Authored by Jason Assir, CEO EnergyGigs.

We’ve been listening, and we’re making changes across the platform—for companies looking for talent and for candidates, consultants, and retirees seeking opportunities.

For Companies: Search, Reimagined

Starting at the end of January, we’re rolling out the first phase of a complete search rearchitecture for our company users. By the end of February, you’ll experience a fundamentally different way of finding talent on our platform—one that’s designed from the ground up to support natural language interaction. Think less about navigating filters and more about simply asking for what you need.

For hiring managers, HR professionals, and recruiters, this means faster results and an experience that actually understands how you think about talent. We’re building toward a chat-based interface that lets you interact with the platform as you would with a colleague. The technical work happening now is what makes that future possible.

For Companies: Rethinking How We Work with You

We’re also making internships free to post on the platform, and our entire job posting experience and business model are getting an overhaul. We can’t share all the details yet, but stay tuned.

Here’s what’s driving these changes: We know we don’t have enough jobs and projects on the platform today. We also know that when companies need to hire, they have options—including simply posting on LinkedIn and tapping their network. That’s real competition, and we’re not interested in pretending otherwise.

Our job isn’t to be another channel. It’s to be demonstrably better. That means creating an experience where the value of using our platform is clear, immediate, and worth choosing over what you’re already doing. It’s a hard hill to climb, but we have a path up, and we’re committed to making that climb.

Doubling Down on Temp-to-Permanent

We’re also significantly increasing our investment in temp-to-permanent opportunities. This is our main differentiator, and frankly, it just makes sense.

The traditional hiring process is risky for everyone. Candidates can interview well but struggle with the actual work. Companies can present well in interviews while masking intractable problems that prevent candidates from being successful or even fitting in. Temp-to-perm cuts through this. It lets both sides see the reality before making a permanent commitment.

We believe this model is the future of smart hiring, and we’re building our platform to make it easier, more common, and more valuable for both companies and talent.

For Candidate: More Opportunities and Better Tools

More opportunities on the platform are table stakes, and we’ve been investing far too little in the business development needed to prime that flywheel. That’s changing. As we shared in our 2026 strategic plan, we’re significantly increasing our business development efforts to drive real job and project conversions. More opportunities mean the platform actually works for you.

The search improvements we’re building for companies will extend to your candidate search experience toward the end of Q1, making it faster and more intuitive to find the right opportunities.

Temp-to-perm opportunities benefit you, too. They’re a chance to test-drive a company, understand the real culture and challenges, and make sure it’s actually a place where you can succeed—before committing long-term.

But we also know there are ways to add value beyond just volume, better search, and temp-to-perm. Rather than assume what matters most, we’re going to ask. In the coming weeks, we’ll be sending out a candidate survey to understand where you see the greatest potential value. We want to hear from you before we plow ahead and build. Your input will shape what comes next.

More updates coming soon.