Enquirer Consulting Group

Reachable Buyer Map

Prepared for John Bryant · Bryant Staffing Solutions · August 2026
Bryant Staffing lists health care, technology, aerospace and government as its specialties, which in this market means four different hiring managers with four different calendars sitting behind one brand. This map covers the US market: where each of those buyers sits, who signs the agreement rather than who feels the pain, and roughly how many employers are in each segment. It describes the market rather than your business, and there is nothing to buy at the end of it.
Hospitals and health systems
The segment where the master agreement matters more than the requisition, because one signature at the system level unlocks every facility under it. Slow to open and durable once open.
Who signs: VP of talent acquisition, chief nursing officer, HR director, service line director, and procurement on the agreement itself.
6,000 to 6,300
registered US hospitals; the system layer above them is roughly 400 to 500 multi hospital groups that sign at the top
Ambulatory, physician groups and outpatient operators
Where care and hiring have both moved. Faster decisions than a hospital, smaller volumes per account, and far more accounts. The buyer is usually an administrator with no dedicated recruiting function at all.
Who signs: practice administrator, regional operations director, HR manager, owner physician.
9,000 to 12,000
US ambulatory health care employers carrying 50 or more people
Senior care, skilled nursing and home health
Turnover here is structural rather than occasional, so the requisition never really closes. Unglamorous, permanently underserved, and the segment most likely to answer a direct approach because the need is continuous.
Who signs: administrator, regional VP of operations, director of nursing, HR lead.
14,500 to 15,500
certified US nursing facilities, plus roughly 11,000 to 12,000 home health agencies alongside them
Aerospace and defense manufacturers
Cleared and specialized work narrows the candidate pool to the point where an internal team cannot fill it alone, which is the moment an outside recruiter gets called. Hiring follows contract awards, and awards are public.
Who signs: VP of operations, engineering manager, HR business partner, program manager.
1,800 to 2,400
US aerospace and defense manufacturers carrying 50 or more people
Government contractors and public sector programs
The register is enormous and unhelpful, because everyone who ever bid is in it. The layer that actually buys staffing is the primes and the larger subcontractors staffing awarded programs against a start date they cannot move.
Who signs: talent acquisition lead, capture manager, program manager, subcontracts administrator.
3,000 to 5,000
prime and large subcontractors that staff awarded programs, out of several hundred thousand entities registered to do business federally
Technology services, software and managed service providers
Bench driven hiring, so demand arrives in bursts tied to client wins rather than to a plan. The buyer is a delivery leader under a deadline, not a recruiter, which changes both the message and the speed of the reply.
Who signs: delivery director, VP of engineering, practice lead, talent acquisition manager.
18,000 to 24,000
US computer systems design and related services employers carrying 20 or more people

Where the openings are

1
The signing layer is smaller than the market. Roughly 400 to 500 multi hospital systems sit above the 6,000 or so US hospitals, and a similar concentration runs through senior care and government work. A few hundred named relationships cover most of the volume, which is a target list rather than a market.
2
Staffing is bought at a moment, and the moment is visible from outside. A contract award, a funded requisition that has been open too long, a resignation, a new facility. Awards, postings and leadership changes are all public. Watching several thousand employers for those triggers is mechanical, and it is the one thing a referral channel cannot do.
3
Four verticals is four channels, not one. What lands with a chief nursing officer reads as noise to a program manager clearing a backlog of cleared engineers. Firms with a mixed practice usually pick one message and quietly lose the other three segments to specialists.
4
The agreement and the pain sit in different seats. The hiring manager feels it, procurement or the VP of HR signs it. Reaching only one of them produces either a warm conversation that cannot buy or a paper relationship with no requisitions behind it. Covering both, on purpose, is the whole job.
Built from public registries, counts banded deliberately. Employer counts describe organizations that file with federal registers, so very small and owner only firms are not represented. Sector codes are self reported by the companies themselves, and federal registration counts include every entity that ever registered to bid, which is why that segment is described by the layer that buys rather than by the register.
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