How to Work a Blended Desk
In 2026
–An Eleven-Part Series–
Part Six
by
Bob Marshall
September 8th, 2026
Don’t Overlook Small and Mid-Sized Companies—They Hire Contractors Too
When we talk about Contract Staffing, large companies have traditionally been the “bread and butter” of the industry. And for good reason—they have larger workforces, more departments, bigger projects, and often more predictable staffing needs.
But don’t overlook the small and mid-sized companies. They hire contractors, too—and they may represent one of the most important opportunities in your market.
In fact, some recent numbers are a good reminder that we shouldn’t automatically equate “smaller company” with “smaller opportunity.”
Look at the Numbers
The July 2026 ADP National Employment Report, released August 5, showed that private-sector employment increased by 44,000 jobs.
Here’s where those jobs came from:
- Small businesses: 23,000 jobs
- Medium-sized businesses: 8,000 jobs
- Large businesses: 13,000 jobs
That means 31,000 of the 44,000 jobs added in July came from small and medium-sized businesses—roughly 70% of the total.
That’s a number worth paying attention to.
And it isn’t just about headcount.
Smaller Companies Are Becoming More Competitive
Technology is also changing the playing field.
PwC’s 2026 Digital Trends in Operations research found that 91% of respondents agree that emerging AI and cloud technologies allow organizations at any level of digital maturity to leapfrog industry leaders. Even more striking, 93% agree that affordable cloud- and AI-enabled data tools can help smaller firms reach parity with digital leaders.
Think about what that means from a staffing perspective.
A smaller company may not have the massive infrastructure, workforce, or recruiting department of a Fortune 500 company. But technology is allowing many of these businesses to move faster, automate processes, enter new markets, and compete for talent and customers in ways that simply weren’t possible a few years ago.
And when companies grow, change, implement new technology, take on new projects, or need specialized expertise, they don’t always want—or need—to make permanent hires.
That’s where we come in.
Don’t Confuse Company Size with Staffing Opportunity
One of the mistakes we can make as recruiters and staffing professionals is allowing a company’s size to determine how much attention we give it.
A 200-person company may have a tremendous need for contractors.
A 75-person company may need a specialized IT professional for a six-month implementation.
A 40-person company may suddenly win a major project and need five people immediately.
A 500-person company may need interim leadership, project managers, engineers, accountants, or other specialized professionals to get through a period of growth or transition.
The opportunity isn’t always in the number of employees a company has. It’s in the problems that company needs to solve.
And smaller and mid-sized companies often have plenty of problems to solve.
This Matters Even More on the Blended Desk
For those of us working a blended desk, this is particularly important.
Don’t build your niche around company size alone.
Build it around industries, skill sets, business problems, relationships—and the ability to solve a client’s hiring challenge.
Our “bread and butter,” particularly on the recruitment side of the house, has historically included small and medium-sized client companies. And there is no reason that should change simply because we are also pursuing larger organizations.
In fact, small and mid-sized companies should be an important part of your Contract Staffing strategy.
They are hiring.
They are growing.
They are adopting new technology.
They are competing for talent.
And, just like their larger competitors, they need good people.
Sometimes they need those people permanently.
And sometimes they need them right now—but only for a project, a period of growth, or a specific business challenge.
That’s a contractor opportunity.
So don’t overlook the smaller companies simply because the logo on the building isn’t a Fortune 500 name. The opportunity may be smaller in size—but it certainly isn’t necessarily smaller in value.
Next week: Part 7 – Placing Contract Professionals at the Same Level as Your Direct Hire Placements
My Best,
Bob
Bob Marshall began his recruiting career over 46 years ago at MR in Reno, NV. In 1986 he established The Bob Marshall Group, International, where he has trained recruiters throughout the United States and also in the United Kingdom, Malta and Cyprus. With a dedication to executive recruiting, he continues to offer his proven training systems to individuals, firms, and private corporations both domestic and in select international territories. To learn more about his activities and descriptions of his products and services, contact him directly @770-898-5550/470-456-0386(cell); bob@themarshallplan.org; or visit his website @ www.TheMarshallPlan.org.
Bob Marshall
President
TBMG, International
205 Elliott Road, Suite 100
McDonough, GA 30252-2704
770-898-5550
520-842-5550 (fax)