Brenda Arce, Senior Vice President & Branch Director, Robert Half

In an interview with Invest:, Brenda Arce, senior vice president and branch director of talent solutions and business consulting firm Robert Half, discussed the company’s recent advancements in technology, the evolving Miami job market, and the impact of rising costs on salary strategies.

What have been the milestones and achievements for Robert Half in the Miami region over the last year?

One of our biggest successes has been our advancements in technology, especially with AI-driven projects. We’ve developed tools that help us get information to our clients and candidates much faster. This has been largely driven by AI, which has helped enhance our ability to match candidates to jobs more quickly.

How has the Miami job market evolved over the past year? What trends are you seeing among employers?

The local job market has been seeing growth as we head into 2025, particularly in the IT and financial sectors. There’s been a significant increase in demand for candidates in these fields, making it a very competitive job market. Local employers have been creating more opportunities, whether remote or otherwise, due to factors including company growth and the launch of new projects, and we’ve been investing in tools that help us attract and place candidates more efficiently to support businesses’ hiring needs. 

How is the economic environment impacting the types of talent solutions your clients are requesting?

As demand accelerates and clients launch new and different initiatives, many are exploring the benefits of contract and contract-to-hire solutions as part of a flexible staffing model. This approach helps them meet their day-to-day needs while they figure out their long-term staffing requirements. For us, this has been an effective way to support the businesses we partner with during periods of uncertainty.

In the next few years, do you expect to see continued demand for contract work or other non-traditional employment types beyond full-time roles?

Yes, I believe there will be ongoing demand for contract and contract-to-hire positions as companies will always need support for projects, coverage for maternity leaves, and other temporary needs where they can’t commit to hiring someone permanently. Of course, direct hires will remain essential for companies focused on long-term growth.

At Robert Half, we’ve introduced something a bit different – our full-time engagement professionals program. We hire employees directly and then loan them out to clients for specific projects — especially in cases where clients can’t afford any turnover. This is a unique initiative that allows us to provide a contract talent solution while offering the best possible service.

It’s also interesting because we’ve seen a lot of individuals, particularly those who have just graduated with degrees in fields like accounting, who want to gain experience in different industries and learn new skills and specialized software before deciding on their long-term career path. This model gives them that opportunity.

Digital competency is a must in today’s world. How are you seeing this evolve in terms of the skills employers are looking for in their employees?

As technology continues to grow, we see increasing demand for AI expertise and other technical skills across the board, even in accounting and administrative roles. For example, we often hear employers say, “We need someone with an accounting background, but they also need to have strong analytical skills, like proficiency in Power BI or advanced Excel, including pivot tables and VLOOKUP.” These combinations are becoming more common.

Looking ahead, I believe in the next five to 10 years, many roles will be entirely new with continued adaptation of emerging technologies and skills in demand. Based on what I hear from clients across industries, including education and finance, I expect we’ll see significant changes in the roles available in the future.

How are companies balancing competitive salaries with Miami’s rising cost of living?

The Robert Half Salary Guide, which is released annually, is a resource many of our clients request because it can help employers stay competitive when bringing on new hires and reviewing existing salaries by benchmarking compensation against local competitors and average pay ranges for hundreds of positions. Miami’s cost of living is projected to rise by an additional 10% in 2025. Employers are aware of this and understand they need to offer competitive salaries if they want to attract top talent. We’ve been having many conversations with clients about market trends and salary benchmarks because compensation is a key factor for individuals when deciding whether to accept a position.

What are some other strategies companies are adopting to retain top talent beyond wages?

Benefits and perks are areas where companies are focusing a lot of attention to better attract and retain top talent. For instance, competitive healthcare benefits are crucial. Those employers who can’t offer full benefits or the most competitive wages can look into perks they can add instead. We’ve seen companies offer wellness-related perks, like discounts for gyms or fitness classes, and even allocate days for employees to volunteer and participate in community initiatives.

Of course, the most sought-after perk continues to be hybrid or remote work options. A lot of people still prefer that flexibility, and companies are figuring out how to offer it either as a standard benefit or as a reward for long-term employees.

Looking ahead, what are the top priorities and goals for the Miami region over the next two to three years?

For us, the key is continuing to partner closely with companies. The market shifts constantly, and it can be challenging for businesses to navigate. Our main priority is listening to our clients and creating tailored strategies to meet their staffing needs.

Whether it’s finding the right talent or providing the latest insights on hiring trends and salary expectations, communication is essential. By maintaining strong relationships with our clients, we can keep growing and evolving with the market.