Orion Insights

When hiring demand cools, most companies pause Talent Acquisition improvements, but waiting comes at a cost. Vacant roles still drain productivity, legacy contracts continue to waste spend, and scattered vendors still create risk. Procurement professionals already know how to navigate volatility. You reduce risk, optimize vendor relationships, and extract value from contracts every day. Those same skills can help your organization build smarter, more cost-effective recruiting infrastructure now, when it matters most.

Across the Maritime Industrial Base (MIB), suppliers are facing the same challenge: how to find skilled talent fast enough to meet production demands. Through the Navy-funded MIB Supplier Recruiting Program, Orion Talent is helping suppliers solve this challenge with a skills-first approach to hiring, connecting them with pre-screened, qualified candidates ready to work.

The RPO Advantage: What Every TA Leader Needs to Know Over the past four posts, we’ve talked about the challenges of today’s hiring environment for Talent Acquisition leaders. You have seen the pressure build as roles stay open, candidates drop out, and costs climb. You have seen why the traditional model fails to break this cycle, and how a proactive approach can create a better way forward. You have also seen why selecting the right partner makes all the difference. Now it is time to introduce the solution that brings it all together: Recruitment Process Outsourcing (RPO).

You have carried the weight of a broken recruiting model long enough. Even when you try new approaches, the demands do not let up. That is why the partner you choose matters. The right one helps take the weight off your shoulders, while the wrong one leaves you stuck in the same cycle.

Recruitment is entering a new era. Artificial Intelligence (AI) is no longer a futuristic buzzword, it’s reshaping the hiring landscape today by automating routine tasks, amplifying data-driven decisions, and empowering recruiters to become “super recruiters.”

You know the feeling all too well. More roles open, more candidates drop out, more hiring managers waiting for answers . You’ve pulled every lever in the traditional recruiting playbook , and the cycle still repeats.

If it feels like you and your team are running faster just to say in place, you’re not imagining it. The traditional recruiting model, the one that so many organizations still lean on, just can’t keep up with today’s hiring pressures .

It’s Monday morning. You walk into your 8:30 am leadership meeting, coffee in hand, already bracing for what you might hear. And sure enough, it happens...

Finding skilled trades talent along the Gulf Coast has never been harder. Roles stay open too long, turnover is too high, and candidate pools are shrinking. For submarine and shipbuilding suppliers, these challenges can stall projects, increase costs, and strain already limited resources.

Today’s business environment is shaped by constant disruption, from economic uncertainty and tightening labor markets to rapid advances in technology and shifting employee expectations. Talent acquisition has moved beyond simply filling open requisitions; it is now directly tied to an organization’s ability to compete, innovate, and grow.

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