How to Explain Employment Gaps and Present Your Best Self to Employers

Lead with Transparency

Honesty builds trust with potential employers. Rather than attempting to hide work experience gaps in your resume, address them directly but concisely in your cover letter or during interviews. A straightforward explanation of how you used this time constructively will often resonate better with hiring managers than attempts to hide these periods.

Showcase Growth During Gap in Work History

Employment gaps often contain valuable experiences that can strengthen your qualifications. Experiences such as volunteer work, freelance projects, online certifications, professional development courses, personal projects, and skills development.

These activities demonstrate initiative and a commitment to continuous learning – qualities highly valued by employers.

Structure Your Resume Strategically

Focus on your strengths and relevant experience while maintaining chronological clarity. Consider these approaches: 

• Lead with a strong professional summary
• Emphasize skills and accomplishments
• Use a hybrid resume format (a combination of the standard chronological resume with a skills-focused, functional format) to highlight relevant capabilities 
• Include volunteer work or freelance projects in your work history

Craft Your Employment Narrative

Prepare a clear, positive explanation of your career gap that emphasizes:

• Professional growth during the period
• New skills or perspectives gained
• How the experience makes you a stronger candidate
• Your renewed focus and enthusiasm for returning to your field

Navigating Negative Gap Reasons (e.g., Fired, Laid Off, Personal Reasons)

If your career gap is due to challenging circumstances like being fired, laid off, or personal reasons, it’s important to handle the conversation with confidence and positivity.

• Be honest but tactful: If you were fired or laid off, briefly explain the situation without going into unnecessary detail. Acknowledge what you learned from the experience and how it has made you more resilient or better prepared for your next role.
• Focus on the positive: Highlight how you’ve used the time to develop new skills, pursue professional growth, or re-align your career goals.
• Stay confident: Employers understand that gaps happen. The key is showing them you’ve come out stronger and are eager to contribute to a new role.

Partnering with a staffing agency like CoWorx can be a great way to navigate employment gaps. Our team provides expert guidance on presenting your background in the best light, while connecting you with employers who value diverse career paths.

Whether you’re seeking flexible work arrangements or full-time opportunities, we can help you build relevant experience and get back on track to achieving your career goals.

Moving Forward Confidently 

Remember: career paths rarely follow a straight line. Many successful professionals have navigated employment gaps and emerged stronger. The key is to focus on your value proposition—your unique combination of skills, experience, and perspective that you’ll bring to your next role.

At CoWorx, we’re here to support you every step of the way. Our team of experienced professionals can help you find opportunities that align with your skills, experience, and career goals. Reach out to us today to see how we can be your partner in navigating your next career move with confidence!

Budgets are tight. Margins are thin. Every hire is an investment in your future. So, it’s important to ensure your company culture is focused on performance, aligning with both your business goals and the career needs of your employees.

Ask yourself: Do my employees feel empowered to perform at their best? Do those who manage employees have the tools they need to successfully support direct reports? 

If your answers are anything other than a resounding YES, it’s having a direct impact on the productivity and success of your workforce.

It can be challenging to build an intentional, thoughtful performance culture. Let’s take a closer look at what it means to cultivate a performance culture, why it matters for employee engagement and employee retention, and why HR might turn to a consultant for support.

What Defines a Performance Culture

A performance culture is geared toward workforce motivation and development. It involves adopting a combination of strategies, tools, and repeatable practices specifically designed to inspire employees and enhance organizational success.

While you might think the term performance culture is a euphemism for “success at all costs,” in actuality it’s the opposite. It’s about success at less cost and greater benefit to each employee, where growth, transparency, and accountability (for the workforce AND the company) take center stage.

For example, a culture that revolves around improved performance will empower managers and employees to enact honest, ever-present feedback loops. It will focus on adopting more intuitive, customizable performance management tools. It will enact clear career roadmaps for every role in the organization and foster an environment of trust and respect.

The Link Between Performance Culture and Employee Engagement + Employee Retention

If employees feel at a loss when it comes to connecting their efforts to company success, or if they feel they are left to determine performance and career benchmarks on their own, employee engagement will naturally suffer. As an offshoot, employee retention is likely to decline.

A performance culture recognizes both the individual within the workforce and the workforce as a whole. It’s this spotlight on contribution that helps move the needle toward better engagement and increased retention.

Employee Engagement

You’ve worked hard to attract the right employees. Once you hire them, you need to work just as hard to keep them interested (and employed!). That means engaging them early and often in their career journey. 

A performance culture does just that—it focuses on employee goals, performance, and growth, with measurable benchmarks and a clear framework designed to erase ambiguity.

According to Gallup, “45% of voluntary leavers report that neither a manager nor another leader proactively discussed their job satisfaction, performance or future with the organization…” Actively engaging employees in shaping their job trajectory can be the difference between constant attrition and lasting tenure within your ranks.

Employee Retention

Your valuable talent resources might already have a foot out the door. As noted by Gallup, “33% of workers plan to look for a new job next year, and 51% of U.S. employees are watching or actively seeking a new job.”

Sure, it could be for reasons beyond your control—family issues, moving, illness, a desire to try a completely new career. But what if the reason is because your employees feel unheard or unable to progress any further? That’s a situation you CAN do something about.

By prioritizing a performance culture, you can ensure areas of employee development are integrated into performance conversations from the start, for better alignment between individual and organizational goals. 

In this way expectations cannot outpace reality. All members of your workforce can clearly see their value and contributions and, most importantly, see a path forward within your organization. 

The Role of HR in Building a Performance Culture

HR plays a pivotal role in employee engagement by employing the right tools and tactics to improve everything from resource training to the performance evaluation process. 

In a similar way, HR is also the catalyst in fostering employee retention—from helping to create personalized development plans to improving the performance dynamic between employees and managers.

But creating a culture around performance, especially one where managers and employees feel empowered to excel and support business goals, takes a concerted, three-pronged approach.

3 Ps Essential to Performance Culture

1. Processes. It’s not enough to establish clear goals. There must be avenues in place that allow your workforce to achieve (and exceed!) them. The most impactful processes HR can initiate are those focused on performance management. In particular, a formal process for performance reviews that outlines feedback cadence, core competency alignment, development plan creation, goal-setting best practices, success measurement, and the tools/technologies to be used to simplify each step.
2. Policies. Formal policies around open communication, concrete company values, and performance expectations give your workforce a shared playbook from which to operate—one that reinforces equal understanding, whether entry-level or CEO. Policies developed to support a performance culture typically cover: performance reviews, advancement/promotion, communication channels, HR engagement, ongoing learning, grievance escalation, and putting values into practice.
3. Programs. From those designed to enhance communication or improve managerial skills, to those designed to offer additional training and mentorship opportunities, HR’s unique view of the company as a whole is the perfect launching point for programs that support the goals, values, and benefits of a performance culture.

How HR Consulting and Workforce Planning Can Help

Achieving a performance culture doesn’t happen overnight. Those “three P’s” take dedicated time, resources, planning, and follow-up to create an environment that ultimately drives workforce satisfaction and organizational success.

Given the lion’s share of the effort is shouldered by human resources, if you’re considering pursuing a performance-based model it’s good to first evaluate whether your HR function can support it.

You may be a small company with only one person earmarked to handle everything around HR. Or, you may be a larger company with a dedicated HR department, but one that has little spare time for anything other than business-critical issues.

In both cases, outsourced HR consulting and workforce planning can offer relief. Turning to a third-party HR expert to offload the creation and execution of a performance culture model lets you arrive at a tailored, customized strategy without impacting current business operations.

• Design performance management solutions that optimize efficiency
• Create talent training and development protocols that elevate your workforce
• Develop “uniquely you” company culture and engagement processes 

If you’re curious whether HR consulting services are right for you, feel free to get in touch. We’d love to talk over your options. 

But how can you tell if your staffing agency is truly safety-focused? Let’s explore key indicators that demonstrate a commitment to safety, helping you make an informed decision when choosing or evaluating your staffing partners. 

Proactive Approach to Risk Management & Workforce Safety 

This is the process by which you identify, assess, and address potential risks before they lead to incidents or problems. Businesses that can anticipate and mitigate risks, ensure a safer, more efficient, and resilient operation.  

Safety audits are an essential part of maintaining a safe work environment. They also promote continuous improvement by highlighting areas where safety practices can be enhanced, ultimately protecting employees and reducing liability risks. A reputable staffing agency will: 

• Conducting regular worksite evaluations at client sites. This includes evaluating the work environment, tools and equipment, and standard operating procedures to identify potential hazards. These audits should be thorough and include both physical inspections and reviews of safety documentation. 
• Evaluating the jobs and how they are performed, this includes understanding any daily productivity expectations.  
• Working together to implement a clear protocol for responding, documenting, and investigating any reported hazards or safety concerns and working together to ensure these are addressed. This helps prevent future occurrences. 

This end-to-end proactive approach demonstrates a visible commitment to workplace safety and continuous improvement. When the workforce can see that the staffing agency and client are working together, they feel more secure and protected. 

Safety-Focused Employee Training 

A  safety-focused partnership between a client and a staffing agency means investing in thorough onboarding and subsequent comprehensive training for every employee. This includes the initial onboarding process but also recurring training. This training is also an Occupational Safety & Health Administration (OSHA) requirement.  Here’s what to look for: 

Staffing Agency Onboarding

The staffing agency should provide a general safety orientation and information on the specific position and any policy information the client wants addressed in advance. This includes things like cell phone policy, any clothing requirements etc. The employee should understand the job details, expectations and be aware that they will be trained before they start working. 

Client Safety Training

Before starting their assignments, all employees should receive comprehensive training on the site-specific safety protocols and procedures relevant to their roles. This includes the use of personal protective equipment (PPE), machinery operation, emergency procedures, and more. 

Specialty Training

For positions that involve distinct hazards, the client should provide specific training. For instance, forklift operators are required to be certified on the forklifts they plan to operate.  

Refresher Training

Safety training isn’t a one-time event. Refresher training should be conducted at least annually or based on OSHA requirements. In addition, if the hazards at the workplace change, the employees should be re-trained. 

Adherence to Workforce Safety Regulations 

Compliance with local, state, and federal safety regulations is a non-negotiable aspect of workplace safety. A safety-focused staffing agency will: 

• Keep up to date with the latest safety regulations and collaborate with you to ensure compliance with OSHA standards and other relevant guidelines. 
• Ensure their clients maintain thorough documentation of all safety training.  
• Complete documentation of every reported incident. 
• Help promote a culture where safety is prioritized, encouraging employees to report unsafe conditions or practices without fear of retaliation. 

Clear Communication and Transparency on Workplace Safety 

Effective communication is vital to workplace safety because it ensures that all individuals are informed about safety protocols and potential hazards, fostering a culture of trust and accountability that helps prevent accidents and incidents. Effective communication from your staffing agency will: 

• Establish clear channels for reporting safety concerns, near misses, or incidents. Employees should feel comfortable raising issues, knowing they will be addressed promptly and without negative repercussions. This transparency is crucial for accountability and continuous improvement. 
• Ensure you maintain OSHA compliance by providing all required recordkeeping log information. 

Collaboration with Clients on Employee Workplace Safety 

Client and agency collaboration is essential to employee workplace safety because it ensures a shared understanding of safety protocols, enabling tailored safety measures that address specific workplace risks and fostering a unified approach to maintaining a safe environment.  

Workplace Safety Culture: Commitment to Continuous Improvement 

Ongoing evaluation and enhancement of safety practices ensures that the organization adapts to new risks and maintains the highest standards of protection for all employees. This involves: 

• Staying Informed: Keeping up with the latest developments in workplace safety, including new regulations, technologies, and best practices. 
• Investing in Technology: Utilizing technology to enhance safety at work, such as digital training platforms, incident tracking systems, or safety management software. 
• Seeking Feedback: Regularly seek feedback from both clients and employees to identify areas for improvement. This shows a dedication to not only maintaining but also enhancing safety standards. 

Choosing a staffing agency that prioritizes safety is essential for ensuring a secure and productive work environment. By looking for indicators such as comprehensive training, adherence to regulations, proactive risk management, regular audits, clear communication, collaboration with clients, and a commitment to continuous improvement, businesses can confidently evaluate their staffing partners. 

At Coworx Staffing, we pride ourselves on our unwavering commitment to safety. We believe that a safe workplace is a productive workplace, and we work tirelessly to ensure that all our employees and clients benefit from a culture of safety and care. If you’re looking for a staffing partner who prioritizes your safety and well-being, contact us today to learn more about how we can support your business. 

Should I use a recruiter to find a job? 

The short answer: generally, yes. Recruiters can be especially helpful for you when you are:

• Looking to work with a company with which a recruitment company or staffing firm has a relationship.
• Seeking consistent access to expert advice and insider information on the prospective employer.
• Moving into a new industry or niche.
• Interested in a smoother hiring and/or onboarding experience.
• Expanding the reach of your resume and learning about less- advertised opportunities. 
• Looking for help with your resume or cover letter. 
• Seeking an advocate for negotiating compensation.
• Looking for an overall partner in the job search process.  

In short, a recruiter is an excellent resource and partner for you in the sometimes confusing and challenging world of job-hunting.  While there is an abundance of job opportunities in the market today, not all jobs that you come across on do-it-yourself job board and networking sites like LinkedIn and Indeed are good opportunities. Among those that are high-quality, you may have trouble identifying which jobs  are the right fit for you. This is the first moment in your job search where a recruiter will be an excellent resource.

Working with a recruiting expert means access to their network of employers and knowledge of your local job market. A good recruiter will keep tabs on who is hiring, who is planning to hire, and roles that have opened but are not publicly advertised yet. They also know exactly what their client companies are looking for.  This means that your recruiter can help you find a workplace that best aligns with your must-haves and work experience. 

Your recruiter can also help you position your work history to highlight its value to the hiring manager. Here is a recent example of what this looks like: A job seeker has decades of experience working at doctor’s office managing patient coordination, and a CoWorx Recruiter has a well-established relationship with a client who is seeking a Warehouse Dispatcher. The recruiter calls the employer directly and explains how the skills from the job seeker’s history are transferable to the Warehouse role: the job seeker’s previous role at the doctor’s office demanded high attention to detail for accurate data-entry, enabled their familiarity with digital scheduling systems, and gave the job seeker extensive experience with communicating clearly and professionally on phone calls. In this scenario, our recruiter leveraged the job seeker’s  expertise and leaned on their history as a trustworthy partner to the client. In doing so, the recruiter  successfully advocated for the job seeker and provided an excellent candidate to the employer. 

Finding the right recruiter 

Before searching for the right recruiter, it’s important to note that there are different types of recruiters for different industries and roles. For example, executive recruiters, sometimes referred to as a headhunter recruiters, may focus exclusively on high-level, low-probability placement, while a contingency recruiter or account manager at a staffing company may work on filling the temporary or short-term projects roles that are common in the Information Technology and Warehousing sectors. Research staffing companies with expertise in your preferred industry to connect to the recruiter who can help you best. 

You can also consult your own network and find out which staffing providers or recruiters your peers have found success with. People in your network already know you and can more easily determine if the staffing partner that they’ve worked with will be a good fit for you, too. 

Vetting the Recruiter 

Once you’ve found the right company, firm, or independent recruiter and have been matched with or selected an expert, it’s helpful to research the recruiter.

Experience

If he or she has a LinkedIn profile, this is a great place to start to learn about the recruiter’s history and approach. Scan the profile for industry specialization, years of experience, and career history, including previous roles and companies. These elements will contain clues to the level of connectivity to key employers and robustness of the recruiter’s network. 

Industry Specialization

Next, assess the professional’s network and connections. A large number of industry-relevant LinkedIn connections can indicate a well-connected recruiter. Skills, endorsements and recommendations from the recruiter’s network give you an idea of his or her strengths, so you can evaluate if their areas of success match up with your needs and preferences. 

Engagement & Activity

Finally, check out the recruiter’s activity and engagement on LinkedIn. Is he or she a part of any industry-related groups? Does the recruiter post or repost any content that shows engagement with the latest news and trends in their industry? No activity does not necessarily indicate that the recruiter is not engaged with his or her specialization, but this kind of activity does demonstrate a continued interest in their work that can correspond to their expertise.  You can also see if they have any certifications or organizational affiliations that bolster their knowledgebase. 

Building the Relationship 

Once you’re comfortable with what you have learned about your recruiter, it’s time to develop a healthy working relationship with them. You can start by communicating your goals. Express the types of roles, pay ranges, and work environments you are looking for. Be prepared to explain your skills, experience, and qualifications as well as any employment gaps. Think through your availability– when can you realistically take interviews and start a new job? Communicate honestly and transparently so your recruiter can help you to the best of their ability. 

It is important to build rapport and mutual trust by demonstrating a professional and courteous attitude. One way you can do this is by promptly responding to communications from the recruiter.  Other ways to build a positive working relationship with your recruiter include showing appreciation through thank-you notes or emails after meetings and interviews and always being honest about what you are looking for, including whether you are considering other opportunities. Honest and consistent communication is key when working with a recruiter to find a job.  

A Note on Feedback: 

When working with a recruiter, an important part of the hiring process is giving and receiving feedback. After an interview, it is helpful to speak with the recruiter about how it went. It will always help you, and your relationship with your recruiter, to be open to constructive feedback about your interview performance too. The goal of this partnership is to work together to better understand your position with the hiring team and how you can improve it, if that is the right choice for both you and the employer. 

Conclusion

In the journey toward career growth, a great recruiter can be a pivotal ally, guiding and supporting you every step of the way. By conducting research and vetting recruiters based on their industry expertise, experience, and professional engagement, you can find a recruiter who aligns with your career goals. Building a positive, transparent, and mutually respectful relationship with your recruiter can lead to a more effective job search and ultimately help you land the right opportunity. Open communication, prompt responses, and a willingness to accept and act on feedback are key to fostering this productive partnership. 

Today’s job market can be challenging. With the right recruiter by your side, you’ve got this. 

Over the past five decades, CoWorx Staffing Services’ talent first approach has played a pivotal role in shaping the staffing industry, consistently delivering personalized and strategic workforce solutions to clients. The company’s commitment to candidate experience and client satisfaction has propelled it to become a trusted partner with talent, clients, and their communities.

“Reaching the 50-year milestone is a testament to our team’s dedication, the trust of our clients, and the hard work of the talent we have had the privilege of placing in meaningful roles,” said Kara Rogan, President, and CEO of CoWorx Staffing Services. “We are incredibly proud of the impact we’ve made in the lives of countless individuals by connecting top talent with great companies. We’re excited for the future and remain dedicated to continuing our focus on service to one another, our talent, and our customers.”

Throughout its journey, CoWorx has adapted to industry trends, embraced technology, and maintained a forward-thinking, service-obsessed approach to workforce solutions. CoWorx consistently earns recognition from Staffing Industry Analysts (SIA) as one of the largest staffing firms in the US.  Beyond industry accolades, CoWorx Staffing’s commitment to excellence in service delivery, best-in-class compliance, and safety support, along with a core set of guiding company values stands as the crucial differentiator.

In 2023, CoWorx officially achieved certification from the Women’s Business Enterprise National Council, confirming its status as a women-owned and led business. This rigorous process held significant meaning for CoWorx, reflecting its commitment to diversity and the ongoing enhancement of supplier diversity programs.

As CoWorx Staffing Services looks back on its rich history, the company remains committed to the people and communities it serves and looks forward to continuing its legacy as a talent-focused organization.

About CoWorx

CoWorx Staffing Services is committed to the professional growth of job seekers and furthering their powerful impact on employers. Our compassionate, experienced team places candidates in administrative, light industrial, call center, distribution, and third-party logistics positions, with additional opportunities through its luxury beauty and fragrance division. CoWorx is a trusted partner to growing businesses for all of their temporary staffing, direct hire, on-site services, and payrolling needs. By continuously investing in its team and processes, CoWorx is raising the standards of professionalism, care, and partnership within the staffing industry. One of the largest staffing firms in the U.S., CoWorx has a national footprint of more than 60 offices and 60,000 field employees.

“As CEO I am thrilled to continue to lead a company that is focused on creating relationships and opportunity through work, and giving back to the communities we serve,” Rogan said. “Staffing is a people industry and to succeed we must be focused on the current needs of the workforce. To CoWorx and to me, that means creating excellent employee experiences, offering  flexibility in the ways we offer work, and providing technology that makes it as easy as possible to serve our talent.”

Rogan joined CoWorx 17 years ago as a Director and quickly rose through the ranks. By 2010 she was promoted to Senior Director, Southern New England, and in 2016 she was promoted to Vice President, East Region, managing more than 30 locations. Throughout her career, Rogan has established herself as a trailblazer and innovator. As COO, she helped grow the company by 30% in 2022 and 20% in 2021.

“I’m continually impressed by Kara’s ability to not only navigate challenges and deliver results, but her unwavering commitment to her team,” said former CoWorx CEO Tim Hartnett. “Our people have great respect and admiration for her, and I am so proud of what this company has become under her guidance. Our industry as a whole is faced with new challenges – and I believe Kara is the right person to lead us through them.”

Hartnett was named interim CEO in 2019 and was instrumental in guiding the company through the challenges of the pandemic. Additionally, he led the company’s IT environment transformation and helped institutionalize the organization’s culture of caring. Hartnett will now serve in a leadership role within CoWorx’s parent company, Kane-Miller Corp.

“I’m so grateful for Tim’s leadership during the pandemic years,” Rogan said. “But more than that, I’m grateful for the cultural changes he has ingrained within our company and the belief that you can ‘do good by doing good.’ As CEO, I will continue to foster that people-first culture Tim built and lead with empathy and open communication.”

Rogan’s recent accomplishments include being named one of the Top Staffing Leaders to Watch in 2022 at the World Staffing Summit by Candidate.ly  as well as one of Staffing Industry Analysts’ Global Power 150 – Women in Staffing. In 2018, she was selected as a Forty Under Forty honoree by SIA.

About CoWorx
For 45 years, CoWorx Staffing Services has been helping job seekers grow their careers and employers build their workforces. CoWorx places candidates nationwide in administrative, light industrial, call center, and distribution and third-party logistics positions, with an additional luxury beauty and fragrance division. Dedicated to workplace safety, CoWorx consistently earns Safety Standard of Excellence marks from the American Staffing Association (ASA). With an ongoing commitment to diversity and partnership, CoWorx attracts top talent, retains long-term customers, and ranks among the largest staffing firms in the U.S., boasting more than 60 offices and 60,000 field employees nationwide. The CoWorx philosophy, “Together we’re better,” embodies the company’s commitment to working collaboratively with clients, internal staff and field employees.

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Media Contact

Christine VanTimmeren
(616) 550-2562
cvantimmeren@clearedgemarketing.com

“Amanda has proven herself an adept leader throughout her career, and I’m excited to see her expand on that track record of success in this new role,” said Kara Rogan, Chief Operating Officer of CoWorx Staffing Services. “Amanda’s ability to drive positive culture from the entry to leadership levels truly sets her apart. Her point of view will be integral in keeping the executive team apace with the ever-changing ways of work and evolving needs of today’s workforce.”

Platia previously served as the Human Resources National Director for CohnReznick LLP, where she managed the company’s national tax, national assurance, and practice management departments. Platia has served in multiple HR functions, honing the key skills an advisor and mentor needs to encourage teams in times of transition. In addition to holding a Bachelor’s degree from Adelphi University, Platia is an SHRM Certified Professional, an HRCI Professional in Human Resources, and received a certificate in Advanced Employee Relations and Investigations from the Cornell University ILR School.

“I’m delighted to be able to join the many talented and hardworking individuals that make CoWorx a leader in its industry,” said Platia. “Our people are foundational to our accomplishments as an organization, and it’s my priority to create an environment where everyone feels valued and fulfilled. I look forward to cultivating relationships with my colleagues and the leadership team, and welcome the opportunity to continue building on a culture that establishes a truly great employee experience.”

Platia’s wealth of experience will be used to build out the organizational structure within the HR department, overseeing the administration of a host of new human resource programs focusing on talent acquisition, compensation, benefits, and more. As head of the HR team, Platia will also be responsible for establishing a talent management plan to foster high performance and productivity amongst the CoWorx team, with programs to boost recognition and morale. Platia’s meticulous knowledge of regulatory changes, best practices, and new technologies in human resources and employment law will ensure that CoWorx remains an industry leader in progressive workplace strategies.

About CoWorx
For 45 years, CoWorx Staffing Services has been helping job seekers grow their careers and employers build their workforces. CoWorx places candidates nationwide in administrative, light industrial, call center, and distribution and third-party logistics positions, with an additional luxury beauty and fragrance division. Dedicated to workplace safety, CoWorx consistently earns Safety Standard of Excellence marks from the American Staffing Association (ASA). With an ongoing commitment to diversity and partnership, CoWorx attracts top talent, retains long-term customers, and ranks among the largest staffing firms in the U.S., boasting more than 60 offices and 60,000 field employees nationwide. The CoWorx philosophy, “Together we’re better,” embodies the company’s commitment to working collaboratively with clients, internal staff and field employees. Learn more at http://cwold.cestg.net.

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“Our partnership with Fedcap has profoundly improved the lives of individuals in need of work,” said Tim Hartnett, CEO of CoWorx Staffing Services. “We proudly support their mission.”

As Maine has become increasingly diverse with a growing immigrant population, New Mainers need help in developing skills and finding employment. Fedcap helps to provide vital resources and training to help marginalized communities begin careers or advance in the workplace. Through community partnerships with CoWorx Staffing Services and others, the organization is able to offer enhanced access to education and training and helps participants begin or advance their careers while also helping employers meet workforce needs.

“Like CoWorx, we believe in the value of creating relationships and experiences so people are valued and fulfilled,” said Serena M. Powell, Executive Director of Fedcap Inc. “It’s through relationships like ours that we’re able to create sustainable differences for individuals in Maine. Thank you, Tim Hartnett and CoWorx for the generous donation and your continued partnership with Fedcap.”

Fedcap and CoWorx have been instrumental in employing over 1,000 New Mainers since August, 2020. Many of the positions were entry level with on-the-job training.

Since opening its doors in January 2017, Fedcap has partnered with over 1,700 nonprofits throughout Maine, assisted over 5,000 Mainers with educational opportunities, and verified over 10,000 job placements.

About Fedcap Inc.
Fedcap Inc. makes high outcome, life-changing, sustainable differences for individuals and families in Maine to improve their economic well-being through access to education, employment and community resources. Serving Maine from 16 Opportunity Centers from Sanford to Fort Kent, Fedcap provides a variety of services from case management and counseling to job recruitment and retention. The Fedcap program serves individuals who are receiving or eligible to receive Temporary Assistance for Needy Families (TANF) benefits, and is offered in partnership with the Office of Family Independence (OFI), Maine Department of Health and Human Services. Learn more at https://fedcapmaine.org/.

About CoWorx Staffing Services LLC
For 45 years, CoWorx Staffing Services has been helping job seekers grow their careers and employers build their workforces. CoWorx places candidates nationwide in administrative, light industrial, call center, and distribution and third-party logistics positions, with an additional luxury beauty and fragrance division. Dedicated to workplace safety, CoWorx consistently earns Safety Standard of Excellence marks from the American Staffing Association (ASA). With an ongoing commitment to diversity and partnership, CoWorx attracts top talent, retains long-term customers, and ranks among the largest staffing firms in the U.S., boasting more than 60 offices and 60,000 field employees nationwide. The CoWorx philosophy, “Together we’re better,” embodies the company’s commitment to working collaboratively with clients, internal staff and field employees. Learn more at http://cwold.cestg.net.

“For over 25 years, this division has served the luxury retail industry as the premiere partner for their Retail Selling Specialist personnel,” said Tim Hartnett, CEO of Luxury Method and its parent company CoWorx Staffing Services. “As a standalone distributed workforce company under the CoWorx umbrella, we are excited to rebrand the division to Luxury Method, so that it may carry forward with a name worthy of the specialized services they provide.”

Building on the division’s foundation as the preeminent luxury brand staffing partner, Luxury Method coordinates thriving talent ecosystems of Retail Selling Specialists and Merchandisers. Services include distributed workforce management; scheduling, budgeting, and tracking; coaching and performance recognition; payroll and benefits; data and analytics; federal and state compliance; and technology. Clients are provided with real-time visibility on actual hours worked, scheduling, and timecard approval capabilities within Luxury Method’s proprietary web-based software.

“Thanks to Luxury Method, we have complete clarity on who worked, when, and where. We don’t have trouble adding up the money and hours by chain, by store, etc. That’s a pretty big deal!” reported Elena Moneti, vice president of sales administration of a French luxury skin care, cosmetics and fragrance company.

“Terrific partnership! Great listeners, they understand the business needs and have been very responsive to requested changes…they have been just wonderful partners” said Debbie Nuzzo, retired executive vice president of sales for an international fragrance house.

When asked about her experience with Luxury Method, “I am excited and grateful to have them as a staffing partner,” said Kristine Davis, regional account executive for an Italian fragrance house. “I feel like a truly valued customer because of the level of service I receive. They are highly professional and engaging, while being approachable and friendly.”

“They operate with a sense of urgency, and I know what matters to me, matters to them,” Davis continued. “It’s all about building a relationship. And because I feel valued, I have confidence that new clients I refer will have the same level of satisfaction.”

Regional Account Manager Sharon Schnaterbeck agreed, “Customer service is key…and their communication is so good!”

Adept, scalable technology, an intimate knowledge of the industry’s logistics, and deep, enduring relationships have fortified Luxury Method as a trusted partner to the world’s most revered brands. Long-term clientele includes a leading global luxury skincare brand, a French-based company engaged in the marketing of fragrances, popular Italian luxury labels, and several American-based companies with skincare, fragrances and luxury home fragrance products.

Luxury Method proudly serves clients who are leaders within the retail community, including companies who are among the first luxury companies to join The Valuable 500 community, ensuring that disability inclusion is a priority on its agenda, and among those who appear on Bloomberg’s Gender-Equality Index, evaluated annually on their recruitment processes, the inclusivity of their internal cultures, and any policies they have implemented to combat gendered pay inequality and sexual harassment.

Luxury owned the high-touch relationship before the evolution of online retail. The industry has long acknowledged that second only to a stunning product, a carefully curated workforce with passion for the finer things is a brand’s best asset.

“Luxury retail requires brand ambassadors who are the right fit,” explains Nancy Fresnics, director of Luxury Method. “Each Retail Selling Specialist needs to believe in the quality of the product, and have a customer-centric philosophy to deliver unforgettable experiences, consistently.”

“Our team is dedicated to seamless implementation and white-glove personal service,” adds Robin Curran, vice president of Luxury Method. “We also proudly sponsor certification and recognition programs to thank our Luxury Talent, and recognize them for their hard work and contributions that positively impact our clients’ businesses.”

“The foundation of our success is how we treat our people,” reiterates Fresnics. “Referrals from current clients are our number one source of new business.”

When asked how working with CoWorx’ Luxury Method division compared with other companies, Retail Selling Specialist Margo Krauza said, “CoWorx is so much better. It’s easier, everything is computerized – my schedule, my timesheet. I’m very happy with their system. Also, Danielle, she is so efficient, and she helps me so much! Instant support. Very, very helpful!”

“The system is easy to use, even for me, and I’m not computer savvy,” agreed RSS Patricia Skala. “I also want to recognize the work and professionalism – they are exceptional! They are very professional, but you can hear from their voice there is a warmth behind the professionalism. Just great! They help me always with the most wonderful patience.”

Carol Goldstein, an RSS based in Chicago, has been in the luxury cosmetic world for 25 years. “After working as an independent contractor, it has been much easier working as a contracted employee with CoWorx; it will be nine years in June,” she said. “They withhold my health insurance and taxes, which is a great benefit, and it is seamless.”

“Eileen is my point person, and I can’t sing her praises enough,” Goldstein shared. “She is lovely and a great source of help to a wealth of people working in the field; and if I can’t reach her, I know the rest of the team is nice and responsive.”

Marc Metrick, CEO of US luxury retail brand Saks Fifth Avenue, said recently that “…customers view luxury as the comfort food of retail. It’s your something that’s gonna make you feel better.”

The all-important desire among luxury consumers to ‘touch and feel’ product before purchasing isn’t going away. Luxury Method is well-positioned to continue leading the way in staffing the specialized retail experience for luxury brands, and the shoppers who adore them.

About Luxury Method
The luxury, beauty and fragrance division of CoWorx Staffing Services was established in 1995, and has become a trusted partner for some of the world’s most revered brands, specializing in crafting custom workforce management services. To learn more about Luxury Method and its service in style, visit https://www.luxurymethod.com.