Green Key Resources cares deeply about developing personal, lasting relationships with our clients.
Our mission at Green Key Resources is to create connections between our candidates and the clients that we serve. We are dedicated to helping everyone we work with build a better future through our strong industry connections, adherence to ethical hiring practices, and commitment to a holistic, people-first recruiting philosophy.
Explore Our Practice Areas
Green Key Resources
The way the world works is always evolving.
Helping you navigate that evolution
IS OUR JOB.
We are Your Strategic Partner
Making Career Dreams a Reality
Providing exceptional service and solutions that meet the needs of both candidates and clients
Green Key Resources
Subscribe To Our Newsletter
4.7 Google Rating
Candidate Satisfaction
Client Satisfaction
Green Key News
#WeAreGreenKey: Spotlight on Lauren Pratt
Welcome back to #WeAreGreenKey, where we shine a spotlight on our powerhouse recruiting team.
We recently met up with Lauren Pratt, Executive Director on the Architecture, Engineering and Construction team at Green Key. Lauren started her career at Green Key in 2022, with 6 years of previous recruiting experience. As an expert in her field, she works within the Architecture, Engineering and Construction team focusing on the construction side of the business for the Southeast US.
How did you first get started in Architecture and Engineering recruiting?
Honestly, just at the right place at the right time! My undergraduate degree is in Petroleum Engineering (I chose to follow in my dad’s footsteps). I worked within the oil and gas industry early in my career and when we went through a downturn, I interviewed with a recruitment company who helped hire within O&G. They asked me to come work for them and build out a technical discipline, which was construction. I ended up loving the juxtaposition of the technical aspect with the personality and sales piece of the candidate and client side and never looked back!
What motivated you to pursue a career in this niche?
I grew up in a family that pursued very technical careers, so I was a bit naive to the niche in general. I ended up loving the detail and technicality I could bring to the role with my more unique background, paired with the personality and sales piece. To me, recruitment is like a puzzle – finding out the details and pairing the right candidates and clients together. That gives me a lot of fulfillment when it comes together and knowing you are helping further a candidate’s career or helping a company continue to grow with a great hire.
What have been some of the most rewarding aspects of your career?
From a personal aspect, nothing will ever top a grateful candidate or client – the call, the text, the LinkedIn recommendation – knowing that you have made a positive impact. From a professional aspect, being able to work in a sales role allows you to get out what you put in – and to be compensated for that success.
How do you identify and attract top talent in the Architecture, Engineering, and Construction fields?
We as a team have a great track record in the space, which helps attract talent through reputation and referrals, but it’s really just continuing to make a name for yourself in the industry – going above and beyond for our candidates and clients and that translates into other people wanting to work with us as well. We utilize LinkedIn and our networks extensively; we continue to stay on top of new technology and are not afraid to try something new if it means bringing in new talent from either a candidate or client side!
How do you stay updated on industry trends and developments to better serve your clients and candidates?
Straight from the source – the best is always through candidates and clients as they are the ones in it every day. We also have websites and tools we utilize as well and always share information and articles across the team collaboratively.
What are some key factors that clients typically consider when selecting candidates for Architecture and Engineering positions?
I can only speak to construction and development specifically, but we look for alignment in project portfolio, tenure, who they work for, what they are looking for in a new role, and compensation and where applicable, dig into those pieces so we can paint a clearer picture for our clients when representing these candidates.
2024 marks 20 years of Green Key and how would you describe your experience since starting here?
Rewarding – from a compensation perspective and a mental health perspective. I appreciate the autonomy and flexibility granted to you here to run a business, the capability to offer input on things like new tech or processes. I love the team I work on here and am grateful to get to work with them every day!
Nursing Home Minimum Staffing Rule: Finalized New Mandate
Nursing home staffing is a critical component of resident care and safety. Recent federal mandates have underscored the importance of adequate staff in these facilities, particularly in light of the challenges faced during the pandemic.
The pandemic exposed the vulnerabilities within nursing homes, revealing the devastating consequences of understaffing. Inadequate staffing levels contributed to the spread of infections and compromised resident care. The need for sufficient staff to provide quality care and ensure resident safety has never been more evident.
Key Points of the Mandate
According to a fact sheet published by the White House, “The Nursing Home Minimum Staffing Rule finalized today will require all nursing homes that receive federal funding through Medicare and Medicaid to have 3.48 hours per resident per day of total staffing, including a defined number from both registered nurses (0.55 hours per resident per day) and nurse aides (2.45 per resident per day). This means a facility with 100 residents would need at least two or three RNs and at least ten or eleven nurse aides as well as two additional nurse staff (which could be registered nurses, licensed professional nurses, or nurse aides) per shift to meet the minimum staffing standards. Many facilities would need to staff at a higher level based on their residents’ needs. It will also require facilities to have a registered nurse onsite 24 hours a day, seven days a week, to provide skilled nursing care, which will further improve nursing home safety. Adequate staffing is proven to be one of the measures most strongly associated with safety and good care outcomes.”
The fact sheet also stated, “To make sure nursing homes have the time they need to hire necessary staff, the requirements of this rule will be introduced in phases, with longer timeframes for rural communities. Limited, temporary exemptions will be available for both the 24/7 registered nurse requirement and the underlying staffing standards for nursing homes in workforce shortage areas that demonstrate a good faith effort to hire.”
Industry Opinions
Some experts raise concerns about the feasibility of meeting the mandated requirements, citing the ongoing challenges of staffing shortages within the industry. According to Skilled Nursing News, “Katie Smith Sloan, president and CEO of LeadingAge, criticized the rule for not including any support for recruitment and training of needed staff. “How can providers hire more RNs when they do not exist?” she said in a statement. “Nurse aides, who are the backbone of aging services, are also in short supply – yet again, the rule does not include support to recruit, train and hire more of these critical workers. By the Centers for Medicare and Medicaid Services’ (CMS) estimate, the rule will add to providers’ financial burden – by $43 billion, over 10 years.”
To address these concerns, the rule will be implemented gradually, allowing nursing homes time to hire additional staff and adjust to the new requirements. This phased approach aims to minimize disruptions to resident care while ensuring compliance with the mandate.
Particular attention will be paid to the challenges faced by rural communities, where recruiting and retaining staff may be more challenging.
The new nursing home staffing mandate represents a pivotal moment in prioritizing resident care and safety. By establishing minimum staffing ratios and requiring 24/7 RN coverage, the mandate aims to address longstanding challenges within the industry. While concerns about staffing shortages persist, the potential positive impact on residents’ well-being cannot be overstated.
If you are looking to transition into a new role within the healthcare industry, be sure to check out our jobs page for our recent postings and to connect with one of our industry expert recruiters.
March Jobs Report: Unexpected Strength
Despite economists’ forecasts of a slowdown in job growth and a weakening labor market due to 11 anticipated interest rate hikes, the latest jobs report for March delivered unexpected results. According to CNN, “Employers added 303,000 jobs in March, the Bureau of Labor Statistics reported. The unemployment rate fell to 3.8% from 3.9% the month before.”
CNN, went further to highlight that, “Annual wage gains slowed to 4.1% from 4.3%, a trajectory likely welcomed by the Federal Reserve in its efforts to tame inflation but yet a still-strong rate to help Americans recapture earnings that were decimated by the pandemic and high inflation. “Today’s jobs report raises the possibility that rather than slowing down, job growth might be holding steady,” Nick Bunker, Indeed Hiring Lab’s economic research director for North America, said in a statement. “But this strength is coming from sources that are more sustainable than those that fueled the burst of gains in 2021. March’s jobs numbers were uniformly strong, and upticks in the employment-population ratio and labor force participation in particular suggest that demand for workers is not outstripping supply, like it was a few years back.”
Which sectors added the most jobs?
USA Today stated, “Last month, health care and social assistance led the job gains with 81,000. The public sector, mostly local governments, added 71,000; construction, 39,000; and leisure and hospitality, which includes restaurants and bars, 49,000.” However, its mainly government healthcare and hospitality jobs driving the trend which could lead to, “…a labor market that would downshift dramatically in coming months,” as reported by USA Today.
Why are we seeing this trend now?
Even though it may look like things are tough for candidates, the job market is on its way up. According to Forbes, “The brighter outlook was due to the decrease in the Consumer Price Index (CPI) and a significant boost to the stock and bond markets. The decline in the CPI and the potential for inflation stabilization led to investors’ optimism.”
March’s job report defied expectations highlighting resilience of the US labor market and providing insight into broader economic trends. While challenges remain, the data points to a strong foundation for continued growth. If you’re looking for a new role, our team of seasoned experts are ready to partner with you. Be sure to check out our jobs page to check out open roles.
#WeAreGreenKey: Spotlight on Lucas Leitenberger
Welcome back to #WeAreGreenKey, where we shine a spotlight on our powerhouse recruiting team.
We recently met up with Lucas Leitenberger, Account Executive on the Architecture, Engineering and Construction team at Green Key. Lucas started his career at our firm in 2022, after having worked in the recruiting industry for 2 years. As a seasoned staffing industry professional, he now works with clients and candidates in the Pennsylvania and Ohio markets.
How did you first get started in Architecture and Engineering recruiting?
I originally started working as a construction recruiter with another recruiting agency. From there I saw early success and was promoted to an architecture sales position that focused on contract to hire basis in the Pittsburgh market. Since I made the transition to Green Key, I’ve been able to run a business of my own with an increased territory in Pennsylvania & Ohio.
What motivated you to pursue a career in this niche?
Architecture is something that I sincerely find interesting. I was never talented enough to be much of a designer/drawer, so I have such a profound respect for the creatives that make our built environment come to life. This role allows me to utilize my sales skills while also working within an industry I have interest in.
What have been some of the most rewarding aspects of your career?
I saw a report that said 20 to 25% of your life is spent at your workplace. So, I think the least that you could really ask is that you’re fairly compensated and comfortable in a place where you spend a quarter of your time. Many candidates we talk to mention the issues of being overworked or underpaid. So, it has been really rewarding to help change someone’s well-being by placing them into a role where they feel appreciated and fairly compensated.
How do you identify and attract top talent in the Architecture and Engineering fields?
We use LinkedIn heavily, there’s a lot of communication, a lot of marketing, and a lot of interactions within our community there. So, it’s always been important to be active on the site. When targeting potential candidates, we are looking for good tenure. On average an architect makes a move every 3 1/2 to four years. It’s also excellent if you’re licensed – this opens a whole new world of opportunities for you like increased pay and more flexibility.
How do you stay updated on industry trends and developments to better serve your clients and candidates?
We stay involved in current events and news articles and have emerged ourselves into the design communities we support. I think the best way to stay up to date on trends is to talk to the people in the field experiencing them. My team and I are constantly networking with candidates/clients in all design disciplines each day. This way, we get a good feel for how the market is trending in live action.
What are some key factors that clients typically consider when selecting candidates for Architecture and Engineering positions?
I would say it’s similar to how we look for top talent, we look at tenure and also in my industry they like to see a portfolio. Having your portfolio put together and ready to roll is just as important as your resume.
2024 marks 20 years of Green key and how would you describe your experience since starting here?
It’s been wonderful. My quality of life has increased. It’s awesome to have that flexibility here at home to be able to see my little one intermittently between calls/meetings. This has also been a great move for me in a sense of success and building trust with my clients and candidates in this territory. I’ve been given the autonomy to build things the way that I see fit, and I’m respected as an architecture expert in my market. I’ve also had the opportunity to see my team grow, we just added more recruiting partners and hope to add more by the end of the year. We have big plans for the coming years and are looking forward to continuing to provide an impact for our partners.
Biotech vs. Techbio: A Nexus of Biology and Tech
In the dynamic world of scientific innovation, two terms have emerged as guiding lights: Biotech and Techbio. These terms encapsulate distinct yet complementary approaches to leveraging technology for advancements in the realm of biology. Let’s delve into the nuances of each and explore their shared mission at the intersection of science and technology.
Biotech vs Techbio
According to Bioindustry.org, “Biotech, short for biotechnology, is a broad field that encompasses living organisms or parts of living organisms to make products, improve plants or animals, or develop new processes for various industries.” While Techbio is, “…‘tech bio’ is the exciting new field focused on leveraging data and technology to improve, enhance, and accelerate life science processes,” as stated by Forbes.
Medium.com goes further to explain techbio stating, “TechBio is the direct application of engineering to biology. While the portion of biology that we understand is still severely limited in scope, applying an engineering mindset to solving biological problems means we can still work with limited information. We see TechBio as being concerned with four main components:
- Reading bio — understanding genetic information (DNA, RNA, proteins, etc.) ex: next-gen sequencing
- Writing bio — synthesizing DNA, RNA, and protein constructs. ex: creating custom DNA oligonucleotides
- Programming bio — manipulating genetic information or small molecules for therapeutic purposes. ex: designing complex antibody drugs to treat metastatic cancer
- Delivering bio — routing biological information to the correct tissues and cells. ex: delivering RNA drugs to organ of interest
Simply put, techbio focuses on leveraging computational tools and techniques to analyze, model, and understand biological data. With the exponential growth of data generated by genomics, proteomics, and other ‘omics disciplines, techbio plays a crucial role in decoding the complexities of living systems. Through algorithms, machine learning, and data visualization, techbio enables researchers to unravel biological mysteries, predict disease outcomes, and design novel therapeutics with unprecedented precision.
Bridging the Gap
While biotech and techbio represent distinct approaches, the boundaries between the two are increasingly blurred as interdisciplinary collaborations flourish. These collaborations are evidence and projects ranging from personalized medicine initiatives to the development of sustainable biomanufacturing processes. These collaborations leverage the strengths of both the disciplines, resulting in transformative advancements in real-world impact.
Whether it’s engineering microbes for biofuel production or using machine learning to predict protein structures, the convergence of biotech and tech bio holds immense promise for addressing pressing global challenges.
The convergence of biotech and tech bio marks an exciting era of discovery and innovation at the Nexus of biology and technology. Their collaborative synergy holds immense promise for addressing the complex challenges facing humanity from advancing healthcare to enhancing food security and environmental sustainability.
Cancer Vaccines: A New Hope
Cancer vaccines stand as a beacon of hope in the realm of cancer treatment, diverging from traditional vaccines designed to prevent infectious diseases.