but corporate-office headcounts are mostly third-party estimates and few chains publish 2026 hiring events. 4 solid (Vallarta, Lazy Dog, Mendocino Farms, Black Bear Diner), 6 provisional. Headcounts list store-level total and corporate-office estimate where known.

California Excluded: Gelson's Markets (Encino; subsidiary of Pan Pacific International Holdings, Japan). Smart & Final (LA; owned by Grupo Chedraui, Mexico). Stater Bros. (San Bernardino; ~18,000 employees, corporate well over 500). Sprouts (HQ Chandler, AZ). Grocery Outlet (Emeryville; public, large). Mountain Mike's Pizza (Newport Beach; corporate ~20 staff and all units franchised, too small to buy). Rubio's (Carlsbad; latest hiring event found was 2021, no current signal). Urban Plates (San Diego County; HQ city unresolved across Carlsbad/Cardiff/Encinitas/San Diego and no 2026 signal). Mollie Stone's (Mill Valley; 10 stores, mostly IT/admin reqs, too small a hiring volume). Dog Haus, Pieology, Flame Broiler (no 2026 signal found). Everytable (no results in budget). Chick-fil-A / McDonald's / Outback events (franchisor or operator not CA-headquartered).

Two or more sources: 1-4, 6, 8. Requires further verification: 5, 7, 9, 10. Excluded as too large: Fourteen Foods, Border Foods, Cafua, Sun Holdings.

Entries 7–10 require further verification.

1. Five Star Call Centers (now Five Star Solutions): Confirm application volumes and review requirements for scheduled training groups.
2. Global Response: Verify current organization size and hiring activity; the cited hiring events are historical.
3. Signature Performance: Assess application review for customer service roles in healthcare administration.
4. AnswerNet: Confirm whether application review is managed centrally or separately by each location.
5. Alta Resources: Verify organization size and current seasonal hiring volumes.
6. Advanced Call Center Technologies (ACT): Verify organization size and the relevant recruiting team.
7. OneSupport: Confirm the number of US applicants and the documents required.
8. Ambs Call Center: Confirm whether application volumes justify further evaluation.
9. Telvista: Confirm US hiring plans and whether reported layoffs affect the opportunity.
10. InfoCision: Verify size and separate US hiring requirements from international operations.

California pass, 2026-10-20: Evidence is mostly directory profiles and job postings; the shared web search budget ran out after 18 searches, so Central Valley and Inland Empire coverage is thin. 4 rows are solid (CA HQ confirmed plus a hiring signal), 6 are provisional (CA HQ plausible but headcount or current hiring unverified).

California Excluded: Alorica (Irvine; far above 500 employees). VXI Global Solutions (Los Angeles; tens of thousands of employees) (U). Concentrix (Newark; far too big). Hugo (listed as LA in one directory but CB Insights says Chicago). Callbox (Encino; B2B lead-gen rather than customer support, headcount unverified). Central Communications (Riverside; one profile places HQ in Norwalk CT, no careers info). Telesec Answering Service (Yuba City; 12 employees). Hi-Tech BPO (listed Santa Clara; appears India-based). Martal Group (SF; lead-gen, headcount unclear). Covered California and CalOptima (government). AT&T Cerritos, Faneuil Sacramento (not CA-HQ, old articles).

Other organizations considered: Working Solutions (1099 contractor model), Qualfon and MCI (above the size criterion), Premier BPO and Helpware (mostly offshore), ContactUS and The Connection (no size data).

The research did not identify procurement thresholds for these organizations. Items marked unverified need a check.

1. San Mateo County: Confirm application review needs and the priorities of the human resources director.
2. City of Pasadena: Assess the process measured by the time from job posting to candidate referral; improvements have not been established.
3. City of St. Louis: Confirm whether the hiring improvement program includes application document review.
4. City of Pompano Beach: Confirm the scope of the reported interest in automated applicant screening.
5. Pima County: Confirm application review needs following the change to Workday.
6. Clark County: Confirm annual hiring volume and the documents reviewed for each recruitment.
7. Prince George's County: Identify the responsible recruiting contact and requirements for working with NEOGOV.
8. Metro Transit (Metropolitan Council): Confirm whether document review is a substantial part of bus operator hiring.
9. Anoka-Hennepin Schools: Confirm whether the recent applicant tracking system change leaves a need for additional review support.
10. Maryland Dept. of Transportation: Identify the responsible buyer and confirm applicant rating requirements.

California pass, 2026-10-20: Evidence is mostly 2026 hiring-fair and recruitment announcements from the agencies themselves; HR-unit headcounts are estimates marked (U). Six rows are solid (dated 2026 batch-hiring signal from a primary source), four are provisional (signal is undated, aggregator-sourced, or implied).

California Excluded: San Mateo County (already known). LA Metro (too big; hiring-event source undated). SFMTA (source from 2016, too big). Omnitrans (no 2026 signal found; only a 2024 county fair mention). Golden Empire Transit (recruitment event undated). Monterey-Salinas Transit (operations contracted to Transdev from Jul 2025, so hiring is the contractor's). City of Riverside (May 2026 job fair was a community talent-pipeline event, not a city hiring batch). City of Bakersfield (job fair source is 2022). Elk Grove Unified and Fresno Unified (no 2026 classified fair found; Fresno events were teacher-focused). Calaveras Unified and Turlock Unified (individual paraeducator postings only, small volume). DWR and Westlands Water District (state agency / application windows closed, no HR-unit buyer identified). Metropolitan Water District and EBMUD (no 2026 signal found). San Diego County Sheriff (county too big; dispatch fair was multi-agency). CHP (state agency).

Follow-up: the remaining Work for America accelerator cohort cities (El Paso, Nashville, Little Rock, Baltimore, Erie, Jackson TN).

1. City College of San Francisco: Confirm whether the previously reported adjunct hiring difficulties remain and which documents reviewers assess.
2. Los Rios CCD: Confirm application volumes and review requirements for ongoing adjunct applications.
3. Kern CCD: Assess the human resources review of minimum qualifications and verify hiring volumes.
4. College of the Sequoias: Verify annual hiring volumes before assessing suitability.
5. Montclair State University: Confirm the talent acquisition team’s role in reviewing adjunct applications.
6. Missouri State University: Assess the committee’s document review and recordkeeping requirements.
7. Kansas State University: Confirm application volumes and the talent acquisition team’s responsibilities.
8. YMCA of Greater New York: Confirm seasonal application volumes and who currently leads talent acquisition.
9. Goodwill of Southwestern PA: Confirm application review needs across retail, human services, and workforce development roles.
10. Los Angeles CCD: Verify hiring volume and whether a district or campus team would evaluate the product.

California pass, 2026-10-20: Evidence is mostly job-board aggregators plus a few official careers pages and position profiles; 7 rows are solid (dated 2026 postings or hiring counts), 3 are provisional (undated or aggregator-only signals). Employee counts are for the hiring unit (HR or talent acquisition office) where known, otherwise total staff marked (U).

Excluded: North Suffolk Community Services (no visible TA function), Center for Family Support (no employee count), Maricopa (too large). College of the Sequoias and Los Angeles Community College District require size verification.

Three entries are provisional. Employee counts marked (unverified) are from third-party directories or not verified.

1. Gaylor Electric: Confirm apprenticeship application volumes and the documents used to assess entry requirements.
2. Interstates: Assess application review for apprenticeships and experienced electrician roles.
3. Inglett & Stubbs: Confirm which safety and trade qualifications are documented in applications and which require separate verification.
4. Cleveland Electric Company: Confirm current application volumes; the research identified few open trade positions.
5. Rogers-O'Brien Construction: Confirm how much hiring is direct and how much is handled by subcontractors.
6. Egan Company: Confirm document review requirements for pre-apprentices and the role of union referrals.
7. Hoar Construction: Assess application volumes for project management and superintendent roles.
8. Robins & Morton (provisional): Verify organization size and application volumes for trade positions.
9. Lee Company (provisional): Confirm size and application review needs for licensed service technicians.
10. Harvey Builders (provisional): Confirm hiring volumes and review needs; the available evidence is limited.

California pass, 2026-10-20: Evidence is thin: the session's shared web-search budget ran out after about 20 searches, so several rows rest on one or two aggregator or careers-page hits. 3 solid (Bell Brothers, Service Champions, Semper Solaris), 7 provisional. Employee counts are mostly from directories and marked (U).

California Excluded: Baker Electric (Escondido) at roughly 900-1,000 employees, too big; Freedom Forever (Temecula) at 3,000+ employees, too big; Sprig Electric (San Jose) is an ArchKey Solutions subsidiary; Infinity Energy (Rocklin) reported out of business in 2023; Sol-Up (Sacramento installer hiring) is Nevada-based; Pacific Rim Mechanical (San Diego) and Western Allied Mechanical (Menlo Park) returned no usable hiring evidence; Helix Electric, Rosendin, Cupertino Electric, ACCO, Swinerton not searched because known to be well over 500 employees; Bernards, Redwood Electric Group, and Inland Empire / Central Valley hiring-event searches were not run because the search budget was exhausted.

Other organizations considered: Walker Engineering (2,000+), ISC Constructors (3,000+), Dynamic Systems (Quanta), Baker Electric (EMCOR), Sachs (now ArchKey), MMC (now Cerris), ERMCO/Guarantee/McKenney's/Hunt (union-hall referral).

Two entries require further assessment. Sizes marked (unverified) are unverified.

1. Kiawah Island Golf Resort: Confirm application volumes and the documents reviewed before seasonal hiring events.
2. New York Racing Association: Confirm which documents seasonal applicants submit and how they are assessed.
3. Team Schostak Family Restaurants: Confirm application volumes and review requirements across restaurant hiring events.
4. Grand Hotel: Assess application review during the annual seasonal hiring period.
5. Woodloch Resort: Confirm how applications are reviewed across departments and what software is already used.
6. S.A.F.E. Management: Confirm whether hiring decisions are managed centrally or by each venue.
7. Andy Frain Services: Verify organization size and identify the relevant hiring unit.
8. Omni Homestead Resort: Confirm whether the property or corporate office controls recruiting software purchases.
9. Cameron Mitchell Restaurants (requires assessment): Confirm current hiring activity; the cited hiring-office evidence is older.
10. Fantasy Springs Resort Casino (requires assessment): Confirm application volumes; the cited hiring event covered relatively few roles.

California pass, 2026-10-20: Evidence quality is mixed: 6 rows have a dated 2025-2026 job fair or batch hiring signal from a primary or local-news source; 4 are provisional (California HQ confirmed, but the hiring signal is older or only inferred). Search budget ran out at 24 searches, so stadium concessions and several Southern California tribal casinos were not checked.

Other organizations considered: Six Flags Great Escape, Borgata (MGM), Gaylord Opryland (Marriott), Boyne Resorts (7,000+), Dollywood (Herschend). Replacement candidates for rows 9-10: Charlestowne, Crescent, Marcus (hotel management), Landmark, LGC (event staffing).

Nine organizations were identified. Two require further assessment; a tenth remains to be identified. Employee counts are third-party aggregator estimates unless noted.

1. Sage IT: Confirm application volumes for similar engineering positions and the documents reviewed.
2. SGS Technologie: Confirm the current application review process and how existing filtering tools are used.
3. Systems Technology Group (STG): Assess how candidate documents are reviewed against client requirements.
4. Sparq (ex Rural Sourcing): Confirm application volumes associated with delivery center hiring.
5. Avaap: Confirm how stated certifications are reviewed and independently verified.
6. Infojini: Resolve conflicting headcount figures and confirm application volumes.
7. Ascendum Solutions: Confirm application review needs for technology staffing and internal training.
8. SPR (requires assessment): Confirm whether application volumes justify further evaluation.
9. Catapult Systems / Quisitive (requires assessment): Confirm the parent organization’s size and who controls recruiting software purchases.

California pass, 2026-10-20: Evidence quality is mixed: 3 rows have confirmed California HQ plus multiple live job postings (solid); 6 rows have confirmed CA HQ but headcount or current hiring volume is unverified (provisional); 1 row not found. Session web search budget ran out at 21 searches, so headcounts for Cask, VIP, Delegata and Technijian were not confirmed.

California Excluded: Milestone Technologies (Fremont; 2,000+ employees, too big). Trace3 (Irvine; 1,000+, too big). Intelliswift (Newark/Santa Clara; LTTS subsidiary and 1,000+). Infogain (Los Gatos; 4,000+). TalentBurst (San Francisco office but Boston-headquartered; acquired 2026). Latitude36 (Fremont office; HQ Franklin, TN). DatamanUSA (offices in SF/LA; HQ Colorado). Frontline LLC (Los Angeles MSP; 10-49 employees, too small). Appsierra and DevsData (offshore or non-CA HQ). PwC and Deloitte Sacramento postings (not mid-market). Kiefer Consulting and Natoma Technologies (Sacramento area; no usable sources found before budget ran out).

Excluded: 10Pearls (~1,400) and Trianz (~1,777) exceed the size cap; Nerdery (174) below the size criterion; Softworld is a Kelly subsidiary.