Pros
There arnt many pros to working here.
Cons
If you are considering taking a job at AB Staffing, I would strongly recommend looking at other options first. However, if you still want to give it a shot, here is what you can realistically expect.
AB Staffing is owned by a private equity group and recently had to renegotiate its loan terms due in part to financial issues tied to its sister company, Prime Time Healthcare in Omaha, which has reportedly been unprofitable for over a year. Because of this, AB Staffing was under a hiring freeze for much of 2026 and is only now beginning to come out of it. In my opinion, they probably should not be expanding yet given the company’s current state.
One of the biggest issues is the disconnect between sales and recruiting. Over the past year and a half, the sales team has largely failed to deliver consistent, workable contracts, leaving recruiters with very few viable jobs to fill. When contracts are brought in, recruiters are often given bill rates that are higher than what the client is actually willing to pay, told that positions are true travel contracts only to later find out the client actually wants permanent placements, or left dealing with clients who stop responding entirely after receiving submissions. As a recruiter, this makes it extremely difficult to succeed regardless of effort or experience.
If you do decide to work there, I would also recommend not bringing many personal belongings to keep at your desk. Employees are frequently moved around to different desks, and if you are terminated, the company does not provide a normal opportunity to collect your belongings because they do not want other recruiters seeing employees leave. At this point, I am not sure that matters much anyway given the large number of senior and mid-level recruiters who have left over the past six months. Staffing losses have reportedly become so significant that recruiters were consolidated into one section of the building.
The compensation structure has also changed recently. The previous pay model was a $44,000 base salary plus 6% commission on generated margin. The new structure lowers the base salary to $41,000 and replaces the commission model with a tiered system. Under the new plan, recruiters must first generate at least $8,000 in monthly margin before qualifying for commission, starting at 5% and increasing based on production.
While this structure may benefit top performers, it makes things significantly harder for newer recruiters, especially given the current lack of workable jobs coming from sales. Realistically, many recruiters may never reach the higher commission tiers.
There also appear to be ongoing issues with professionalism and interdepartmental relationships within leadership. One example frequently discussed internally was the relationship between the Director of Sales and one of the company’s top nursing recruiters, which reportedly lasted for several years.
AB Staffing will probably respond by saying that the job “isn’t for everyone,” and in that regard they are correct. If you are looking for strong leadership, stability, competitive pay, and a realistic opportunity to earn good money, this is probably not the place for you. Compared to many competitors in the staffing industry, their compensation and internal structure are simply not competitive.
