You've sent out dozens of applications. Maybe hundreds. You've refreshed your inbox more times than you'd care to admit. And the silence on the other end is starting to feel personal.
At some point, the question you’re asking changes from "where should I apply next?" to "should I be doing this differently?" When it does, that's a good time for a staffing agency to enter the conversation. But whether you should work with a staffing agency depends on where you are in your career, what kind of flexibility you need, and how willing you are to try something that looks a little different from the traditional job search.
Nikki Greene has spent over two and a half decades at Kelly watching people answer that question for themselves. As a recruiting leader who oversees all Professional and Industrial recruiting for North America, she's seen who thrives in a staffing partnership and who's better served by a different path.
"All workers can benefit," Greene says. "But the ones who really do well are the ones who are open to change and willing to pivot."
A staffing agency connects job seekers with employers who pay the agency to find talent. You apply, a recruiter contacts you to learn about your skills and goals, and they match you with open roles at companies they work with. You never pay a fee. Depending on the role, you might start as a contract or temp-to-hire employee before converting to a permanent position, or you might be placed directly onto the company's payroll from day one.
If you need help finding a job, it’s a good place to start. It’s often less overwhelming than a traditional job search, because when you work with a staffing agency, you get a human advocate with existing employer relationships working on your behalf.
If you assume staffing agencies are only for people who need warehouse work by Friday, you're operating on outdated information. "Roughly 45% to 50% of our employees are entry-level — people looking for entry-level roles or a career change," Greene estimates. But the rest of the picture is broader than most candidates expect. Kelly also places accountants, scientists, CFOs, and specialized professionals across dozens of industries.
These groups might not be connected by industry or experience level, but they are connected by one major factor: situation. If your job search feels like it's defined by one urgent problem, like keeping income flowing, finding flexibility, or figuring out what's next, that's exactly the profile staffing agencies are built to serve. 64% of staffing employees use the industry specifically to bridge between jobs or land their next role, and another 20% are there for schedule flexibility. That maps to a few profiles that show up again and again in staffing agencies' candidate pools.
As of March 2026, there were just 0.95 job openings for every unemployed worker. That means there are now more people looking for jobs than there are positions available. When competition is that tight, having a recruiter who can put your name directly in front of a hiring manager changes the math in your favor.
Not everyone who works with a staffing agency has the same goals, and that's the point. But certain traits tend to predict a good partnership.
Staffing works best for people who don't need every variable pinned down before they start. In addition to permanent placements, short-term contracts, temp-to-hire arrangements, and even one-week assignments are all part of the model. If the idea of trying a role at a distribution company for a few months before deciding whether it fits your long-term plan sounds appealing rather than anxiety-inducing, you're already thinking like a strong staffing candidate.
Greene shares an example: a candidate with years of restaurant management experience called a Kelly branch looking for a way out of the food industry. "We looked at his skill sets, and found people management, scheduling, inventory, operations. So we matched him with a supervisor role at a distribution company," she says. "He's been there two and a half years now."
That candidate didn’t have distribution experience, but what he did have was a willingness to let a recruiter identify transferable skills he might not have seen on his own. That flexibility could be what lands you the perfect job you didn’t know you wanted.
Many companies rely exclusively on staffing partners to source talent rather than posting on Indeed, LinkedIn, or other traditional job search points. Greene points to a large call center in Chicago that hires hundreds of remote workers every spring and summer through Kelly. "They never post those roles," she says. "If you're not working with a staffing partner, you would never know those opportunities exist."
Contract and temp-to-hire roles let you evaluate whether a company is genuinely a good fit before committing. "You're essentially window shopping from the lens of a job," Greene says. "You can get your foot in the door at a top Fortune 5 company that you wouldn't have in a traditional job search."
Staffing agencies cover an enormous range of industries and roles, but they're not the best fit for every situation. A few scenarios where a different approach may serve you better:
Your skill set is extremely niche. If there are only a handful of roles in the country that match your expertise, a staffing partner may not have the inventory to help. Greene is candid about this: "If your skill set is so specialized that there are only 15 of those roles in the country, that's probably not a staffing component." In that case, a targeted direct search through industry-specific job boards or professional associations may be more effective.
You already have strong hiring manager relationships. Staffing agencies provide the most value when the problem is access to decision-makers or visibility into opportunities you can't find on your own. If you already have both through a well-established professional network, you may not gain much from an intermediary.
You're set on one specific company and aren't open to contract work. The majority of staffing roles involve some form of temporary or contract arrangement first. About 73% of staffing employees work full time, but many started through a temp-to-hire path. The tradeoffs between recruiters, job boards, and direct networking look different depending on your industry and experience level, so it's worth understanding where each channel tends to perform best before committing to one approach.
You’ve decided to try out a staffing agency. Now it’s time to pick one. Not all agencies operate the same way, and the quality of your experience depends heavily on the partner you pick.
Check that the agency doesn't charge you anything. This is the most persistent misconception in the industry. "Reputable companies will never charge a fee," Greene says. The client company pays the agency for the recruiting service, not you. If anyone asks you for money up front, walk away: it could be a recruitment scam.
Ask whether they specialize in your field. Staffing agencies vary widely in focus. Some handle primarily light industrial placements. Others specialize in IT, finance, or engineering. Larger firms like Kelly organize their recruiting into specialty divisions with dedicated recruiters in each field, so you're working with someone who knows your industry rather than a generalist covering everything from forklift operators to software engineers.
If your recruiter doesn't know your field well, ask whether there's a colleague within the agency who does. “You want to make sure you're talking to someone who actually understands your skill set,” Greene says.
Pay attention to how they talk about your skills. A good recruiter will ask about your long-term career goals and assess whether your skills align with the roles they have available. A red flag is when a recruiter pushes you toward a role that clearly doesn't match your experience or interests. "They shouldn't be trying to fit a square peg into a round hole," Greene says.
Look at their job board. Most reputable staffing agencies maintain active, public job boards. Browse theirs before committing. If the roles listed don't align with your goals or the listings look sparse, that's useful information.
Beyond placement, the best staffing partners offer career coaching, resume support, and sometimes referrals to other organizations, like nonprofits and industry groups, that may serve you better than they can.
If you've been searching solo and the results aren't matching the effort, a staffing agency may be worth trying. The cost to you is zero, and you’ll get access to employers, career coaching, and hidden opportunities. The best way to find out whether you should work with a staffing agency is to talk to a recruiter and see how the conversation goes.
Ready to explore what's out there? Create a profile to connect with a Kelly recruiter who specializes in your industry. They'll help match your skills to opportunities you won't find on a job board.