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As businesses move into the second half of 2025, scaling operations to meet new goals, deliverables, and customer expectations becomes a top priority. For Workday customers, this means navigating a complex intersection of growth initiatives, system enhancements, and workforce strategy, particularly with the upcoming Workday 2025R2 release scheduled for September 20, 2025. Mid-year growth doesn’t wait for ideal circumstances. It demands agility, technical precision, and the right team to keep Workday initiatives on track and aligned with evolving business goals. That’s where flexible solutions come into play and where BGSF delivers strategic value as both a Workday Services and Deployment Partner. Growth Demands Agility—Especially in Workday Environments Scaling during mid-year isn't about hiring more people. It's about bringing in the right  people with the right  skills at the right  time. Workday customers often face challenges during this period, such as: Preparing for semiannual feature releases like Workday 2025R2 Managing post-implementation workloads Backfilling internal staff assigned to special projects Accelerating digital transformation or new module deployments Supporting finance, HR, and IT as they prep for year-end reporting The complexity of Workday’s integrated ecosystem requires deep expertise, especially when scaling to meet new demands. That’s where flexible solutions and consulting support come in. Tapping Into Specialized Workday Talent Pools Rather than take on long-term headcount or delay critical initiatives, many organizations are turning to consulting and flexible staffing partners to provide Workday-certified talent. This model allows teams to: Access niche expertise  (e.g., FDM, Financials, HCM, Adaptive Planning, Extend)  Meet urgent deadlines  tied to audits, compliance, or fiscal close  Supplement internal teams  during large-scale configuration or testing efforts  Implement new modules  or support business units without disruption  Stay current  on the latest Workday features and functionality  Whether you're launching a major initiative or need extra support to optimize your tenant, flexible staffing provides the agility to move forward with confidence. What's Coming in Workday 2025R2 (Fall Release) The upcoming Workday 2025R2 release, scheduled for September 20, 2025, will introduce updates that can significantly impact how organizations manage their HR and Finance processes. While full release notes are expected closer to the date, companies should prepare for: Usability enhancements  to drive self-service adoption  Expanded AI and machine learning capabilities  to improve reporting and forecasting  New compliance and localization features  for global operations  Performance upgrades  that impact tenant configuration and integration  Preparing for this release requires testing, change management, and often reallocation of internal Workday SMEs. Having external experts on hand can help ensure a smooth transition and user adoption. Why Partner with BGSF? At BGSF, we understand that successful Workday initiatives require more than technical expertise. They require strategic alignment with business goals. As a dedicated Workday Services and Deployment Partner , we support clients at every stage of their Workday journey, from initial deployment to post-go-live optimization. Our flexible engagement models include: Staff Augmentation : Certified consultants for Financials, HCM, Adaptive Planning, Extend, Reporting, and more  Deployment Support : Helping clients get live faster without losing sight of day-to-day operations  Backfill Services : Supporting internal teams pulled into implementation projects  Optimization & Managed Services : Helping organizations maximize ROI post-deployment  We’ve supported Fortune 500 companies, nonprofit leaders, and high-growth startups alike. Whether you’re navigating a complex rollout, preparing for Workday 2025R2, or simply need an extra pair of (expert) hands, BGSF is here to help. Ready to Scale Smarter? If your organization is gearing up for a busy Q3 and Q4, don’t let Workday capacity gaps slow you down. Tap into the power of flexible, specialized Workday talent to keep your transformation on track. Let’s talk about how BGSF can support your Workday roadmap—before and after the fall release.

The conversation around compensation has reached a tipping point in today’s workforce. Between legislation mandating salary ranges on job postings and growing employee demand for equitable treatment, companies are navigating a rapidly evolving landscape. But in the push for fairness, two terms are often used interchangeably: salary transparency  and pay equity . While closely connected, they are not the same. And understanding the difference, as well as how to prioritize both, is critical for building trust, retaining talent, and achieving long-term organizational success. Defining the Terms: Salary Transparency vs Pay Equity Salary Transparency Salary transparency refers to how openly an organization communicates compensation-related information. This can range from publishing pay bands for roles to sharing how salary decisions are made. Transparency empowers employees with knowledge and can reduce the mystery and speculation around pay structures. Pay Equity Pay equity ensures fair compensation by providing equal pay for equal work, regardless of factors like gender, race, age, or other personal attributes. It involves uncovering and addressing systemic pay disparities to promote workplace fairness. While transparency is about sharing  information, equity is about ensuring  fairness. Why One Doesn’t Guarantee the Other A company can be transparent about pay but still have inequities in its compensation structure. Conversely, a company might achieve pay equity through audits and corrective measures but remain opaque about how salaries are determined. "Pay equity answers the question, ‘Am I being valued the same as others?’ But salary transparency gives people the power to ask that question in the first place," says Janel Hunt, BGSF's Executive Vice President of Human Resources . "Without both, employees are left to navigate their worth in the dark, unsure if silence means fairness or masks injustice. True equity isn’t just about getting the numbers right; it’s about creating a culture where fairness is visible, challengeable, and real." That’s why organizations need to pursue both simultaneously. Transparency builds trust; equity builds fairness. Together, they create a culture of accountability and inclusion. The Current Landscape: What the Data Tells Us According to ADP’s 2025 People at Work report , there has been a modest improvement in perceptions of pay fairness, with 27% of global workers feeling underpaid in 2024, down from 31% the year before. However, disparities persist: Women are more likely to feel underpaid  (28%) than men (23%).  Older workers  report higher dissatisfaction — 34% of women aged 55–64 say their pay is unfair.  Certain industries , including education, healthcare, and mining, see greater gender gaps in pay perception. Geography matters , where workers in countries like South Korea and Sweden are more likely to report unfair pay than those in India or Vietnam.  These insights reveal that while salary transparency might be improving, actual pay equity  remains elusive for many. What Employers Can Do Conduct Regular Pay Audits Evaluate compensation across job roles, departments, and demographics to identify gaps. Establish Clear Compensation Frameworks Develop structured pay bands, define merit-based increases, and eliminate subjective decision-making. Communicate with Clarity Educate managers and employees about how compensation decisions are made. Ensure consistency in messaging. Support Employees with Real-Time Adjustments The ADP report notes that employees who received a raise in the past year were 2.3x more likely to feel fairly paid. Timely action matters. Prioritize Equity Over Optics Transparency without equity can backfire, especially if employees discover inconsistencies or favoritism. The Bigger Picture In an age where talent is global, retention is fragile, and social consciousness is rising, fairness in pay is a business imperative. Today’s workforce is more informed, vocal, and values-driven than ever before. Job seekers actively research company compensation practices, and employees are unafraid to challenge inequities or take their skills elsewhere. As a result, organizations that align transparency with true equity will cultivate environments where people feel valued, motivated, and loyal. By prioritizing both what they pay and how they communicate it, these companies foster stronger cultures, attract top talent, and build resilient workforces that can adapt and thrive in a competitive, ever-evolving market.

As we cross the midpoint of the year, it’s the perfect time for property management teams to hit pause, assess progress, and realign strategies to meet 2025 goals. Whether you're overseeing multifamily communities, commercial buildings, or mixed-use developments, this mid-year check-in can be the difference between a reactive year-end scramble and a confident, well-executed finish. Why a Mid-Year Budget Check-In Matters In property management, budgeting is an ongoing process that requires routine monitoring and adaptation. A mid-year check-in gives you the opportunity to: Identify budget variances early Course-correct underperforming areas Reallocate resources to areas of opportunity Set the groundwork for a stronger year-end close and 2026 planning Key Areas to Review Now 1. Operating Expenses Compare actual YTD expenses against your budget. Are there any categories where you’ve significantly overspent or underspent? For example: Maintenance and repairs : Are you handling too many emergency repairs due to deferred maintenance?  Utilities : Are seasonal fluctuations higher than anticipated?  Contracted services : Are any vendors underperforming or exceeding their scope?  2. Revenue Performance Evaluate your revenue streams, including rent collection, ancillary income, and occupancy: Are your rent collection rates in line with projections? Have lease-up goals been met or missed? Is your occupancy stabilizing or fluctuating? If you're falling behind, now’s the time to consider incentives, renewals, or marketing adjustments to boost performance. 3. Capital Projects Have planned CapEx projects been initiated on schedule? Any delays or cost overruns should be addressed now, especially if they impact building systems, compliance, or resident satisfaction. 4. Staffing and Labor Costs With seasonal turnover and summer coverage impacting schedules, review your staffing model: Are you adequately staffed for peak leasing and maintenance needs? Have overtime costs crept up? Is your team stretched thin, potentially impacting resident experience? This may be the time to consider temporary support or outsourced solutions to maintain service levels without inflating long-term costs. 5. Resident Satisfaction & Retention High resident turnover can eat into your budget through marketing, concessions, and vacancy loss. Now is a good time to: Review feedback and maintenance response times Conduct mini-surveys or pulse checks Launch resident engagement programs before the renewal season ramps up Turn Mid-Year Insights into Strategic Action Your mid-year check-in is more than just a performance review; it’s a strategic opportunity. Now is the time to refine your forecasting, identify untapped savings or growth opportunities, and proactively secure vendor bids and project timelines. In today’s competitive, cost-conscious market, early planning is key to staying on track. Don’t wait for December to pivot! Reviewing your budget and performance now can lead to smarter decisions in Q3 and Q4 and set your properties up for success. It’s not just about catching up. It’s about getting ahead. Whether you're looking for contract, contract-to-hire, or direct hire services, BGSF will help you get there. Contact us today!

In today’s technology-driven world, having the right IT talent on your team can make or break your business’s success. However, hiring the wrong IT professional can lead to costly delays, security risks, and stalled innovation. The stakes are high, so how do you avoid the pitfalls of a bad IT hire? The High Cost of a Bad IT Hire Hiring the wrong person isn’t just an inconvenience; it can be a major financial and operational burden. Studies estimate that a bad hire can cost a company between 30% and 150% of the employee's annual salary  in lost productivity, recruitment, training, and missed opportunities. In IT roles, the impact can be even greater: Security vulnerabilities  caused by poor coding or a lack of attention to detail  Project delays  due to underperformance or skills mismatch  Lower team morale  when other employees have to compensate for weak links  Common Pitfalls When Hiring IT Talent Understanding what leads to bad hires is the first step in avoiding them. Some frequent issues include: Rushing the Hiring Process:  Pressure to fill a role quickly can lead to skipping critical vetting steps.  Overemphasis on Technical Skills Alone:  While skills matter, cultural fit and communication skills are equally important.  Ignoring Red Flags:  Gaps in employment history or inconsistent resumes should trigger a deeper investigation.  Lack of Clear Role Definition:  Hiring without a clear understanding of what the role entails can lead to mismatched expectations.  How to Avoid a Bad IT Hire 1. Define Your Needs Clearly Before starting your search, develop a detailed job description outlining must-have skills, preferred certifications, and soft skills like problem-solving and collaboration. This clarity helps attract candidates who truly fit your requirements. 2. Use Structured Interviews and Skill Assessments Standardize your interview process to fairly evaluate candidates. Incorporate technical assessments, coding challenges, or scenario-based questions to test real-world skills. 3. Check References and Past Work Don’t skip the reference checks. Speak to former supervisors or colleagues to get insights into the candidate’s work ethic, teamwork, and reliability. 4. Look Beyond the Resume Soft skills such as adaptability, communication, and willingness to learn are vital in IT roles. Consider behavioral interview questions to assess these traits. 5. Partner With Staffing Experts Working with a specialized IT staffing firm, like BGSF , can significantly reduce hiring risks. Experienced staffing partners provide pre-vetted talent, industry insights, and help align candidates with your company culture. When You Do Make a Bad Hire — Act Quickly Despite best efforts, sometimes a hire doesn’t work out. In that case, it is important to: Address performance issues early  with clear feedback and support.  Reevaluate role fit  and consider repositioning or additional training.  Make tough decisions  sooner rather than later to avoid prolonged damage.  Final Thoughts A successful IT hire fuels innovation and growth, while a bad hire can hinder progress and drain resources. By being strategic, thorough, and leveraging the right expertise, companies can avoid common pitfalls and build strong IT teams ready to tackle tomorrow’s challenges. If you’re ready to find the right IT talent without the risk, BGSF’s IT staffing experts are here to help. Contact us today  to learn how we can connect you with skilled professionals tailored to your business needs.

The buzz around office-to-residential conversions is happening, and it’s happening fast. As cities nationwide reimagine skylines filled with half-empty office buildings, a new opportunity is emerging. Turning outdated workspaces into vibrant apartment communities. Conversions bring a whole new set of challenges for property management professionals. While the real estate team navigates zoning, permits, and plumbing, the workforce side requires just as much attention. Let’s explore the staffing hurdles and how to confidently overcome them. Office-to-Residential Conversions: Staffing Challenges Challenge 1: The Shift in Skill Sets Converting an office tower into a residential property means bringing in staff who are comfortable with an entirely different set of operational requirements. Office maintenance teams may have worked with HVAC systems designed for large-scale commercial use; residential units require a different touch. Solution: Staffing needs to be reskilled and reshaped . Offer modular training that covers: Apartment turnover procedures Unit-based maintenance systems Customer service for residents Lease-up process for newly opened residential buildings BGSF can source and place professionals who are already certified, or eager to be, in these specialized areas. And we can help support this upskilling through our Maintenance Training Program. Challenge 2: Temporary Talent for a Transitional Phase Conversions don’t happen overnight. Many projects run in phases, meaning your staff needs to ebb and flow. During the lease-up stage, you might need a small army of leasing agents. But post-stabilization? You’ll need long-term techs and a lean onsite team. Solution: Partner with us for contract, contract-to-hire, and direct hire positions to help you scale up and down, fast. Whether you need groundskeepers one week and bilingual leasing agents the next, we’ve got you covered. Challenge 3: Culture Clashes from Commercial to Residential Our research shows that poor management and toxic culture are among the top reasons for attrition . And let’s face it, teams managing a business park have a very different rhythm than those running a 200-unit multifamily complex. Solution: Build a bridge, not a divide. As your property shifts purpose, leadership needs to evolve too. Focus on: Supportive, residential-focused leadership development Clear communication channels during transition A culture that celebrates flexibility, not just enforces it Challenge 4: Finding Staff Who Fit the Future For a successful transition, you need people who are both qualified for today's goals and ready to grow with the future of adaptive reuse properties. Solution: Use data to drive your hiring strategy. From our proprietary survey insights, we know what top talent is looking for: career growth, positive culture, and flexibility. BGSF connects you to candidates aligned with this mindset. People who are ready to grow with  your property, not just work on  it. From Office to Opportunity As more cities lean into adaptive reuse, staffing can no longer be an afterthought. From pre-lease strategy to long-term retention, office-to-residential conversions require thoughtful, agile talent strategies. Whether you’re planning your first conversion or scaling up your portfolio, our property management experts are here to help you turn challenges into momentum. Ready to build your dream team? Let’s talk. Contact us today and let’s turn your staffing strategy into your strongest asset.

As the summer sun hits its peak, so does employee burnout. For many organizations, maintaining productivity during the summer months, when PTO calendars fill up, child care shifts, and travel plans kick into gear, can feel like a tightrope walk. Yet more companies are finding that the solution to summer burnout isn’t to power through, it’s to plan smarter. The Summer Burnout Effect Between increased workloads, vacations, and longer daylight hours that blur the work-life boundary, summer can quickly become a pressure cooker. Experts say that mid-year fatigue stems from the cumulative demands at work and home , and it’s not just in employees’ heads. As Mitch Lemore puts it, “Mid-year fatigue is real—and it affects the entire organization, not just individuals.” Employees want to enjoy their summers, but not at the cost of letting their teams down. The result? Half-hearted PTO, fragmented workflows, and teams stretched thin trying to “cover” for colleagues. Shifting the Mindset: PTO Is Not the Enemy Progressive organizations are realizing that encouraging time off is a strategy, not a sacrifice. Companies are therefore implementing a shift that fosters retention, loyalty, and long-term productivity. Normalizing PTO usage  by celebrating time off and modeling it from the top down.  Encouraging unplugged breaks , where employees truly disconnect and recharge.  Implementing cross-training  to prevent bottlenecks and ensure continuity.  Leveraging flexible work hours  so employees can take advantage of summer while still meeting deliverables.  Strategies for Staying Productive Without Burning Out Maintaining momentum during peak vacation season means rethinking how work gets done. Here are a few proven strategies: Advanced PTO Planning:  Encouraging teams to schedule summer time off early allows leaders to forecast capacity needs and redistribute workloads proactively.  Clear Communication Protocols:  Whether someone is out for a day or a week, shared calendars, project trackers, and status check-ins ensure nothing falls through the cracks.  Project Prioritization:  Focus on high-impact deliverables and be flexible with lower-priority items during the summer months.  Temporary Support:  Tapping into temporary or project-based staff can help teams maintain operations without burning out existing employees.  Turning Summer Stress into Strategic Success Summer burnout doesn’t have to turn up the heat on your workforce. By shifting from a reactive to a proactive mindset, companies can support their teams and sustain productivity. Prioritizing rest, planning ahead, and embracing flexible staffing solutions for temporary support allow businesses to navigate the seasonal slowdown without losing momentum. The most successful organizations recognize that when employees return from summer recharged, everyone benefits. From team morale to the bottom line, let’s turn summer burnout into summer success. At BGSF, we understand the seasonal dynamics that impact teams, especially in the summer. Whether you’re facing a spike in vacation requests, need to cover parental leave, or want to give your full-time employees a well-earned breather, our staffing services are designed to keep your business moving without skipping a beat. Connect with BGSF  to learn how we can support your team this season and beyond.

Summer’s heating up, and so are tenant expectations.  As hybrid work becomes the norm and flexible schedules redefine the office experience, commercial tenants are no longer satisfied with the bare minimum. Today’s businesses are demanding more from their spaces, and savvy property managers are rising to meet them. According to recent industry trends, tenants aren’t just looking for a lease, they’re looking for a lifestyle. Here’s what’s topping their amenity wish lists in commercial properties this summer, and how property management teams can stay ahead of the curve. Amenity Demands for Commercial Properties Flexible, Shared Workspaces In the post-pandemic world, the five-day office week is a relic. With hybrid models here to stay, tenants are prioritizing flexible office configurations, like hot-desking, modular conference areas, and coworking-style collaboration hubs. 62% of companies have reduced their office space since 2020 , and space-per-employee dropped by 22% in 2023 . That means commercial properties must do more with less, without sacrificing experience. Action Step: Rethink static layouts. Offer tenants access to dynamic, shared spaces with tech-enabled booking systems and hybrid meeting tools. Premium Wellness Amenities Tenant well-being is now a business priority. From mental health to midday movement, companies want properties that support holistic health. Think beyond the standard gym. Today’s wellness-minded spaces include: On-site fitness classes  Meditation or quiet rooms  Natural lighting and green design  Air quality monitoring and purification systems  These upgrades are dynamic tools for attracting and retaining top-tier tenants in a competitive market. Action Step : Invest in amenities that support both physical and mental health. Even small upgrades, like adding plants or creating outdoor break areas, can make a big difference. Hospitality-Style Perks Let’s face it: tenants want to feel spoiled. As companies compete to get employees into the office, commercial buildings are becoming more like a hotel than headquarters. Tenants are asking for: Catered meals and food trucks After-hours events Concierge services Dry cleaning pickup, mobile coffee carts, and more These “soft perks” help businesses create the kind of environment that attracts and retains talent. Action Step : Partner with local vendors or rotate amenities seasonally. Little luxuries make a big impact, especially when they’re Instagram-worthy. Smart Tech & Data-Driven Design From keyless entry to space-usage analytics, tenants want technology that helps them work smarter, not harder. Many modern businesses are requesting: Sensor-based climate control  Real-time occupancy tracking  Touchless doors and elevators  Lightning-fast Wi-Fi (of course)  Action Step : Upgrade your PropTech game . Show potential tenants how your building’s technology not only supports productivity but also proves ROI. Sustainable, Eco-Friendly Features Tenants want to align with buildings that reflect their corporate values. And that means: LEED-certified structures Solar panels and EV charging stations Recycling and compost programs Efficient HVAC and lighting systems Action Step : Highlight green initiatives in your marketing materials. It’s good for the planet and good for business. Bonus: Summer-Specific Extras Tenants Love Nothing delights like a seasonal amenity. Consider: Rooftop lounges and shaded patios Popsicle carts or cold brew bars Summer networking events and open-air happy hours Small, seasonal touches can make your property feel fresh, relevant, and highly desirable. The BGSF Bottom Line Tenants are evolving, and commercial properties must evolve with them. As one of the largest property management staffing firms in the U.S., BGSF understands what drives tenant satisfaction, occupancy, and retention. Whether you’re managing a Class A high-rise or a neighborhood flex space, the formula is clear: People-first spaces win. Need a team that can help you deliver these elevated experiences all year long? Let’s talk staffing, culture, and strategy. Reach out to BGSF today . Let’s build the future of commercial property—one amazing amenity at a time.

As the summer heats up, many businesses are focused on mid-year reviews, PTO calendars, and finishing Q3 strong. But for proactive leaders, July is the ideal time to start forecasting talent needs and setting your organization up for a strong year-end close. Whether you're in finance, IT, HR, or administration, the second half of the year brings increased workloads, strategic deadlines, and seasonal transitions that require careful planning and the right people in place. Start Year-End Planning Now Get Ahead of the Year-End Rush The final quarter of the year is notoriously busy. Budget planning, year-end reporting, holiday coverage, and project wrap-ups create a perfect storm of priorities. Waiting until Q4 to assess your staffing needs can leave you scrambling to fill roles or backfill for PTO. By planning in July, you can identify gaps early and begin sourcing talent before competition increases in the fall. Align Talent with Business Goals Your year-end business goals likely include closing projects, launching initiatives, or reconciling financials. Do you have the talent in place to get there? Taking a strategic look at your current team alongside your goals allows you to identify where temporary consultants, project-based hires, or additional training can help bridge the gap and boost performance. Leverage Budget Flexibility Mid-year is a prime opportunity to reallocate the unspent budget toward talent solutions. If you’ve saved on costs earlier in the year or anticipate Q4 overflow, July offers the chance to invest those dollars into the resources needed to finish the year strong, without waiting for next year’s budget approval. Plan Around PTO and Seasonal Shifts The second half of the year is full of time off, including back-to-school schedules, fall holidays, and winter breaks. Planning in July gives you time to balance workloads, cross-train, and bring in extra support where needed, ensuring business continuity and customer satisfaction. Start Recruitment Cycles Early It takes time to find the right talent, especially for specialized roles or leadership positions. By starting the recruitment process now, you have more room to find candidates that match your technical needs and your company culture, without the pressure of last-minute decisions. Support Employee Wellbeing and Retention Overburdened teams are more likely to experience burnout , especially as deadlines and year-end pressures mount. By forecasting now and supplementing your workforce proactively, you demonstrate a commitment to employee wellbeing, improving morale, and boosting retention through the end of the year. Plan Ahead with BGSF At BGSF, we understand that effective workforce planning is the key to staying ahead of seasonal demands and year-end challenges. Whether you need expert consultants for audits, temporary staff for busy periods, or strategic partners for ongoing talent needs, we provide flexible, specialized solutions across finance, IT, HR, and more. By partnering with us early, you can avoid staffing shortages and confidently navigate evolving business demands. Let’s connect to help you forecast your talent needs and finish the year strong with the right people in place. Don’t wait until fall to realize you’re understaffed. Start the conversation in July, because smart year-end planning starts now. Let’s talk about how BGSF can help you forecast talent and finish the year strong.

In multifamily housing, maintenance is typically viewed as a necessary, routine expense that must be budgeted for and managed efficiently. But what if we started seeing it as a strategic investment that delivers measurable returns? Recent industry data  reveals a powerful insight: for every $1 spent on maintenance, property owners can see a $3 to $5 return in increased property value. In an environment where tenant expectations are rising and renewal rates are directly linked to resident satisfaction, this return on investment is more than just theoretical—it's essential. The Financial Ripple Effect of Maintenance Maintenance isn't just about fixing what's broken—it's about protecting asset value, building trust with residents, and driving higher lease renewals. Here's how a relatively small investment can yield outsized results: 1. Increased Renewal Rates A key driver behind rising property value is resident retention. According to MarginPoint , properties that excel in maintenance receive 19–27% positive review mentions, while average properties come in at just 13.66%. That gap has real consequences: happier residents are more likely to renew, reducing costly turnover and vacancy losses. When residents renew their leases, property managers avoid the expenses associated with marketing, preparing, and leasing units. Industry estimates place the average turnover cost between $1,000 and $3,000 per unit. Multiply that across multiple units, and you’ll see how investing in proactive maintenance directly protects your bottom line. 2. Deferred Maintenance Drains Value Neglected maintenance has a compounding effect. One small leak today can become a major repair tomorrow. Not to mention the risk of negative online reviews, failed inspections, or diminished curb appeal. Properties with chronic maintenance issues not only struggle with retention, but they often see reduced appraised value and diminished investor confidence. 3. ROI You Can Measure Whether you're improving HVAC systems, replacing aging fixtures, or investing in preventative repairs, these upgrades often pay for themselves. A well-maintained property is more likely to command higher rents, attract quality residents, and increase overall valuation. The Maintenance Equation: ROI in Action Let’s break it down: Scenario A: Deferred Maintenance Deferred repairs lead to more frequent resident complaints and higher turnover. Estimated turnover cost: $2,000 per unit Estimated vacancy loss: $1,500 per month (1 vacant unit) Scenario B: Proactive Maintenance The maintenance team responds quickly, and residents feel taken care of. Lease renewals increase by even 10% If 10 additional residents renew, that’s a potential savings of $20,000+ in turnover costs, not including added revenue from stabilized rent roll. Resident Experience as a Strategic Investment Maintenance plays a critical role in shaping both the resident experience and a property's reputation. But maintenance is about more than just keeping units functional; it directly impacts how residents feel about their home, which influences how long they stay. From the first impression at move-in to the final decision at renewal, consistent maintenance performance is one of the most powerful tools property owners have to drive retention, boost valuation, and protect long-term revenue. At BGSF, we help multifamily property owners and managers close the gap between maintenance challenges and business goals. With our on-demand support, we equip teams with the people and tools they need to turn every maintenance dollar into long-term value. Find maintenance talent today!

Finding the right IT talent is more than just filling seats. It’s about securing the right skills, culture fit, and scalability to keep your business moving. Whether you're building out a cloud team, scaling DevOps capabilities, or need project-specific expertise, your IT staffing partner plays a critical role in your success. For tech leaders and CIOs, here is a practical checklist to help you evaluate and choose an IT staffing partner that aligns with your technical needs, business goals, and long-term vision. IT Staffing Partner Checklist 1. Proven Industry Experience Why it matters:  Your partner should understand the nuances of your sector, be it SaaS, financial services, healthcare, or manufacturing. What to look for: Case studies relevant to your industry References from companies similar in size or structure Familiarity with relevant regulatory or compliance requirements (e.g., HIPAA, SOC 2) 2. Technical Depth and Specialization Why it matters:  A partner that specializes in IT and has a network of pre-vetted professionals saves you time and risk. General staffing firms often lack the expertise to distinguish a good candidate from a great one. What to look for: Talent pools in emerging tech (AI/ML, cloud engineering, cybersecurity) In-house recruiters with technical backgrounds or certifications Up-to-date knowledge of current tools and frameworks 3. Scalability and Speed Why it matters:  Whether you’re staffing a long-term transformation or need to respond to a sudden demand, your partner should scale with you. What to look for: Ability to deliver talent quickly for contract, contract-to-hire, or direct-hire roles Bench strength and access to a national or global talent pool Clear delivery timelines 4. Screening and Vetting Process Why it matters:  Poor hires are costly, financially and culturally. Your staffing partner should act as a quality filter, not just a resume collector. What to look for: Technical assessments, soft skills evaluation, and cultural fit screening Reference checks and background verification Customizable screening based on your team’s tech stack 5. Flexibility and Engagement Models Why it matters:  Every organization has different needs. Whether you need staff augmentation, project-based support, or managed services, your partner should offer options that fit your structure and budget. What to look for: A range of engagement models (staffing, SOW, offshore/onshore delivery) Willingness to tailor support to your internal team's maturity and goals Experience working with hybrid or remote teams 6. Ongoing Support and Partnership Mindset Why it matters:  True partners help you plan ahead, adapt to market changes, and build a high-performing tech organization. What to look for: Dedicated account managers and technical liaisons Quarterly business reviews and workforce planning sessions Talent retention programs and consultant check-ins 7. Reputation, References, and Results Why it matters:  A staffing partner’s track record says more than any sales pitch. Look at their history, client retention, and reputation in the tech space. What to look for: Testimonials and long-term client relationships Industry recognition or awards Strong online reviews and Glassdoor ratings from placed consultants A True Partner Choosing the right IT staffing partner is not just about short-term support. It’s about building a long-term relationship with someone who understands your evolving business and can provide the talent to help you scale. At BGSF, we specialize in connecting businesses with highly skilled IT talent across the U.S., offering flexible staffing solutions that evolve with your needs. Whether you’re preparing for a digital transformation, optimizing your existing systems, or planning your next growth phase, we’re here to help you build a team that delivers. Let's talk!

At BGSF, we understand that mid-year isn't just a checkpoint; it's a turning point. As we cross into the second half of 2025, teams are recalibrating goals, staffing needs, and development strategies to finish the year strong. To get a sense of where workforce priorities stand this summer, we ran a quick poll asking, "What's your biggest workforce priority this summer?" Biggest Workforce Priorities 1. Skill Development Leads the Charge (53%) More than half of the respondents are zeroing in on upskilling and reskilling  this summer. With evolving technologies, shifting market demands, and the rise of AI-driven solutions, investing in employee development is essential. What to consider: Identify key skill gaps tied to your year-end goals. Launch short-term learning sprints or certifications. Partner with a workforce solutions firm (like BGSF!) to deliver on-demand training or place consultants who can transfer knowledge as they go. 2. Growing Interest in Contract and Temp Roles (18%) Organizations and professionals alike are embracing workforce flexibility . Whether it's to manage summer PTO, support short-term projects, or test roles before hiring full-time, temp staffing continues to gain momentum. What to consider: Use contract roles to stay agile during periods of unpredictability. Tap into staffing partners with access to pre-vetted talent ready to hit the ground running. For job seekers: temp roles are an excellent way to build experience and bridge career transitions. 3. Planning for Q3/Q4 Growth (16%) A portion of leaders are already looking ahead, strategizing for upcoming product launches, seasonal demands, and year-end pushes. What to consider: Conduct a mid-year talent audit. Assess which teams are stretched thin and need reinforcements. Lay the groundwork for Q4 hiring now, before the holiday rush. 4. Engagement & Retention Still Matter (12%) While fewer selected this as a top priority, employee engagement remains a silent driver  of performance, especially in the summer months when burnout or distractions can creep in. What to consider: Roll out light summer engagement activities like recognition programs, wellness initiatives, or flexible Fridays. Conduct stay interviews to understand what keeps your people motivated and what might drive them to leave. How BGSF Can Help Whether you’re upskilling staff, ramping up seasonal talent, or laying the groundwork for future growth, BGSF is your partner for workforce planning, staffing, and consulting services . We support organizations in navigating every stage of the talent lifecycle, especially when timing is everything. As you look ahead to the rest of 2025, let’s ensure your workforce strategy stays aligned with your business goals.

SAP is making a bold move to ease the migration of its vast ECC (ERP Central Component) customer base to S/4HANA, especially toward its cloud editions, by introducing curated, line-of-business software bundles. Recently announced at Sapphire, these bundles mark a shift from the one-size-fits-all RISE model to department-focused, modular adoption. Five Business Suite Bundles SAP unveiled five integrated packages tailored for key enterprise functions: Finance   Supply Chain   Human Resources   Procurement   Customer Experience   Each package combines: S/4HANA cloud ERP core SAP Business Data Cloud analytics (via Databricks) Business AI tools (including Joule) The SAP Business Technology Platform This approach eliminates customer-led integration efforts and simplifies modernization. Why It Matters SAP’s push is strategic. Mainstream ECC support ends in 2027, though a subset of customers may receive extended support through 2033. With the new bundles, SAP recognizes: Customized migration paths: Many enterprises have unique configurations. Migrating by function, not all at once, reduces disruption and risk. AI & analytics built in: The embedded data and AI stack gives customers a head start on innovation. Strategic cloud flexibility: RISE is now positioned as a migration methodology, not just a product, allowing for private, hybrid, or function-specific adoption. As Jan Gilg, SAP’s CRO for Americas & Global Business Suite, put it: “This is a massive simplification… It's no longer the customer’s job to integrate those things together anymore.” Enhanced by Strategic Partnerships SAP is working closely with hyperscalers to make these bundles even more impactful: Microsoft : Deeper integrations with M365, Copilot, and security tools under the Business Suite Accelerator initiative  AWS : Real-time analytics powered by SAP’s Business Data Cloud and Amazon Bedrock  Google Cloud : Embedding SAP’s data and AI stack with Gemini and Databricks  What This Means for IT Leaders Phased migrations are easier : Companies can now tackle one business function at a time instead of an all-or-nothing ERP overhaul.  Lower integration lift : Out-of-the-box bundling removes the manual toil of stitching together core ERP, analytics, and AI tools.  Future-proofed systems : Customers gain flexibility and operational control in private/hybrid cloud setups alongside SaaS upgrade paths. Moving Forward with SAP S/4HANA SAP’s introduction of the five Business Suite bundles signals a major simplification in its S/4HANA migration strategy. By packaging tailored solutions for key enterprise functions, with cloud, data, and AI capabilities built in, SAP aims to accelerate transitions, reduce risk, and support gradual modernization. Combined with its hyperscaler partnerships and migration incentives, these bundles position S/4HANA as a more approachable upgrade than ever before. As an SAP Services Partner , BGSF helps organizations confidently navigate S/4HANA migrations, whether full-scale or phased, through SAP’s new business suite bundles. From backfilling key roles to providing expert guidance across Finance, Supply Chain, HR, and Technology, we deliver flexible solutions that align with your goals and drive long-term value. Ready to take the next step?  BGSF can help you maximize the value of SAP’s simplified S/4HANA migration approach. Let’s talk about your roadmap.