Q: What tools or software can help me find exceptional candidates quickly?

A: Look for platforms that support flexibility, prioritize performance data, simplify operations, and align with modern worker expectations. As Larry Summers said, “You have to move forward, take action.” The right tools make that possible, at scale.

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Finding the right candidates quickly is a growing challenge. Economic uncertainty, labor shortages, and rapid tech shifts have exposed the limits of traditional hiring methods. As economist and former U.S. Treasury Secretary Larry Summers put it in a recent Harvard Business Review interview:

“Businesses can’t wait for these things to be resolved. Many of them will never be resolved. You have to move forward, take action.”

To do that, companies need systems that help them move with speed, flexibility, and confidence, even in uncertain conditions.

1. Build flexible hiring models

“Smart businesses are going to maintain flexibility and have robust strategies that work at least reasonably well in a variety of different environments.”

Summers warned that today’s trade and labor environments are too volatile for rigid planning. That insight applies to workforce strategy as well. Instead of fixed headcount models, businesses need tools that let them adjust labor up or down in real time.

Look for tools that support:

• Short-term and shift-based staffing
• Easy access to on-demand workers
• Hybrid models across W2 and 1099 roles

These systems help minimize waste and allow fast reaction to changing demand.

2. Let AI improve how you match candidates

“We haven’t had a technology that is self-improving before, ever... This is going to change more about the way people live and the way people work than anything else that has happened during my adult lifetime.”

According to Summers, AI’s capacity to improve itself makes it uniquely disruptive. In hiring, it’s already transforming how employers evaluate talent, moving beyond résumés to real-world performance.

Modern hiring tools now use AI to:

• Score workers based on reliability, attendance, and past success
• Reduce bias tied to education or credentials
• Prioritize candidates who actually show up and deliver

3. Reduce operational drag

“It’s very important to produce a good product efficiently.”

Summers cautioned against businesses focusing too much on lobbying or policy distractions. The same is true for internal operations. If your team is spending hours managing scheduling spreadsheets or chasing down onboarding paperwork, you’re not focused on delivering value.

What to look for:

• Automated shift creation, onboarding, and compliance workflows
• Integrated tools that remove repetitive manual steps
• Clear dashboards and real-time performance insights

When execution is easy, teams can focus on output, not process.

4. Meet the needs of workers left behind

“We have done poorly as a country with half of our population… that really isn’t oriented to going to college.”

Summers emphasized the gap between our workforce systems and the millions of Americans ready to work in service and trade roles. Many platforms are still built for white-collar, long-term employment models.

But most workers today want:

• Flexible scheduling
• Mobile-friendly platforms
• Fast, predictable pay

Hiring tools that meet these needs attract better workers and improve retention, especially in industries like logistics, retail, hospitality, and manufacturing.

5. Focus on strength, not system building

“I would urge business leaders… to focus on what is the distinctive strength that my business has.”

Summers told the story of Kodak, whose CEO spent time lobbying in Washington while missing the opportunity to lead in digital photography. It’s a cautionary tale for any leader spending time stitching together disconnected hiring tools.

Instead, look for platforms that:

• Consolidate sourcing, scheduling, onboarding, and compliance
• Surface top performers automatically
• Let your team focus on delivering results, not managing software

Final thoughts: operationalizing strategy

Summers’ core message, act decisively, build flexible systems, and focus on execution, is more than just economic theory. It’s a blueprint for workforce strategy in a time of constant disruption. But as any operations leader knows, turning strategy into execution is the hard part, especially when you're held back by legacy systems, disconnected tools, or manual processes.

That’s why purpose-built platforms like WorkWhile are essential. They help employers move from good intentions to measurable outcomes by:

• Offering flexible, fast staffing that adapts to real-time demand
• Using AI to match workers based on actual performance, not just résumés
• Streamlining every part of the hiring workflow, from sourcing to compliance
• Reflecting what today’s workers want most, mobile access, clear communication, and fast, reliable pay

With the right infrastructure in place, companies can act faster, make better hiring decisions, and stay resilient in the face of change, exactly what Summers says smart leaders must do.