By Steve “The Doctor” Meek | Talk To Th3 Doc Podcast | The Fulcrum Group, Inc.
Doctor’s Diagnosis: A Podcast Doc-umentary: How to fill roles quickly, without sacrificing quality Episode 118
Episode 118 of Talk To Th3 Doc featured staffing strategist James Bier, who joined me to unpack one of the toughest challenges facing SMB leaders today: how to fill roles quickly, without sacrificing quality, in an era where AI resumes, LinkedIn, and hidden vacancy costs collide.
As I reflected on our conversation, I couldn’t help but think of an old Mark Twainism—“The secret to getting ahead is getting started.” When it comes to recruiting, waiting around isn’t just painful—it’s expensive. And SMBs across Dallas–Fort Worth are feeling the pinch.
The True Cost of Vacancy
James and I discussed how it takes an average of 43 days to fill an open role. For technical positions common in SMBs and MSPs, it’s closer to 60 days. Every one of those days costs productivity, momentum, and in many cases, client satisfaction. Think about it: one empty chair can put a $500-a-day dent in your team performance. Multiply that across weeks, and you’re suddenly bleeding $30,000 or more per vacancy.
At Fulcrum Group, we’ve seen how people gaps ripple through small and mid-sized organizations. Technical debt accrues and reduces productivity for everyone. Projects stall and slow potential benefits. Cybersecurity reviews of third parties get delayed and risks mount. Even simple day-to-day service delays frustrate leaders and users alike. That’s why, just as we tell our clients to stay proactive in technology, we remind leaders that recruiting must also be an “always-on” strategy.
LinkedIn, AI, and the Shiny Resume Dilemma
James shared how LinkedIn remains one of the most powerful recruiting tools when used for networking and passive candidate outreach. Posting jobs alone won’t cut it. Leaders need to treat hiring like business development: it’s about relationships, not transactions.
But here’s the curveball: AI-generated resumes. They’re polished, keyword-loaded, and often misleading. It’s like putting a shiny coat of paint on a car with a bad engine. As SMB leaders, we need to look past the surface. At Fulcrum, our STARPower framework helps clients cut through the noise in their tech decisions—and I’d argue the same principle applies to talent decisions. Look at culture fit, coachability, and alignment with business vision, not just what an algorithm spit out or getting suckered by keyword hits only, without more questions.
Fulcrum’s Take: People + Process + Partnership
What I loved about this conversation is how it mirrors the way we run technology at Fulcrum. We don’t just solve IT problems—we build systems that prevent them. Recruitment works the same way.
Through our SPOT Managed IT Services, we emphasize:
- STARPower Alignment – We ensure every improvement ties back to business vision. For hiring, that also means defining the need, then what “better” looks like before scrambling for resumes.
- Baseline and Measurement – Just as we use quarterly assessments to benchmark IT maturity, SMB leaders should measure turnover costs, vacancy impact, and quality of hires.
- Prioritization – You can’t hire for everything at once. Focus on the two or three roles most critical to your strategy—just like we guide clients to focus on high-value technology improvements.
- Iterative Change – ITIL v4 stresses continuous improvement in small steps. Recruiting should be the same: refine job descriptions, improve onboarding, strengthen culture—one measurable improvement at a time.
And let’s not forget our No IT Jerks culture. Recruiting isn’t just about technical skill—it’s about people you want to work with every day. Start with a job posting that hints at a real relationship, not just a laundry list of duties and keywords. Make sure your interviews include soft skill questions, look for people that match your culture and clarify what your culture is. Help great employees find you. That’s a lesson both in IT and in HR.
Why This Matters Now
Vacancy costs and talent shortages aren’t going away. In fact, they’re colliding with economic uncertainty and rapid technology shifts. The SMBs who win will be those who:
- Stop chasing resumes and start attracting people.
- Recognize that vacancy has a measurable cost.
- Treat hiring as part of their long-term growth strategy, not a last-minute scramble.
- Look for ways to use AI in your HR and recruitment efforts
As James put it, “Proactive hiring strategies are essential.” And at Fulcrum, we believe proactive technology strategies are essential, too. When you bring those together—building people systems and technology systems that work in tandem—you stop treading water and start moving forward.
A Doctor’s Closing Thought
I’ve studied and competed in martial arts, coached Special Olympics basketball, play hoops multiple times a week, and even sat through more than a few Dallas Mavericks nail-biters. One thing those experiences all share: you don’t win by standing still. You win by deliberate preparation, teamwork, poise, a focus on continuous improvement, adaptation and keeping your head in the game.
So whether it’s your IT or your next key hire, don’t wait for the perfect moment. Just determine the things you need to do and do them. The cost of waiting may be higher than you think.
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About the Author — Steve “The Doctor” Meek, CISSP
Steve “The Doctor” Meek is a DFW-based IT strategist, cybersecurity leader, podcast host, and co-founder of a 24-year technology legacy in North Texas. A recipient of the 2024 MSP Titan of Industry Award for Community Impact, Steve brings decades of experience helping CEOs, city managers, and healthcare and manufacturing leaders navigate cybersecurity, AI readiness, and operational resilience. As host of Talk To Th3 Doc, he explores leadership and ownership topics to find practical insights for SMB decision-makers.
Founded in Keller, TX, The Fulcrum Group, Inc. delivers relationship-centered DFW Managed IT Services through its flagship SPOT Managed IT Services and SPOT Managed Security Services platforms. Using its proprietary STARPower™ Framework, Fulcrum helps businesses strengthen security, modernize operations, and plan technology with clarity and confidence. With a 100% Texas-based team and a “No IT Jerks” philosophy, Fulcrum has earned repeated national recognition on the MSP 501 and CRN Top 500, serving SMBs, local governments, and mission-driven organizations across North Texas.
