Robert Vaughn, Regional Director of Technology practice, Robert Half talent solutions and business consulting firm

In an interview with Invest:, Robert Vaughn, regional director of technology with talent solutions and business consulting firm, Robert Half, highlighted Houston’s strength as a diverse, opportunity-rich job market. Demand is high in tech, healthcare, and energy, with cultural fit and resume personalization key to hiring success. “Every employer is looking for something different, and a generic resume won’t stand out. When candidates can align their experience to a specific company’s needs, it makes a big difference,” Vaughn said.

What makes Houston an ideal location for businesses and professionals?

Houston offers a tremendous variety of opportunities from a job market perspective. The city’s size and diversity allow it to support a wide range of industries. There’s also a unique quality of life here, whether it’s the food, access to outdoor activities, or the ability to be at the beach within a short drive. There’s always something to do year-round.

We also don’t experience the kind of severe winters other cities do, which adds to the appeal. From raising a family to building a career, Houston remains a great place to live and work.

How would you describe hiring trends in 2025, particularly in the Houston market?

It’s been an interesting year. There are always external factors influencing the labor market, but it remains competitive. Unemployment is still around 4%, which essentially means full employment. That tells us people are holding onto jobs, and companies still need to make key hires to grow and scale their operations.

Most of the clients we work with — small to midsize companies — are actively backfilling roles or expanding teams. Skilled professionals, especially in services, have options. While the market is complex, there’s still strong demand.

What trends are shaping the local job market, and how are companies adapting?

In professional service staffing, companies are still adapting to stay competitive. For many, that means offering hybrid work schedules or fully remote roles to attract top candidates. Even five years after COVID-19, flexibility is still a key differentiator.

There’s still a talent shortage in certain fields, which means employers need to work harder to stand out and appeal to candidates who often have multiple job offers to consider.

Which roles are proving most difficult to fill right now?

My specialty is in information technology, and roles in AI, machine learning, and cybersecurity are particularly tough to staff. These positions require highly skilled professionals who are in short supply.

What advice would you give to candidates looking to break into these competitive roles?

Tailor your resume to each job. Every employer is looking for something different, and a generic resume won’t stand out. When candidates can align their experience to a specific company’s needs, it makes a big difference.

Working with a firm like Robert Half can also be a major advantage. We often have direct relationships with employers, and our screening process allows us to vouch for a candidate, effectively putting them on the shortlist. That’s much harder to do when applying cold through an online portal.

Is Robert Half partnering with educational institutions to help build the talent pipeline?

We do our best to partner with all organizations. However, the majority of our placements require professionals with existing experience. That said, I’ve spoken at colleges and participated in career fairs. We see the value in engaging with the next generation, and we aim to offer them practical advice so they can better prepare for the job market.

What are the most pressing challenges businesses are facing in today’s hiring environment?

One major challenge is that with AI tools now available to candidates, almost everyone can create a flawless resume. That makes it tougher for hiring managers to identify the right person just from a resume.

This has extended the screening process. And when hiring takes too long, it can strain existing teams. For example, if someone leaves a role and the company takes weeks or months to fill it, that workload doesn’t disappear — it’s redistributed to others, leading to burnout. The longer a role stays open, the more stress it puts on the rest of the organization.

We conducted a survey recently, and 30% of hiring managers admitted they had made a bad hire in the past two years. The two most common mistakes were failing to accurately assess technical skills and not evaluating cultural fit. These are areas where companies need to be more diligent.

Is Robert Half using AI or other technology to improve efficiency?

Absolutely. AI helps us automate routine administrative tasks, freeing up time to focus on high-value work like relationship-building and consulting. It’s a powerful tool, and it’s here to stay. Like I often say, if someone never moved on from using a fax machine when email arrived, they’d be left behind. It’s the same with AI — you evolve with it, or you fall behind.

How do you help clients evaluate cultural fit during the hiring process?

That’s a big part of what we do. Because we’re local, we visit our clients’ offices, understand their environment, and get a feel for the team dynamics. When we talk with candidates, we’re not just looking at their skills — we’re also asking about their past experiences, speaking with references, and assessing whether they’d be a good match for the company culture.

Beyond technology, which industries in Houston are seeing the most hiring activity?

We’ve seen strong growth in several sectors: healthcare, energy, education, and manufacturing. These industries are especially active right now, and they continue to drive demand for skilled professionals.

We work with all industries. Our role is to help organizations complete their IT and professional service journeys by providing the right talent. Every business has unique needs, and our job is to deliver the people who can help meet those goals.

How is the hiring process evolving, and what should companies expect going forward?

Hiring timelines are increasing. In a survey of more than 2,200 U.S. hiring managers, nearly all (93%) said the hiring process takes longer now than it did just two years ago. Clients want to make sure they’re making the right investment, and that means more extensive screening and multiple rounds of interviews. While understandable, these longer processes aren’t ideal when the goal is to hire quickly and stay competitive.

What are your top priorities and outlook for the Houston office over the next few years?

Our priority is to continue being a trusted partner to clients and candidates alike. We want to help companies complete critical projects and grow their teams while also supporting job seekers with resume coaching, interview prep, and career advice.

If we can provide real value to both sides — employers and candidates — then we’re doing our job well. When both the client and the candidate win, we win as well.

I’ve lived in Houston my entire life, and it’s been incredible to see the city grow and evolve. People continue to move here for a reason: There’s opportunity, a strong economy, and a great quality of life.

Houston is a place where people can build real careers, and I’m proud to be part of supporting that growth. I’m excited about what the future holds.