Key Takeaways

Recruitment agency statistics in 2026 highlight the growing impact of AI, automation, and data analytics in improving hiring speed, candidate quality, and workforce planning.
Data and trends show a strong shift toward skills-based hiring, flexible staffing models, and sector-specific recruitment expertise across global markets.
Recruitment agencies are increasingly valued as strategic partners, using market insights, salary data, and compliance expertise to support long-term talent strategies.

The global recruitment industry is entering a defining phase in 2026, shaped by rapid technological advancement, shifting workforce expectations, economic uncertainty, and an increasingly competitive talent landscape. As organisations across industries struggle to secure skilled professionals, recruitment agencies have evolved from traditional hiring intermediaries into strategic workforce partners. Understanding the latest recruitment agency statistics, data, and trends has become essential for employers, HR leaders, staffing professionals, investors, and policymakers who want to make informed, future-ready decisions.

Top 100 Recruitment Agency Statistics, Data & Trends in 2026

In 2026, recruitment agencies are operating in a market influenced by artificial intelligence, automation, remote and hybrid work models, skills-based hiring, and cross-border talent mobility. Data-driven recruitment strategies are no longer optional; they are a core requirement for agencies that aim to remain competitive and credible. Statistics related to hiring volumes, time-to-hire, cost-per-hire, candidate experience, employer branding, and technology adoption now play a critical role in shaping recruitment outcomes. These numbers provide valuable insight into how agencies are adapting to talent shortages, changing candidate behaviour, and rising employer expectations.

This comprehensive guide on the top 100 recruitment agency statistics, data, and trends in 2026 brings together the most relevant and impactful insights from across the global staffing and recruitment ecosystem. It highlights how recruitment agencies are responding to skills gaps in technology, healthcare, finance, engineering, and emerging digital sectors. The data also reflects how agencies are supporting companies with workforce planning, diversity hiring initiatives, employer branding, and long-term talent retention strategies.

Recruitment agency statistics in 2026 also reveal significant shifts in candidate priorities. Job seekers are placing greater emphasis on flexibility, career development, purpose-driven work, and transparent hiring processes. As a result, agencies are refining their candidate engagement models, leveraging AI-powered sourcing tools, predictive analytics, and advanced applicant tracking systems to deliver faster, more personalised hiring experiences. The numbers show how agencies that invest in technology and data analytics consistently outperform those relying on traditional recruitment methods.

From a business perspective, recruitment agency data provides clarity on market growth, revenue trends, client demand, and regional hiring patterns. In 2026, the global recruitment market continues to expand, driven by digital transformation, startup growth, and the increasing reliance on external hiring expertise. Statistics related to agency specialisation, contract staffing, executive search, and international recruitment offer a clear picture of where the industry is heading and which segments are experiencing the strongest demand.

This introduction sets the foundation for a deep dive into the most important recruitment agency trends shaping 2026. It covers how agencies are using workforce data to advise employers on talent availability, salary benchmarks, and future hiring risks. It also examines the growing importance of compliance, ethical recruitment practices, and data privacy as agencies manage larger volumes of candidate information across multiple jurisdictions.

For employers, these recruitment agency statistics provide actionable insights to optimise hiring strategies, reduce recruitment costs, and improve talent quality. For recruitment professionals, the data highlights emerging opportunities, evolving client expectations, and the skills required to succeed in a highly competitive market. For job seekers and analysts, the trends offer a clearer understanding of how recruitment agencies influence hiring outcomes and career mobility in 2026.

By exploring the top 100 recruitment agency statistics, data points, and trends, this blog delivers a data-backed overview of the recruitment industry’s present state and future direction. It serves as a reliable reference for anyone seeking to understand how recruitment agencies are adapting, innovating, and driving workforce transformation in an increasingly complex global employment market.

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With over nine years of startup and business experience, and being highly involved in connecting with thousands of companies and startups, the 9cv9 team has listed some important learning points in this overview of Top 100 Recruitment Agency Statistics, Data & Trends in 2026.

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Top 100 Recruitment Agency Statistics, Data & Trends in 2026

The global recruitment and staffing market is estimated to reach a substantial size of 538,594.99 million USD in 2025, with reliable projections indicating it will expand further to 638,640.18 million USD by 2034, reflecting steady growth driven by evolving workforce demands and economic recovery trends.
Another comprehensive global staffing outlook projects that the overall staffing market will achieve a value of 650 billion USD specifically in 2025, marking an approximate 5% increase from the revenue figures recorded in the previous year.
In 2024, a total of 17 countries each generating staffing revenues exceeding 6 billion USD collectively accounted for 89% of the entire global staffing market share, underscoring the concentrated nature of the industry in key economies.
A detailed global recruitment services analysis estimates that the recruitment service market will reach between 650 and 680 billion USD by 2025, supported by a robust compound annual growth rate (CAGR) ranging from 12% to 15% extending through to 2030.
The United States staffing market generated an impressive revenue of 188.73 billion USD in 2024 and is forecast to experience 5% growth, pushing it to 198.17 billion USD in 2025 amid continued demand for flexible labor solutions.
The staffing market across the Americas is projected to contract by 9% in 2024, resulting in revenues declining to 207.6 billion USD, influenced by economic uncertainties and shifts in hiring patterns.
In Europe, 11 out of the 17 countries with staffing revenues surpassing 6 billion USD are situated within the EMEA region, highlighting a significant concentration and dominance of the market in that geographic area.
Germany’s staffing market produced 38.2 billion USD in revenue during 2023, while also recording 701,490 open positions in 2024, demonstrating persistent labor shortages and high activity levels.
France’s staffing industry achieved a revenue figure of 36.7 billion USD in 2023, positioning it as one of the leading markets in Europe for temporary and contract staffing services.
The Irish staffing market expanded by 3% in 2024 to attain 5.6 billion USD in total revenue and is anticipated to grow by 4% in 2025 followed by 5% in 2026, signaling optimistic prospects for agencies operating there.
Global recruitment revenue projections for 2025 specifically include 56 billion USD for the United Kingdom, 6 billion USD for Ireland, 6.6 billion USD for Sweden, 7.8 billion USD for Poland, and 50 billion USD for Germany, illustrating varied regional strengths.
There are nearly 26,000 staffing and recruiting agencies operating within the United States, with approximately 57% of those firms specializing in the temporary and contract staffing sector to meet short-term hiring needs.
U.S. staffing companies successfully connect around 11 million temporary and contract employees with work opportunities in a typical year, playing a crucial role in bridging employment gaps across industries.
In November 2025, the American Staffing Association Staffing Index achieved a level of 93, which translates to staffing employment being about 4.7% higher compared to the same week in 2024, indicating positive momentum.
A survey among staffing leaders revealed that 91% believe their firms will experience growth in 2024, with the majority specifically targeting expansion rates between 10% and 20% through strategic initiatives.
A recent survey of recruiters indicated that 61% expect the staffing market to remain stable as it heads into 2026, while the remaining respondents are evenly divided between anticipating expansion or potential contraction.
In a 2024 talent acquisition survey, 37% of respondents identified competition from other employers as their single biggest recruiting challenge, complicating efforts to attract top talent in a competitive landscape.
The same 2024 dataset reported that 33% of organizations are grappling with not having enough qualified people to fill their open positions, whereas 26% face the opposite issue of receiving too many candidates during the hiring process.
To enhance hiring flexibility, 47% of organizations are actively working to accelerate their overall hiring process, and 44% are integrating AI-powered technologies—a notable 10-percentage-point increase from levels seen in 2023.
For customers utilizing one large recruiting platform, the average time-to-fill for positions decreased by 7 days, dropping from 48 days in 2023 to 41 days in 2024, showcasing the impact of optimized tools and processes.
A 2024 report on job seekers revealed that 49% prioritize greater flexibility, particularly with remote work opportunities, when evaluating and deciding on potential job roles offered by employers.
The global staffing industry is projected to rebound to approximately 650 billion USD in 2025, representing about 5% growth over 2024 and signaling renewed confidence in flexible labor models among employers worldwide.
Analysts estimate that in 2025 the Americas, EMEA, and APAC regions will account for roughly 35%, 40%, and 24% of global staffing revenues respectively, illustrating how demand for agency services is distributed across major regions.
Following an approximate 9% contraction in 2024 to 207.6 billion USD, the Americas staffing market is forecast to grow by about 5% to reach 217.8 billion USD by the end of 2025, reflecting a moderate recovery path.
A 2025 staffing analysis notes that the United States, Japan, and the United Kingdom together generate over 50% of global staffing revenues, emphasizing the dominance of these three mature markets in the agency landscape.
Industry data show that staffing industry employment tends to grow between 2% and 4% per year on average, driven largely by employer demand for flexible workforce arrangements.
Across all segments, industrial, clerical, and healthcare staffing jointly account for roughly 60% of all temporary placements made by staffing and recruitment agencies, indicating where most contingent roles are concentrated.
Survey findings indicate that 71% of employers anticipate using more temporary workers in 2025, signaling stronger reliance on staffing and recruitment agencies to meet evolving labor needs.
In 2024, 61% of HR leaders reported difficulty hiring full‑time staff, a challenge that directly increases demand for external recruitment and staffing partners to fill critical roles.
Research shows that 31% of employers now outsource part or all of their recruitment process to staffing firms and recruitment process outsourcing (RPO) providers, demonstrating the continued expansion of hybrid recruiting models.
According to employer surveys, 46% of organizations rely on staffing firms to support warehouse and logistics operations, reflecting how agencies underpin labor supply in supply‑chain‑intensive sectors.
In January 2025, there were an estimated 7.74 million job openings in the United States, highlighting strong labor demand and a large pool of potential requisitions for recruitment agencies to service.
Across employers, the average cost per hire is reported at 4,700 USD, illustrating the significant financial stakes involved in recruitment decisions for organizations of all sizes.
The average time to hire across U.S. employers stands at 44 days, underscoring why many organizations engage recruitment agencies to accelerate sourcing and selection.
Data indicate that 98.4% of Fortune 500 companies use applicant tracking systems (ATS) in their hiring processes, providing a technology foundation that many recruitment agencies integrate with.
A 2024 benchmark notes that 44% of companies incorporated AI into recruitment that year, reflecting rapid adoption of automation and intelligent tools by both in‑house teams and agencies.
Labor statistics show that in a recent month employers made 5.1 million hires in the U.S., corresponding to a hiring rate of 3.2%, which recruitment agencies help to support through placements and sourcing.
In the same dataset, there were 7.2 million job openings but only 5.1 million hires, evidencing a structural hiring gap that creates ongoing opportunities for recruitment agencies to close supply–demand mismatches.
A 2025 recruitment report finds that 83.7% prime‑age labor force participation means nearly every “employable” person is already employed, making passive‑candidate sourcing a critical function for agencies.
Surveyed leaders report that 92% plan to increase investments in AI for recruitment, a trend that directly influences the tools and platforms used by staffing and recruitment agencies going into 2026.
Evidence from skills‑based hiring initiatives shows that focusing on skills rather than degrees can expand candidate pools by 6.1 times, giving agencies that adopt skills‑based screening a measurable sourcing advantage.
A 2024 talent acquisition report indicates that competition from other employers was cited as a top recruiting challenge by 37% of respondents, up from 30% in 2023, showing intensifying rivalry that agencies must navigate.
The same report notes that 33% of hiring leaders struggled with not having enough people to fill open positions in 2024, compared with only 3% reporting that issue in 2023, representing a dramatic year‑over‑year shift.
Additionally, 26% of decision‑makers said they faced too many candidates applying for open positions in 2024, up slightly from 24% in 2023, increasing the screening load often delegated to agencies.
Among reported hiring challenges, 22% of respondents highlighted their company’s inability to offer remote or hybrid work as a barrier, limiting attractiveness to candidates and impacting agencies’ placement success.
Poor communication from candidates during the hiring process was identified as a top challenge by 21% of talent acquisition leaders, adding friction that recruiters and agencies must manage.
One benchmark shows that 20% of organizations cited an inability to compete on salary requirements as a major hiring challenge, requiring agencies to manage expectations on both employer and candidate sides.
Recruitment spending data reveal that employer branding remained the top area where talent teams planned to increase recruiting spend, rising by 14 percentage points from 50% in 2023 to 64% in 2024.
A majority of other recruiting investment categories hovered between 40% and 44%, including increased spending on job advertising and related recruitment channels in 2024, which often flow through agency partnerships.
In 2023–2024, staffing firms reported that employment in the sector typically rises 2–4% per year, aligning with BLS‑documented trends of incremental growth tied to employer demand for contingent labor.
A 2025 recruitment‑statistics compilation notes that 60% of temporary placements are concentrated in industrial, clerical, and healthcare roles, underscoring these as core verticals for many recruitment agencies.
Within logistics and warehousing, 46% of employers surveyed indicated that they specifically rely on staffing partners to meet labor needs, confirming the centrality of agencies in this segment.
In a broad HR survey, 31% of employers reported outsourcing part or all of their recruitment process to external staffing firms, marking a substantial penetration of RPO and agency models.
A staffing industry snapshot from 2024 shows that 71% of employers are planning increased use of temporary workers in 2025, which directly expands the addressable market for recruitment agencies.
Among HR leaders, 61% described hiring full‑time staff as difficult in 2024, intensifying their reliance on external agencies and specialized recruiters for hard‑to‑fill roles.
In the U.S. nursing home sector, 13.8% of facilities had agency staff present every day, revealing significant dependence on staffing firms to fill direct‑care nursing gaps.
Financial comparisons show that agency staff in nursing homes were 50–60% more expensive per hour than directly employed nursing staff, highlighting the premium cost of agency‑supplied labor.
A hospital‑based study notes that in 2023 China’s birth rate reached only 6.39%, a demographic trend that can prompt hospitals to reassess staffing, potentially shifting demand patterns for healthcare recruitment agencies.
A labor‑market analytics study in Russia processed 5,347,805 texts of resumes and job postings from 2019 to 2024 using NLP, providing a large empirical base for understanding recruitment patterns and competency demands.
This same study constructed two hierarchical taxonomies consisting of 55 competency parameters and 423 groups of job responsibilities, which can inform how agencies structure job descriptions and candidate profiles.
A global staffing status update in May 2025 reiterates that the U.S. market experienced a 10% revenue decline to 188.7 billion USD in 2024, followed by a projected 5% recovery to 198.2 billion USD in 2025.
According to that 2025 update, Europe is expected to see low single‑digit growth overall, with Southern Europe leading regional expansion in staffing demand.
The same status report highlights APAC as the fastest‑growing region, with countries including China, India, Indonesia, Vietnam, and the Philippines experiencing strong double‑digit growth in staffing and recruitment activity.
A recruitment‑statistics overview notes that there were 7.74 million job openings in January 2025 in the U.S. labor market, reflecting sustained high vacancy levels that recruitment agencies can help to address.
It also shows that the average time to hire of 44 days compares with a time‑to‑fill of 41 days for customers using certain advanced recruiting platforms, indicating a 3‑day efficiency advantage from optimized systems.
The same benchmarks suggest that reducing time‑to‑fill from 48 to 41 days over 12 months represents a 14.6% decrease in time‑to‑fill, a gain driven in part by AI‑powered and automated recruiting processes.
In surveys of HR decision‑makers, 47% reported working specifically to speed up hiring in 2024 by revising processes and adopting new tools, which often include partnerships with external recruitment agencies.
Additionally, 44% of organizations indicated that they had already incorporated AI‑powered technologies into their recruiting workflows in 2024, up roughly 10 percentage points from the previous year, fueling the “Recruitment 4.0” trend.
Within the same research, 22% of respondents identified lack of remote or hybrid options as a barrier to hiring, which affects how agencies market roles and negotiate offers with candidates.
Poor candidate communication was a pain point for 21% of employers, pushing many to lean more heavily on agencies’ candidate‑management expertise to mitigate drop‑offs and ghosting.
An inability to meet candidate salary expectations was problematic for 20% of employers in 2024, often requiring agencies to facilitate more nuanced salary negotiations and market‑rate education.
Employer branding investments were planned by 64% of talent teams in 2024, compared with 50% in 2023, reflecting a 14‑percentage‑point rise that benefits agency‑led branding and sourcing campaigns.
Many other recruiting‑spend categories, such as job advertising and recruiting technology, saw planned increases in the 40–44% range, signaling continued financial commitment to recruitment infrastructure.
In one 2025 compilation, 98.4% of Fortune 500 organizations were reported to be using applicant tracking systems, making ATS integration a near‑universal requirement for recruitment agencies supporting these clients.
The same source reports that 44% of companies had integrated AI into recruitment processes by 2024, which often includes AI‑driven sourcing, screening, or matching tools that agencies also adopt.
For January 2025, the 7.74 million job openings figure is paired with strong hiring but still leaves a sizable shortfall, reinforcing the need for agencies to proactively source talent to fill the gap.
A U.S. recruitment statistics analysis notes that the quit rate remained steady at 1.9%, showing that while the “Great Resignation” wave has subsided, voluntary turnover still sustains demand for replacement hiring.
That same analysis indicates that there were 7.2 million openings and only 5.1 million hires in one month, suggesting that roughly 29% of open roles remained unfilled, a gap where recruitment agencies can intervene.
A BLS‑based snapshot shows that 83.7% of prime‑age adults participate in the labor force, which limits the pool of unemployed candidates and makes proactive outreach, a key agency function, more critical.
Surveyed business leaders reveal that 92% intend to increase AI investments, many of which will target recruitment and HR automation, further transforming agency operations by 2026.
Evidence suggests that employers that adopt skills‑based hiring can expand their candidate pools by 6.1 times, giving recruitment agencies that champion this approach a quantifiable competitive edge.
A staffing industry article notes that industrial, clerical, and healthcare segments account for approximately 60% of agency‑driven temporary placements, underscoring where agencies should focus vertical specialization.
The same piece reports that workforce flexibility is a strategic priority for many employers, with 71% expecting to use more temporary workers in 2025, reinforcing medium‑term growth prospects for agencies.
According to survey findings, 61% of HR leaders find full‑time hiring difficult, while 31% outsource some or all recruitment to staffing firms, showing how hiring challenges directly correlate to agency usage.
ASA data summarized in 2025 show that the staffing industry remains highly fragmented, with tens of thousands of small and mid‑sized agencies rather than a few dominant players, shaping competitive dynamics.
U.S. staffing firms collectively place around 11 million temporary and contract workers annually, which, when compared against national employment, represents a substantial share of workforce flows.
The American Staffing Association Staffing Index reading of 93 in November 2025, about 4.7% higher than a year earlier, indicates a notable rebound in agency employment levels.
There are nearly 26,000 staffing and recruiting agencies in the U.S., of which about 57% focus on temporary and contract staffing, showing a majority orientation toward contingent work.
Staffing leaders’ optimism is reflected in the 91% who expect their firms to grow in 2024, with many targeting 10–20% expansion, which sets expectations for continued scale‑up into 2025–2026.
The Irish staffing market, measured at 5.6 billion USD in 2024 after 3% growth, is forecast for 4% growth in 2025 and 5% in 2026, illustrating a compounding growth path over three consecutive years.
Germany’s staffing revenues of 38.2 billion USD in 2023, combined with 701,490 open positions recorded in 2024, underline both the market size and the acute vacancies that agencies help to address.
France’s staffing market revenue of 36.7 billion USD in 2023 positions it closely behind Germany in Europe’s staffing hierarchy, collectively forming a major portion of EMEA agency turnover.
Among countries forecast for 2025, the U.K. is projected at 56 billion USD in staffing revenue, Germany at 50 billion USD, Sweden at 6.6 billion USD, Poland at 7.8 billion USD, and Ireland at 6 billion USD, illustrating the scale of key European markets.
In the set of 17 countries with staffing revenues exceeding 6 billion USD in 2024, those nations accounted for fully 89% of global staffing revenue, emphasizing how concentrated the industry is among top markets.
Of those 17 high‑revenue countries, 11 are in the EMEA region, evidencing the region’s heavy representation among the world’s largest staffing markets.
The global recruitment and staffing market value of 538,594.99 million USD in 2025, as estimated in one industry report, implies that projected growth to 638,640.18 million USD by 2034 would add about 100 billion USD over nine years.
A separate market analysis estimating global recruitment services at 650–680 billion USD by 2025, with a 12–15% CAGR through 2030, signals potential for the market to more than double over a decade if growth persists at the high end of that range.
The Americas’ share of global staffing revenues at roughly 35% corresponds to about 227.5 billion USD of a 650‑billion‑USD market, while EMEA’s 40% share corresponds to roughly 260 billion USD, and APAC’s 24% to around 156 billion USD, giving agencies region‑level revenue benchmarks.
A 10% decline in the U.S. staffing market to 188.7 billion USD in 2024 followed by a projected 5% rise to 198.2 billion USD in 2025 illustrates the cyclical sensitivity of the agency market to macroeconomic conditions.
The forecast of global staffing industry size reaching about 650 billion USD in 2025, combined with typical 2–4% annual employment growth in the sector, suggests that both revenue and headcount within recruitment agencies are on track for moderate expansion into 2026.

Conclusion

As the recruitment landscape continues to evolve at an unprecedented pace, the insights drawn from the top 100 recruitment agency statistics, data, and trends in 2026 clearly demonstrate how critical adaptability, technology, and data-driven decision-making have become. Recruitment agencies are no longer operating in a purely transactional hiring model. Instead, they are playing a central role in shaping workforce strategies, guiding employers through talent shortages, and helping candidates navigate an increasingly competitive job market.

The data highlights that recruitment agencies in 2026 are deeply influenced by artificial intelligence, automation, and advanced analytics. Agencies that actively invest in AI-powered sourcing, candidate screening, and workforce intelligence are achieving faster hiring cycles, improved candidate quality, and higher client satisfaction. These statistics reinforce the importance of digital transformation as a core driver of recruitment performance rather than a supporting function.

Another key takeaway from the trends is the growing emphasis on skills-based hiring over traditional qualifications. Recruitment agencies are increasingly relying on data to identify transferable skills, assess future workforce needs, and support employers in building agile, future-ready teams. This shift is particularly evident in technology, healthcare, renewable energy, and other high-growth sectors where demand continues to outpace supply. The numbers clearly show that agencies with niche expertise and sector specialisation are better positioned to deliver long-term value.

The recruitment agency statistics in 2026 also reflect major changes in candidate expectations. Flexibility, remote and hybrid work options, career development, and transparent hiring processes are now essential factors influencing job acceptance rates. Agencies that prioritise candidate experience, employer branding insights, and personalised engagement strategies are seeing higher placement success and stronger talent pipelines. These trends underline the importance of balancing employer needs with candidate aspirations in a competitive hiring environment.

From a business and market perspective, the data confirms steady growth across the global recruitment industry. Contract staffing, executive search, international recruitment, and project-based hiring continue to gain momentum as companies seek more flexible workforce solutions. Recruitment agencies are increasingly valued not only for filling vacancies but also for providing labour market intelligence, salary benchmarking, compliance guidance, and workforce planning support.

The trends also highlight the increasing importance of ethical recruitment practices, diversity and inclusion initiatives, and data privacy compliance. As agencies handle larger volumes of candidate data across multiple regions, maintaining trust, transparency, and regulatory alignment has become a defining factor in long-term success. Statistics show that agencies committed to responsible recruitment practices are building stronger reputations and more sustainable client relationships.

In summary, the top 100 recruitment agency statistics, data, and trends in 2026 provide a clear and comprehensive picture of an industry undergoing strategic transformation. They reveal how recruitment agencies are leveraging data, technology, and market insights to remain relevant, competitive, and impactful. For employers, these insights offer guidance on choosing the right recruitment partners and refining hiring strategies. For recruitment professionals, they highlight the skills, tools, and approaches needed to thrive. For analysts and job seekers, they offer a deeper understanding of how recruitment agencies shape employment outcomes in a rapidly changing global workforce.

As the demand for skilled talent continues to rise and workforce dynamics become more complex, these recruitment agency statistics serve as a valuable benchmark for understanding where the industry stands today and where it is heading next.

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Sources

Industry Research Biz – Recruitment & Staffing Market Report
QX Global Group – Global Staffing Market Trends
Research and Markets – Recruitment Agency Market
Workwell Global – Global Staffing Industry Trends 2025
Workwell Solutions – Why Agencies Are Entering Global Recruitment
AltLINE – Staffing Recruitment Statistics
Staffing Hub – Key Trends in Staffing Industry 2025
Staffing Hub – 61% Recruiters Predict Market Stability 2026
Lever – Talent Acquisition Trends Recruiter Nation 2024
Jobvite – Talent Acquisition Trends Recruiter Nation 2024
Talent Intelligence – Global Staffing Market Outlook 2025
EZ Staffing Factoring – Staffing Industry Statistics 2025
B2B Reviews – Recruitment Statistics 2025
High5Test – Recruitment Statistics 2024-2025
GlobeNewswire – Employ Recruiter Nation Report 2024
Jobvite PDF – Employ Recruiter Nation Report 2024
PMC – Nursing Homes Staffing Agencies
Frontiers – Occupational Stress Among Nurses China 2023
RCSI Journals – Intelligent Text Analysis Resumes Vacancies
LinkedIn – Global Staffing Status May 2025

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Top 100 Recruitment Agency Statistics, Data & Trends in 2026

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