A locally owned Snelling office gives employers a direct line to an owner who knows the local market and can decide on the spot. It’s backed by a 100% E-Verified workforce, client-specific safety training, liability and workers’ comp coverage, and a national account team for multi-market needs.
Nearly 7 in 10 HR professionals say they’re having trouble recruiting full-time employees, according to SHRM’s 2026 Talent Trends research. With 7.1 million job openings in August 2026, according to the Bureau of Labor Statistics, there’s no shortage of companies chasing the same people.
When a staffing problem lands on your desk on a Thursday afternoon, the question that matters most is simple: Who picks up the phone?
At a big, centrally managed agency, it might be a call center or an account rep three time zones away. At a Snelling office, it’s often the owner. We asked Snelling owners and operators across the country what clients get from that setup: a local partner who knows the market and answers for the results, backed by a national brand that’s been staffing America since 1951. Here’s what they told us, in their own words.
What Can a Local Staffing Owner Do That a Big Agency Can’t?
The short answer: make a decision. April Vaughn has been a Snelling owner and operator in North Texas for more than 28 years, and she owns Snelling Sherman, TX and Snelling Denton, TX. She calls recruiting in that market her life’s work.
“When a client calls, they can talk directly to the person who owns the business and can make a decision,” Vaughn said. “I know our local employers, understand the skill sets they need, and have a personal stake in getting it right. My name and reputation are attached to the work we do.”
No Layers Between You and an Answer
Matthew Trimble, president of the Snelling offices in Temple, Waco, Katy, Sugar Land, and Bryan, TX, hears the same thing from his clients.
“I think the biggest advantage of being a locally owned Snelling office is that our clients know exactly who they’re working with. We’re part of the same communities, we understand the local workforce, and we’re personally invested in their success,” Trimble said. “When something comes up, our clients can pick up the phone and call me directly. They don’t have to work through layers of management to get an answer.”
Some of his client relationships go back more than 15 years. “That kind of trust doesn’t happen overnight,” he said.
They Hire in Your Market, So They Know Your Market
Jamie Ricks, general manager of Snelling Odessa, TX, says a local office lives with the same hiring conditions its clients do.
“We understand the market and the hiring challenges that our clients face, as we face those same challenges and work on ways to overcome them,” Ricks said. “We are also personally vetting our candidates that are coming in and seeing them in person, vs. just doing everything from a distance and over the phone.”
That face time goes both ways. Ricks’ team meets clients on-site so they can “see their work environment, and truly understand their business, needs, and pain points.”
Jamie Howard, operations manager at Snelling Birmingham, AL, puts it plainly: “We know the Birmingham market, understand our clients’ businesses, and build relationships that go beyond filling a position. We can tailor our recruiting approach to each client’s specific needs and take personal responsibility for delivering the right talent.”
What Happens When an Employer Trades a Local Partner for a Remote One?
Ricks has watched this play out firsthand. One of her office’s biggest clients was bought by a new company that brought in its own staffing agency, one with no presence in Odessa.
“We still have a relationship with that client, and they have let us know that they have been struggling with the hiring process ever since they have had to move to an out-of-town agency, and it is hurting their production,” Ricks said.
It’s a good reminder that a staffing contract is only as strong as the people working it. Distance shows up on the production floor.
How Does the Snelling Brand Back Up a Local Office?
Local ownership is only half the model. The other half is the national bench behind each office. Snelling opened its first office in Philadelphia in 1951 and, starting in 1956, built a franchise model around locally owned offices. Today, those offices share systems, training, and support that would be hard for a single independent agency to build.
“Having Snelling behind us means I can focus on those relationships with the support of a national network, training, and established systems,” Vaughn said. “Clients get a local owner they can call directly, backed by resources that would be difficult to build independently.”
Here’s what that backing looks like day to day, according to owners:
- Safety training. “Through the Snelling network, we have received client-site safety training, and our entire team has had the opportunity to become OSHA 10 certified,” Ricks said. That matters because staffing firms and host employers are jointly responsible for keeping temporary workers safe, according to OSHA. The 10-hour card comes from OSHA’s Outreach Training Program, which trains workers on common job hazards.
- Verification and compliance. Snelling’s workforce is 100% E-Verified. Sirena and Anthony Carnevale, owners of Snelling Middlesex, NJ, add their own layer: “We also take steps to confirm that the person we hire is the person who arrives for work.”
- Legal guidance. “We also have access to a corporate legal team that we can turn to for guidance when questions or concerns arise while serving our clients,” Ricks said.
- Reporting and account tools. Snelling clients get Quarterly Business Reviews and online account management for staffing tools, invoices, and reporting. The Carnevales say “daily communication, useful staffing reports, and verification processes supported by Snelling’s tools” keep things running smoothly.
- A national network. When a client’s needs reach beyond one office’s territory, other Snelling offices can step in. More on that below.
Howard sums it up: “The Snelling brand helps us with the resources, tools, training, and national network of an established brand, but we can still provide the personal attention of a locally owned business.”
Can a Local Staffing Partner Keep Up When Your Business Grows?
This is where the national bench earns its name. Steve Ueland, franchise owner of Snelling Grand Rapids, MI and Snelling Kalamazoo, MI, says most of his clients have been with him for more than 10 years, partly because the relationship grows with them.
“One of the key benefits of combining a national footprint with local ownership is our ability to scale alongside our clients,” Ueland said. “As they grow or face needs outside their current city, we can help solve their challenges while maintaining local relationships and providing immediate service.”
Ricks saw the same thing when one of her clients needed staff in a location outside his area. “Our corporate office was able to assist us in passing on this business to another office that could serve them locally in that location,” she said. The client kept a local partner in both places.
Speed Without Starting Over
Scale also means speed. The Carnevales have supported a global manufacturer with about 1,500 employees for nine years, staying a steady partner through several changes on the client’s HR team. One of them brings operational experience in manufacturing, which helps the office see things from the client’s side.
“When their staffing needs increase, we respond quickly, often having field staff ready to start the next day,” they said. Their office recruits for everything from entry-level workforce roles to technical specialties, plus office and accounting staff.
How Do Snelling Owners Take Hiring Risk Off Your Plate?
Jennifer Collins-Williamson, franchise owner of Snelling Jackson, TN, runs her office on what she calls an Always Hiring philosophy.
“Because we’re always hiring, we work from a large, current pool of people. That lets us screen according to each organization’s criteria, job description, and qualifications, with quicker placements because of that initial screening,” she said.
Her team also takes time to get to know the people it places, so each match works for both sides. For clients, that means room to test the fit before committing. “Clients get time to see if a qualified worker is a good fit for the company without assuming all the risk associated with the entire hiring process. We handle that for them,” she said. That frees employers to focus on their production goals and their own customers.
Or, as Collins-Williamson put it: “Teamwork makes the dream work.”
It’s the same idea behind Snelling’s temp staffing, temp-to-hire, and direct hire options: try the fit first, then hire with confidence.
What Should Employers Look for in a Staffing Partner?
We asked owners what they’d want a local employer to know before signing with anyone. Their answers point to five questions worth asking any agency:
- Do they understand my business? “Choose a partner who takes the time to understand your business, communicates honestly, and stands behind the people they place,” Howard said.
- Do they recruit, or just send resumes? “What I want employers to know is that we don’t just fill an order. We recruit,” Vaughn said. “Understanding your business, asking the right questions, and being honest about what it will take to find the right people are all part of that relationship.”
- Will they show up when things go wrong? “I’ve always believed staffing is really a relationship business. Anyone can send resumes, but being there when things don’t go as planned, following through on your word, and treating people right is what makes the difference,” Trimble said.
- Are they in it for the long haul? “We see their success as our own success. We want to work alongside them to find the right people for their business, not just the quickest placement,” Ricks said.
- Will they keep you in the loop? The Carnevales say employers “should expect a staffing partner who understands their business, communicates well, and follows through.”
Get a Local Owner with a National Bench Behind Them
Every Snelling office is locally owned and operated, and every one is backed by the systems, training, and reach of a national brand with 75 years in staffing. You get an owner you can call directly, plus a network and national account team that can support you across cities and states.
If you’re weighing your staffing options, start with a conversation. Connect with your local Snelling office to talk through your hiring needs with someone who knows your market and has their name on the door.
Frequently Asked Questions
Snelling by the numbers
- 75+ years of staffing experience, since the first Snelling office opened on Market Street in Philadelphia in 1951
- 86 locations nationwide, each with a local team that knows its market
- One centralized national accounts team managing multi-location hiring through a single point of contact
- 100% E-Verified workforce
- 5 primary industries served: light industrial, professional, hospitality, healthcare and logistics
- 4 times a year: Quarterly Business Reviews covering performance, staffing results and workforce trends
- 24/7 access to staffing tools, invoices and reporting through Snelling’s secure online account management system
What Is the Difference Between a Local Staffing Owner and a Large Staffing Agency?
The main difference between a local staffing owner and a large, centrally managed agency is who you deal with. At a locally owned Snelling office, you can call the owner directly, and that person can make decisions on the spot. Larger agencies often route requests through account reps and layers of management.
Does a Locally Owned Staffing Office Have Access to National Resources?
Yes, a locally owned Snelling office has national resources behind it. Owners point to client-site safety training, E-Verify, corporate legal guidance, reporting tools, and a nationwide network of offices. You can see the full range on Snelling’s capabilities page.
Can a Local Staffing Agency Help If My Company Has Locations in Other Cities?
A local Snelling office can help when your company grows into other cities. Owners can tap the Snelling network to connect you with another locally owned office in the new market, so you keep a local partner in each location. Larger, multi-market clients can also work with Snelling’s national account team.
E-Verify. Snelling’s workforce is 100% E-Verified. E-Verify is the federal online system that confirms a new hire’s eligibility to work in the U.S., so employers know the person starting on Monday has been checked before they walk in. Sirena and Anthony Carnevale add a layer of their own: “We also take steps to confirm that the person we hire is the person who arrives for work.”
Liability and workers’ comp coverage. Snelling’s temp staffing and temp-to-hire solutions include liability and workers’ comp coverage. It’s one of the first things to ask any staffing partner before you sign, and your local Snelling office can walk you through exactly what’s covered.
Who Is Responsible for the Safety of Temporary Workers?
Both the staffing agency and the host employer share responsibility for temporary worker safety, according to OSHA. Agencies often handle general safety training, while the host employer covers hazards specific to its own site. Snelling’s hiring process includes client-specific safety training for that reason.
How Fast Can a Local Staffing Office Fill Open Positions?
How fast a local staffing office can fill open positions depends on the role and the market. Many Snelling owners keep a current pool of screened candidates, and some, like Snelling Middlesex, NJ, often have field staff ready to start the next day when a client’s needs spike.
What Industries Does Snelling Staff?
Snelling staffs roles across light industrial, professional, hospitality, healthcare, and logistics. That covers everything from warehouse and assembly roles to accounting, IT, guest services, and CNAs. The talent solutions page breaks down each area.
What Should I Ask a Staffing Agency Before Signing On?
Before signing on with a staffing agency, ask how well they’ll get to know your business, how they recruit and screen, and how they communicate when something goes wrong. Snelling owners also suggest asking whether the agency is focused on the right fit or just the quickest placement.
