The runner-up is an awkward character in hiring. Good enough to interview. Perhaps good enough to employ. Then somebody else gets the offer, and the relationship goes quiet. Jobility Talent Solutions gives that person a place in its business model: the talent community. Alongside former contractors and retirees, yesterday’s nearly hired candidate becomes somebody an employer can approach again.
- Recruiters supply contract and permanent talent, with roots in IT and consulting.
- Direct sourcing brings past candidates and workers into client-branded communities.
- The partner Jobility platform handles matching; services extend into screening, onboarding and payroll.
There is a pleasing economy to this idea. An employer has already spent time getting to know someone. The candidate has already learned something about the employer. Starting the next search from zero discards both investments. Jobility’s direct-sourcing service offers a way to preserve them, combining software with a team responsible for keeping the conversation going.
The people in the maybe pile
The company describes secure, client-branded talent communities that integrate with vendor management systems. Its curation team engages applicants, while its technology can publish roles to job boards. The buyer is getting both access to candidates and help organizing the relationship. In this arrangement, the employer’s own reputation becomes part of the recruiting machinery.
That is a different starting point from buying an advertisement and waiting for applications. Jobility specifically names former contractors, retirees and “silver medalists,” the industry’s oddly athletic term for candidates who came close. The practical lesson for a hiring manager is simple: keep useful relationships alive between vacancies. A list of names only becomes a hiring channel when somebody maintains it.
“Need a QA person? That's Parmi's specialty.”
Benjamin Blake, in a company-published testimonial
Jobility’s service history also comes through in its testimonials. A recommendation naming Bowne describes Parmi Cheema translating a hiring need into a qualified professional. Such endorsements offer a glimpse of the work customers valued: understanding the assignment, then finding someone who could do it. They are company-hosted recommendations, best read as examples of relationships rather than a performance benchmark.
A calendar problem wearing a résumé
The software connection needs a little untangling. Jobility Talent Solutions offers staffing and workforce services. Jobility, at jobility.com, markets a recruitment platform and explicitly identifies the staffing business as its partner for complex requirements. Employers can therefore encounter a recruiter-led service, a software portal, or a combination. The names are close; the jobs they do deserve separate attention.
The platform calls its workers “Gigees.” Beneath the cheerful vocabulary sits InductNow, a matching engine described as considering skills, location, hours and rates. Those last three inputs matter. A qualified person across town, available on the wrong day or expecting a different rate, does not fill a shift. Matching is partly a problem of coordinating calendars and expectations.
Jobility announced the platform’s launch in October 2019, initially targeting New York, New Jersey and Connecticut. That announcement described free gig posting and an unspecified flat charge when an employer accepted a match. Today’s platform advertises custom subscriptions and pay-per-post options. The useful distinction is the charging model; the old launch offer should not be mistaken for today’s quote.
The work after the introduction
Finding a name is only the first transaction. Jobility’s payroll and employer-of-record service describes onboarding, offboarding, verification and regular contact with contracted workers. Its published screening process includes reviewing technical work through GitHub and code tests, plus on-camera conversations about interpersonal skills. Software can narrow a field; people still have to examine what a candidate can actually do.
The company also offers statement-of-work support. Here the document specifies project objectives, scope, timelines, deliverables and responsibilities. That changes the buying conversation. A manager seeking an extra specialist has one requirement; a manager seeking a defined project outcome has another. Jobility’s menu accommodates both, though a sensible buyer still needs to make responsibility for delivery explicit.
Its position in the market follows from this breadth. Internal recruiters, specialist agencies, job boards and sourcing platforms each cover parts of the problem. Jobility connects several of those functions and adds employment administration. For a customer, the attraction is having fewer gaps between the search, the assignment and the person responsible for supporting the worker. The question for a buyer is operational: which steps will the supplier own, and which remain with the internal team? Agreeing that division of work is as important as selecting the candidates.
A nurse is not a software engineer
The IT offering includes project managers, architects and business analysts. Its engineering material also names software developers, cybersecurity specialists, data scientists and DevOps engineers. The range makes technical screening consequential: knowing that a résumé contains the right terms is an imperfect substitute for checking the work and explaining the assignment clearly.
Healthcare introduces a different set of arrangements. Jobility lists per-diem work, travel nursing, international recruitment, temporary-to-permanent placements and permanent hiring. It names settings including home health, long-term care and ambulatory care. In January 2025, the company announced Michele Bragg as Vice President of Healthcare, assigning her responsibility for strategic direction and customer relationships.
Jobility also describes serving employers from smaller businesses to Fortune 500 organizations and working with managed service providers. Its certifications page identifies it as woman- and minority-owned. USPAACC’s 2024 Fast 100 award compilation lists the company and names Sonia Cheema as CEO and co-founder. These details help locate the business in enterprise supplier networks, where service relationships and procurement requirements meet.
Keep the relationship warm
The approach depends on the quality of the community. Former candidates must still have relevant skills, workable availability and an interest in returning. A familiar name alone cannot resolve a changed requirement. An employer considering direct sourcing should ask who updates those details and who contacts people between assignments. Maintaining the pool is part of the product.
Jobility’s most useful idea is also its most ordinary: a hiring conversation need not expire when one vacancy closes. Keep the runner-up’s details current. Stay in touch with the contractor whose assignment ended well. Ask whether the retiree wants occasional work. The next search may begin with a new job description and a person who already knows the way in.