The staffing industry is facing tough times, with rising costs, razor-thin margins, and a chronic shortage of qualified talent putting many agencies under pressure. Yet some companies are not just surviving—they are thriving. By deliberately swimming against the current and taking a bold, different approach, Ergon Jobs continues to grow, even in a market where the introduction of equal pay for temporary workers poses a significant challenge.
One of the biggest hurdles in today’s staffing landscape is the shortage of quality candidates. “There is plenty of work, but the people available on the labor market increasingly fall short of clients’ expectations,” says Stan Haag of Ergon Jobs. “Large staffing agencies often operate on tight margins with a one-size-fits-all approach, leaving little room for customization or deeper engagement. This makes it ever more difficult to create the right match between people and work.”
Specialization in façade construction
Ergon Jobs, on the other hand, is not a traditional staffing agency. “Where a conventional agency first registers candidates and then looks for suitable work, we do exactly the opposite. We start with the work and then find the right people for it. Our focus is entirely on the client’s needs. This requires a different way of working, with a strong emphasis on recruitment and long-term relationships with clients,” says Haag.
“The real difference lies in specialization. We have deliberately chosen a strong niche: facade construction. This focus allows us to add real value. We invest significant time and energy in understanding the trade, the work itself, and the requirements of our clients. The result is better matches and long-lasting partnerships.”
Equal pay
At the same time, the playing field is changing due to new laws and regulations, including for Ergon Jobs. “Many changes have taken place over the past year, with the most significant being the equal pay legislation,” says Haag. “This law officially takes effect on July 1, 2026. However, for staffing agencies affiliated with the NBBU and ABU, like us, the new regulations have applied since January 1, 2026. As an agency, we must follow the full collective labor agreements of our clients. This means more vacation days, different pension schemes, and even additional benefits such as gym memberships that need to be financially compensated. This caused considerable uncertainty in the market, especially at the end of last year. We are now fully aligned after intensive consultations with our clients, because the impact varies per client and requires a tailored approach.”
Despite all these challenges, we look to 2026 with confidence, Haag adds. “Our ambition is to continue growing. Some of that growth comes from indexation and changes in VAT regulations, but the real growth comes from expansion. There is more than enough work—every week, vacancies remain unfilled due to a shortage of incoming talent. That’s why we continue to invest in recruitment, focusing on countries such as Poland, Romania, Bulgaria, Latvia, and Lithuania. The market may be under pressure, but we keep looking ahead.”
