Express Employment International

https://www.expresspros.com/

Express Employment Professionals is a leading global staffing and recruiting company, operating as the flagship brand of Express Employment International. Founded in 1983, its core mission is to connect job seekers with suitable employment opportunities and assist clients in finding qualified personnel. The company's international headquarters are located in Oklahoma City, Oklahoma.

The company offers a comprehensive range of workforce solutions, including full-time, part-time, and temporary staffing across diverse sectors such as office services, light industrial, skilled trades, professional, and healthcare. Beyond direct placements, Express Employment Professionals also provides HR consulting and various employer resources to support workforce development and employee training. Its services cater to job seekers and employers across the United States, Canada, South Africa, Australia, and New Zealand.

As of late 2025, Express Employment Professionals reported $3.67 billion in revenue and employed 406,000 people through its network of over 850 franchise locations worldwide. The company is privately held and has consistently been recognized as a top staffing and recruiting franchise, earning the #1 ranking in Entrepreneur's Franchise 500® staffing/recruiting category for 15 consecutive years. Bob Funk Jr. serves as the CEO, President, and Chairman of the Board of Express Employment International.

Latest updates

Canadian AI Adoption Outpaces Employee Training, Threatening Productivity Gains

Event summary

  • 63% of Canadian companies now use AI, up from 52% just two years ago.
  • 79% of Canadian job seekers believe companies need formal AI training.
  • 73% of companies using AI report increased dependence on AI tools in the past year.
  • 59% of companies say they have policies regulating AI use, while 73% of job seekers say the same.
  • Only 29% of companies provide a list of approved AI tools.

The big picture

Canada's rapid AI adoption mirrors global trends, but the disconnect between technology deployment and employee readiness presents a significant operational challenge. This skills gap threatens to undermine the potential benefits of AI, potentially widening the divide between early adopters and laggards. The survey highlights a broader issue: organizations are prioritizing technological implementation over the human capital necessary to leverage it effectively.

What we're watching

Training Investment
The lack of formal AI training will likely constrain productivity gains and potentially lead to increased employee frustration and turnover, particularly in white-collar roles and larger organizations.
Policy Enforcement
The discrepancy between AI usage policies and actual tool usage suggests a risk of compliance issues and security vulnerabilities as AI adoption continues to accelerate.
Talent Migration
The willingness of job seekers to seek additional AI training indicates a potential for talent migration towards companies that prioritize upskilling and offer clear career progression in AI-driven roles.

AI Adoption Outpaces Employee Training, Threatening Productivity Gains

Event summary

  • 83% of U.S. job seekers report companies need formal AI training despite widespread AI tool deployment.
  • 86% of hiring managers agree that formal AI training should be a company priority.
  • AI usage has risen from 66% of U.S. companies in 2024 to 79% in 2026, with 43% reporting regular use.
  • 78% of hiring managers report their company has policies regulating AI use, but only 36% provide a list of approved tools.
  • Hiring managers indicate a preference for on-the-job training (44%) and skills development (40%) to prepare future talent for AI integration.

The big picture

The rapid acceleration of AI adoption is creating a significant skills gap within the workforce, outpacing traditional training models. This mismatch threatens to undermine the potential benefits of AI, as employees struggle to effectively utilize new tools. The data highlights a systemic issue: companies are prioritizing technology deployment over employee readiness, a pattern that could hinder long-term productivity and innovation.

What we're watching

Execution Risk
The gap between stated priorities (hiring managers wanting training) and actual implementation (lack of approved tools) suggests a risk of misallocated resources and unrealized productivity gains from AI investments.
Governance Dynamics
The inconsistency in AI tool usage guidelines, with a significant portion of companies allowing open-use tools, will likely lead to compliance and security challenges as AI adoption deepens.
Employee Sentiment
While workers express optimism about AI's potential, the lack of adequate training could erode that sentiment and lead to resistance or decreased engagement if not addressed proactively.

Canadian Hiring Managers Value Referrals, Yet Job Seekers Miss Opportunity

Event summary

  • An Express Employment Professionals-Harris Poll survey found 81% of Canadian hiring managers consider employee referrals to boost hiring efficiency.
  • 87% of Canadian hiring managers believe referrals open doors that would otherwise remain closed.
  • Only 38% of Canadian job seekers believe referrals help them stand out, creating a significant perception gap.
  • 61% of hiring managers have been contacted for references by former colleagues after long periods of inactivity, highlighting the importance of authentic relationships.

The big picture

The survey highlights a disconnect between the perceived value of employee referrals by hiring managers and the understanding of job seekers. This gap represents a missed opportunity for both individuals and companies to improve hiring outcomes and potentially underscores a broader trend of misaligned expectations in the evolving job market. Express Employment Professionals, as a major player in the staffing industry, is positioned to capitalize on this by educating job seekers and advising clients on optimizing referral programs.

What we're watching

Candidate Behavior
Job seekers' underestimation of referral value suggests a need for better education on leveraging networks, potentially impacting the effectiveness of referral programs.
Diversity & Inclusion
The concern that referrals limit diversity underscores the need for staffing agencies and companies to actively manage referral programs to avoid reinforcing existing biases.
Relationship Management
The emphasis on authentic relationships will likely drive staffing firms to focus on building and maintaining connections between employees and potential referrers, rather than simply incentivizing referrals.

Referral Gap Signals Hiring Process Inefficiency, Missed Opportunity

Event summary

  • A new Express Employment Professionals-Harris Poll survey found 90% of US hiring managers believe employee referrals speed up the hiring process.
  • 91% of hiring managers say a strong internal reference can open doors for candidates.
  • Only 40% of job seekers believe referrals help them stand out, revealing a significant disconnect.
  • 68% of hiring managers are less likely to provide a reference if the relationship is transactional.

The big picture

The survey highlights a significant inefficiency in the US hiring process, where a readily available tool (employee referrals) is underutilized. This disconnect suggests a broader issue of candidate misunderstanding of hiring manager priorities and a potential missed opportunity for companies to streamline recruitment and improve talent acquisition. The emphasis on authentic relationships underscores a shift away from purely transactional recruitment practices.

What we're watching

Candidate Behavior
Job seekers may need to re-evaluate their strategies and actively seek referrals to improve their chances of securing interviews, despite the perceived effort involved.
Referral Program Design
Staffing agencies and companies will likely refine referral programs to incentivize both employees and candidates, addressing the disconnect between perceived value and actual impact.
Diversity Impact
Organizations must proactively manage referral programs to avoid reinforcing existing biases and ensure diverse candidate pools, given the acknowledged risk of limited diversity.

Canadian Networking Fractures as Tech Fuels Transactional Shift

Event summary

  • A survey by Express Employment Professionals and The Harris Poll reveals 70% of Canadian hiring managers and 76% of job seekers perceive networking as transactional.
  • The survey, conducted in November 2025, polled 504 hiring decision-makers and 502 job seekers in Canada.
  • 78% of job seekers and 78% of hiring managers attribute the transactional nature of networking to online platforms.
  • 70% of hiring managers now evaluate networking contacts based solely on influence or usefulness.

The big picture

The survey highlights a growing disconnect between the intended purpose of professional networking and its current execution, particularly exacerbated by the rise of online platforms. This trend reflects a broader societal shift towards transactional interactions in many aspects of life, potentially eroding trust and collaboration within the Canadian workforce. Express Employment Professionals, as a major staffing franchisor, is uniquely positioned to observe and potentially influence this dynamic.

What we're watching

Relationship Dynamics
The divergence between desired and actual networking behavior suggests a potential shift in professional norms, which could impact employer branding and talent acquisition strategies.
Tech Adoption
How staffing agencies and professional organizations adapt their online platforms to foster genuine connection, rather than transactional interactions, will be critical for maintaining relevance.
Recruitment Strategies
The emphasis on influence and usefulness in networking contacts may lead to a further commoditization of professional relationships, impacting the value of organic referrals and mentorship programs.

Canadian Job Seekers Recognize Networking Value, Yet Lack Skills and Guidance

Event summary

  • An Express Employment Professionals-Harris Poll survey reveals 82% of Canadian job seekers and 86% of hiring managers believe networking is essential.
  • Younger job seekers (Gen Z and Millennials) are significantly more active networkers, particularly online, than older generations.
  • Men network more extensively than women, with a notable difference in participation in in-person and online events.
  • 66% of job seekers lack knowledge of where to network, and 48% feel they lack the necessary soft skills.
  • Hiring managers express concern that networking has become transactional rather than relational.

The big picture

This survey highlights a growing disconnect between the recognized importance of networking and the ability of Canadian job seekers to effectively navigate the evolving landscape. The trend underscores a broader challenge for the workforce: adapting to a digital-first environment while maintaining genuine human connection, a dynamic that staffing agencies like Express Employment Professionals must address to remain relevant.

What we're watching

Digital Divide
The disparity in digital networking proficiency between younger and older job seekers will likely widen, potentially exacerbating existing inequalities in career advancement.
Soft Skills
The reported lack of soft skills among job seekers, particularly Gen Z, suggests a need for targeted training programs and a potential shift in educational curricula.
Authenticity
The perception among hiring managers that networking has become transactional could lead to a renewed emphasis on authentic relationship-building and a potential backlash against superficial online networking practices.

Canadian Hiring Practices Lag as Self-Taught Skills Surge

Event summary

  • A survey by Express Employment Professionals and The Harris Poll reveals 52% of Canadian job seekers and 51% of hiring managers believe self-taught skills are credible.
  • 31% of job seekers now include self-taught skills on their resumes, but 61% of hiring managers still prefer formal education.
  • 86% of hiring managers say demonstrating skill application is more effective than a resume alone.
  • Only 23% of Canadian companies have updated hiring processes to recognize self-taught skills, with larger employers leading the change.

The big picture

The rise of self-taught skills, fueled by accessible online platforms and accelerated by AI, represents a fundamental shift in how individuals acquire professional competencies. Canadian employers are currently lagging in adapting their hiring practices to accommodate this trend, potentially creating a bottleneck for talent acquisition and hindering innovation. This divergence between candidate skillset and employer evaluation methods could exacerbate existing skills gaps and impact overall economic productivity.

What we're watching

Adoption Lag
The slow pace of process updates among Canadian employers suggests a potential mismatch between the growing prevalence of self-taught skills and established hiring practices, which could create friction and limit talent pools.
Gender Disparity
The significant difference in self-taught skill inclusion between men and women (34% vs. 27%) warrants further investigation to understand underlying factors and potential biases in skill development and resume presentation.
AI Integration
The correlation between AI advancements and increased upskilling efforts indicates that the demand for continuous learning will likely intensify, requiring employers to adapt their training and evaluation strategies to remain competitive.

AI-Fueled Resume Inflation Threatens Canadian Hiring Integrity

Event summary

  • A survey by Express Employment Professionals and The Harris Poll reveals 82% of Canadian hiring managers believe candidate resumes don't accurately reflect skills.
  • Nearly 30% of Canadian hiring managers report resume discrepancies 'often' or 'all the time'.
  • Only 22% of job seekers admit to exaggerating skills, creating a significant credibility gap.
  • 84% of hiring managers believe AI is exacerbating the problem of resume embellishment.
  • The survey was conducted between November 3-21, 2025, and November 7-21, 2025, surveying 504 hiring decision-makers and 502 job seekers.

The big picture

The findings highlight a growing crisis of trust in the Canadian labor market, fueled by the accessibility of AI tools. This trend poses a significant risk to the efficiency and integrity of the hiring process, potentially impacting productivity and requiring employers to invest in more robust verification methods. The discrepancy between self-reported skills and actual performance has implications for workforce development and training initiatives.

What we're watching

Verification Costs
The increased prevalence of AI-generated resume embellishments will likely drive up verification costs for Canadian employers, potentially impacting hiring budgets and timelines.
Skill Gaps
The discrepancy between claimed and actual skills will continue to widen the skills gap in Canada, impacting productivity and potentially hindering economic growth.
Candidate Trust
The erosion of trust between job seekers and employers will necessitate a shift towards alternative assessment methods, such as skills-based testing and work samples, to validate candidate abilities.

Canadian Turnover Costs Surge, Pressuring Wage Growth

Event summary

  • Employee turnover in Canada is costing companies an average of $30,680 per departing employee, up from $29,234 last year.
  • 28% of Canadian hiring managers anticipate employee turnover to increase in 2026.
  • Larger organizations (100+ employees) are significantly more concerned about rising turnover (37%) than smaller businesses (22%).
  • 67% of hiring managers plan to increase wages in 2026, while job seekers are less optimistic, with only 39% expecting wage increases.

The big picture

Rising employee turnover costs represent a significant headwind for Canadian businesses, particularly those with larger workforces. This trend is exacerbated by a competitive job market and the looming impact of retirements, forcing employers to consider wage increases while simultaneously dampening employee expectations. The data highlights the growing importance of non-monetary factors, such as company culture, in attracting and retaining talent.

What we're watching

Wage Dynamics
The divergence between employer and employee expectations regarding wage increases suggests potential labor unrest or a slowdown in real wage growth, impacting consumer spending.
Culture Investment
The emphasis on company culture as a retention tool indicates that organizations will increasingly prioritize employee well-being and engagement, potentially shifting resource allocation away from other areas.
Scale Impact
The disproportionate concern among larger organizations suggests that economies of scale may not be mitigating turnover pressures, and that more targeted retention strategies will be necessary for these firms.

Express Employment Professionals Expands Franchise Footprint Amid Leadership Transition

Event summary

  • Express Employment Professionals added 54 new franchise locations and 5 resale agreements in 2025, bringing the total to nearly 900 worldwide.
  • The company hosted 12 Discovery Days, resulting in 38 new franchisees and 5 existing owners expanding their portfolios.
  • Express entered seven new territories in 2025, including Raleigh, NC, Greenville, SC, and Naples, FL.
  • The organization experienced the passing of both co-founders, William H. Stoller and Bob Funk Sr., during 2025.
  • Over 5,000 individuals expressed interest in becoming Express franchise owners, demonstrating sustained confidence in the brand.

The big picture

Express Employment Professionals' expansion demonstrates the resilience of the franchise model within the staffing industry, which remains crucial for businesses navigating ongoing labor shortages. The company's continued growth, despite the loss of its founders, suggests a well-established system and strong franchisee commitment. However, the high level of franchise interest also indicates potential competition and the need for Express to maintain its brand differentiation.

What we're watching

Succession Risk
The continued success of Express will depend on the ability of existing management to maintain momentum and brand consistency following the loss of its co-founders, a risk that could impact franchisee confidence.
Franchise Saturation
With nearly 900 locations, Express will need to carefully manage expansion to avoid market saturation and ensure profitability for individual franchisees.
Labor Market Dynamics
The staffing industry's performance is intrinsically linked to broader economic conditions and labor market trends; Express's growth will be affected by the pace of recovery and shifts in employer hiring practices.

Canadian Job Seekers Signal Cautious Optimism Amidst Wage Gap

Event summary

  • 72% of Canadian job seekers expect difficulty finding a job in the next six months, a slight increase from 62% a year prior.
  • 48% of job seekers believe there are fewer job opportunities in their field compared to a year ago, a marginal change from 46% last year.
  • 39% anticipate wage increases in 2026, up from 37% last year.
  • 16% of job seekers are willing to accept positions below their previous salary, a rise from 11% last year.

The big picture

The survey reveals a Canadian job market characterized by cautious optimism and persistent dissatisfaction. While wage expectations are slightly improving, a significant gap remains between desired and actual compensation, alongside concerns about job security and work-life balance. This dynamic suggests a labor market where talent retention and strategic compensation planning will be crucial for businesses.

What we're watching

Wage Dynamics
The disconnect between job seeker desire for higher wages and satisfaction with current salaries suggests continued wage pressure, potentially impacting corporate profitability and hiring decisions.
Generational Shifts
The significant difference in work habits and overtime willingness between Gen Z and older generations will likely reshape workforce management strategies and compensation models.
Search Behavior
The decline in active job searching, coupled with a rise in those merely browsing, indicates a cautious job market where candidates are holding out for better opportunities, potentially prolonging hiring timelines.

Canadian Hiring Plans Cool as Skills Gap Deepens

Event summary

  • Canadian companies' positive hiring outlook has declined from 71% in 1H2025 to 67% in anticipation of 1H2026.
  • Only 44% of Canadian companies plan to increase headcount in 1H2026, down from 51% in 1H2025.
  • A significant skills gap is emerging, with 49% of companies citing a lack of relevant experience among applicants.
  • Cost reduction (69%) is the primary driver for companies planning workforce reductions.

The big picture

The Canadian labor market is transitioning from a period of recovery-driven hiring to a phase characterized by skills shortages and automation-driven restructuring. While companies remain cautiously optimistic, the data reveals a growing disconnect between available jobs and the skills of the applicant pool, potentially hindering long-term economic growth. This trend underscores the need for proactive investment in workforce development and adaptability.

What we're watching

Talent Acquisition
The inability to find qualified candidates, despite declining compensation concerns, suggests a structural shift in the labor market beyond simple wage adjustments, potentially requiring more aggressive upskilling initiatives.
Automation Impact
The increasing role of automation and AI in workforce reduction decisions indicates that headcount adjustments may be less about cyclical economic factors and more about long-term structural changes in job roles.
Policy Response
The correlation between workforce reductions and government policies (tariffs, regulations) suggests that future policy shifts could disproportionately impact hiring trends and necessitate agile workforce planning.
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