Her Story
About Krissy
Krissy Froncillo has nearly 15 years of experience in staffing and talent acquisition. She began her career at Ronstad, where she handled both sales and recruiting on a full-desk basis by securing orders from companies and placing qualified candidates. After building almost nine years of recruiting experience, she was recruited to Procom to bring her staffing and recruiting background into an internal talent acquisition function. In her current role, Krissy works closely with hiring managers on upcoming needs, pushes back strategically when she believes in a candidate, and focuses on what individuals can achieve within an organization. She attributes her success to a work-hard-play-hard mentality modeled by her father, who built a flag and banner manufacturing company from the ground up. Outside her primary work, Krissy offers free resume updates and interview preparation to members of local West Chester mom groups.
Her Interview
Ten minutes with Krissy
01What do you attribute your success to?
My father started his own flag and banner manufacturing company from nothing and built it into something he was proud of, recently doing work for the All-Star Games and World Cup in Philadelphia. He instilled a work hard, play hard mentality. My brother moved to Nashville with just a minivan and backpack 14 years ago to pursue his dream of being a country music writer and has written top songs for Luke Combs. Watching them bet on themselves and achieve their goals inspires me to work hard and provide for my family.
02What’s the best career advice you’ve ever received?
If you can believe it, you can achieve it!
03What advice would you give to young women entering your industry?
Learn to read a job order the way you'd read a sales call, not an order form. Early on, I thought my job was to fill requisitions as written. It's not. The best recruiters I know push back on hiring managers—even the VP- and exec-level ones—when a requirement doesn't match reality. That's when they start seeing you as a partner instead of a vendor.
Own your numbers, and don't be shy about them. I carry my Randstad quota attainment with me everywhere—132%+ year-over-year, 31.9% revenue growth—because specific, provable results do the talking I don't have to. Track yours the same way from day one. It's easy to undersell recruiting wins as "just filling seats." They're not. They're commercial results.
Stop apologizing for the sales in staffing. So much of this industry runs on relationship-building, and women are often taught to frame that as being "nice" or "good with people"—like it's a personality trait instead of a skill. It's not soft. It's strategic. Name it as sales, own it as sales, and you'll navigate the leadership conversations later so much more easily.
Raise your hand before you feel ready. The stretch assignments—committee seats, cross-functional initiatives, the bigger searches nobody's asking for volunteers on—are where visibility happens. I didn't wait to be asked twice for a seat on our Growth Greenhouse committee, and I'd tell any young woman starting out: don't wait either.
And find your people early—one or two folks who'll tell you the truth, not just cheer you on. Encouragement feels good. Honest feedback is what actually builds you.
Staffing will teach you resilience faster than almost any other industry. Let it. Just make sure you're building toward something bigger than the job in front of you.
04What are the biggest challenges or opportunities in your field right now?
Growth in staffing right now is real, but it's modest—the market's expected to grow around 2% this year. That's a reset, not a boom, and it changes how you have to operate. Every placement matters more. Every relationship has to earn its keep.
The skills gap is the challenge nobody's solving fast enough. The majority of employers say it's harder to find the right talent than it was a year ago, and at the same time, AI-generated applications are flooding the top of the funnel, making it harder to tell who's actually qualified from who just knows how to prompt well. Recruiters who can cut through that noise—who can still read a resume and a person—have never been more valuable.
AI is the biggest story in our field, but not the one people think. It's not replacing recruiters. It's clearing the noise so we can spend our time where it actually counts—on judgment, on relationships, on the parts of hiring that are still fundamentally human. The firms getting AI right aren't the ones automating hardest. They're the ones using it to buy their people more time for the work only people can do.
The opportunity I'm most excited about is contingent and flexible workforce demand. Companies aren't just leaning into contract, temp, and project-based talent because budgets are tight—they're doing it because it gives them speed. That's a permanent shift, not a cycle, and it's opening real doors for firms like ours that can move fast across MSP, VMS, and EOR/AOR models.
And specialization is winning. The generalist "we place anyone, anywhere" model is losing ground to firms and recruiters who go deep in a lane—healthcare, tech, sales, whatever it is—and become the person a hiring manager calls first, not the fifth agency in their inbox.
If I had to sum up the moment: the tools will keep changing. The recruiters who last are the ones who never stopped treating this as a relationship business first and a technology business second.
05What values are most important to you in your work and personal life?
Flexibility and freedom to build things my own way, quality time with my family that I protect fiercely, room to keep growing into who I'm becoming, feeling truly seen and heard in every relationship—professional or personal—and knowing that whatever I'm doing, it's making a real difference. That's what I chase, every day.
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