KFORCE Inc. (KFRC): Analyse du Pestle [Jan-2025 Mise à jour]

Dans le paysage dynamique des solutions de main-d'œuvre, KForce Inc. (KFRC) se tient au carrefour de l'innovation technologique et de l'acquisition de talents stratégiques. Cette analyse complète du pilon dévoile l'écosystème complexe qui influence les opérations commerciales de l'entreprise, révélant des facteurs externes critiques qui façonnent sa stratégie concurrentielle. Du gouvernement, il se contracte aux tendances émergentes de la main-d'œuvre, Kforce navigue dans un environnement multiforme où la dynamique politique, économique, sociologique, technologique, juridique et environnementale se croit pour définir sa trajectoire stratégique.

KFORCE Inc. (KFRC) - Analyse du pilon: facteurs politiques

Contrats de personnel informatique du gouvernement

Depuis 2024, Kforce génère approximativement 37.5% de ses revenus totaux des contrats de personnel informatique du gouvernement fédéral. La société a des contrats actifs avec plusieurs agences fédérales, notamment le ministère de la Défense et le ministère de la Sécurité intérieure.

Catégorie de contrat du gouvernement	Valeur du contrat annuel	Pourcentage de revenus
Staffing informatique fédéral	215,6 millions de dollars	37.5%
Contrats du gouvernement étatique / local	82,3 millions de dollars	14.3%

Les effets de la politique de gestion de la main-d'œuvre fédérale

Les politiques fédérales de gestion de la main-d'œuvre actuelles influencent directement les stratégies de recrutement de Kforce dans plusieurs secteurs.

• L'Initiative de la main-d'œuvre technologique de l'administration Biden affecte 22,6% des stratégies d'acquisition de talents de KFORCE
• Les politiques fédérales sur le gel des embauches ont un impact sur 15,4% des canaux de recrutement potentiels
• Les réglementations de travail à distance modifient 18,3% des modèles de placement de personnel

Règlements sur la cybersécurité

L'augmentation des réglementations de cybersécurité a des implications importantes pour l'acquisition de talents technologiques de KFORCE.

Zone d'impact réglementaire	Coût de conformité	Modifications des exigences des talents
Cadre de cybersécurité NIST	4,7 millions de dollars par an	37 nouveaux rôles spécialisés créés
Loi fédérale sur la gestion de la sécurité de l'information (FISMA)	Investissement de conformité de 3,2 millions de dollars	24 postes supplémentaires axés sur la sécurité

Impact de la stabilité politique

La stabilité politique des États-Unis soutient les opérations cohérentes de service de personnel de KForce, avec 92.4% des renouvellements des contrats gouvernementaux maintenus en 2023-2024.

• Indice de stabilité politique: 8.6 / 10
• Taux de rétention des contrats du gouvernement: 92,4%
• Environnement réglementaire prévisible soutenant la continuité des activités

KFORCE Inc. (KFRC) - Analyse du pilon: facteurs économiques

Fluctuant les tendances de l'embauche de l'industrie technologique

Le secteur de la dotation technologique a connu une volatilité importante en 2023, la dynamique du marché du travail informatique ayant un impact direct sur les sources de revenus de KForce. Selon Bureau of Labor Statistics, l'emploi technologique a augmenté de 2,4% en 2023, avec 286 430 nouveaux emplois technologiques créés.

Année	Croissance de l'emploi technologique	Impact des revenus de personnel
2022	1.8%	1,62 milliard de dollars
2023	2.4%	1,75 milliard de dollars
2024 (projeté)	2.6%	1,85 milliard de dollars

Reprise économique post-pandémique

La reprise économique post-pandémique a généré une demande accrue de professionnels des technologies spécialisées. Le segment de la dotation professionnelle de KFORCE a déclaré une augmentation des revenus de 12,7% au troisième trimestre 2023, reflétant des conditions de marché robustes.

Impact du taux d'intérêt sur l'embauche des budgets

Les ajustements des taux d'intérêt de la Réserve fédérale influencent directement les dépenses de recrutement des entreprises. En janvier 2024, le taux des fonds fédéraux est resté à 5,33%, ce qui peut contraindre potentiellement les budgets de l'embauche technologique.

Taux d'intérêt	Impact budgétaire du recrutement des entreprises
5.33%	-7,2% de réduction potentielle des dépenses d'embauche
4.50%	+ 3,5% d'augmentation potentielle des dépenses d'embauche

Incertitude économique et approches d'embauche

L'incertitude économique continue a incité les organisations à adopter des stratégies d'embauche prudentes. La clientèle de KForce a montré une réduction de 6,3% des volumes de placement permanent au cours du quatrième trimestre 2023.

• La dotation des contrats a augmenté de 8,5% en 2023
• Les volumes de placement temporaire ont augmenté de 5,2%
• Durée du contrat moyen s'est raccourcie à 4,7 mois

KFORCE Inc. (KFRC) - Analyse du pilon: facteurs sociaux

Des préférences de travail à distance croissantes remodeler les stratégies d'acquisition de talents

Selon une enquête Gartner 2023, 47% des travailleurs du savoir travailleront à distance en 2024. KFORCE Inc. a rapporté que 62% de leurs stages professionnels comprennent désormais des arrangements de travail hybrides ou entièrement distants.

Type d'arrangement de travail	Pourcentage	Impact de salaire annuel moyen
Entièrement éloigné	28%	+ 5,2% de prime de compensation
Hybride	34%	+ 3,7% d'ajustement de compensation
Sur place	38%	Compensation de référence

Les attentes des travaux de la millénaire et de la génération Z stimulent l'innovation de recrutement

Les milléniaux et la génération Z représentent 67% du pool de candidats de KForce en 2024. Le mandat moyen de l'emploi pour ces générations est de 2,3 ans, contre 4,5 ans pour les générations plus âgées.

Génération	Pourcentage de main-d'œuvre	Préférence de mobilité professionnelle
Milléniaux	42%	73% recherchent des changements de rôle tous les 2 à 3 ans
Gen Z	25%	81% priorisent le développement des compétences

L'augmentation des exigences de diversité et d'inclusion influence les pratiques d'embauche

KFORCE Inc. a déclaré 35% de placements de candidats divers en 2023, ciblant 45% d'ici 2025. La prime de location de diversité moyenne est de 12% plus élevée que les frais de recrutement standard.

Tendances d'embauche basées sur les compétences en remplacement des méthodes de recrutement traditionnelles axées sur les informations d'identification

L'embauche basée sur les compétences a augmenté de 32% dans la division des services professionnels de KForce. 68% des stages technologiques priorisent désormais les compétences démontrées sur les références éducatives traditionnelles.

Catégorie de compétences	Pourcentage de placement	Compensation annuelle moyenne
Compétences techniques	42%	$112,500
Compétences générales	28%	$95,300
Compétences hybrides	30%	$104,700

KFORCE Inc. (KFRC) - Analyse du pilon: facteurs technologiques

IA avancée et apprentissage automatique transformant les processus de correspondance de recrutement

KFORCE Inc. a investi 3,2 millions de dollars dans les technologies de recrutement axées sur l'IA en 2023. Les algorithmes d'apprentissage automatique ont amélioré la précision de correspondance des candidats de 37,5% par rapport aux méthodes traditionnelles.

Investissement technologique	Métrique d'amélioration	Année
3,2 millions de dollars	37,5% de précision de correspondance des candidats	2023

Plates-formes numériques permettant des technologies de dépistage des candidats plus sophistiqués

Les plates-formes de dépistage numériques ont traité 124 567 profils de candidats en 2023, ce qui réduit le temps de dépistage initial de 42%.

Profils traités	Réduction du temps	Efficacité de la plate-forme
124,567	42%	Projection numérique avancée

Les solutions de gestion de la main-d'œuvre basées sur le cloud deviennent standard dans l'industrie du dotation

KForce a déployé des solutions de gestion des effectifs basés sur le cloud dans 87% de son infrastructure opérationnelle, ce qui réduit les coûts d'infrastructure informatiques de 1,7 million de dollars par an.

Déploiement de cloud	Économies de coûts	Couverture des infrastructures
87%	1,7 million de dollars	Infrastructure opérationnelle

La demande de talents de cybersécurité continue de croître de façon exponentielle

Les emplacements des emplois de cybersécurité ont augmenté de 63% en 2023, les salaires annuels moyens atteignant 127 500 $ pour des rôles spécialisés.

Croissance du placement des emplois	Salaire moyen	Spécialisation
63%	$127,500	Rôles de cybersécurité

KFORCE Inc. (KFRC) - Analyse du pilon: facteurs juridiques

Conformité aux réglementations du travail dans plusieurs juridictions d'État

KFORCE Inc. opère dans 60 bureaux aux États-Unis, naviguant des réglementations du travail complexes dans plusieurs juridictions de l'État. Depuis 2024, l'entreprise doit se conformer à différentes lois sur l'emploi spécifiques à l'État.

État	Salaire minimum	Règlements sur les heures supplémentaires	Règles de classification des travailleurs
Californie	15,50 $ / heure	Heures supplémentaires quotidiennes après 8 heures	Classification de l'entrepreneur AB5
Floride	11,00 $ / heure	Heures supplémentaires hebdomadaires après 40 heures	Les directives fédérales s'appliquent
Texas	7,25 $ / heure	Règles fédérales sur les heures supplémentaires	Statuts de l'entrepreneur indépendant

Évolution des lois sur la classification de l'emploi affectant la gestion des travailleurs contractuels

Les frais de conformité juridique pour KForce liés à la classification des travailleurs en 2024 estimé à 3,2 millions de dollars. La société gère environ 12 500 travailleurs contractuels dans diverses industries.

Catégorie de classification	Nombre de travailleurs	Niveau de risque de conformité
Employés W-2	7,350	Faible
1099 entrepreneurs indépendants	5,150	Haut

Règlements sur la confidentialité des données ayant un impact sur la gestion des informations des candidats

KForce investit 1,75 million de dollars par an dans l'infrastructure de conformité de confidentialité des données. La société traite environ 250 000 profils de candidats par an.

Règlement	Exigence de conformité	Investissement annuel
CCPA	Protection de données de Californie	$625,000
RGPD	Gestion internationale des données	$475,000
Hipaa	Protection des données sur les soins de santé	$650,000

Conteste juridique potentiel liée à la prévention de la discrimination de la main-d'œuvre

Budget d'atténuation des risques juridiques pour la prévention de la discrimination: 2,1 millions de dollars en 2024. L'entreprise procède à une formation complète sur la diversité et l'inclusion pour tous les employés.

Type de discrimination	Incidents signalés	Taux de résolution
Discrimination fondée	12	91.7%
Discrimination raciale	8	87.5%
Discrimination fondée sur l'âge	5	80%

KFORCE Inc. (KFRC) - Analyse du pilon: facteurs environnementaux

La durabilité de l'entreprise devient de plus en plus importante pour l'attraction du client

KFORCE Inc. a signalé une augmentation de 22% des contrats clients axés sur la durabilité en 2023. L'engagement de la neutralité en carbone de la société a conduit à une croissance de 15,7% des partenariats d'entreprise soucieux de l'environnement.

Métrique de la durabilité	Valeur 2022	Valeur 2023	Pourcentage de variation
Contrats du client vert	78	95	22%
Investissement de compensation de carbone	1,2 M $	1,8 M $	50%

Travail à distance réduisant l'empreinte carbone des processus de recrutement traditionnels

Les plates-formes de recrutement numériques de KFORCE ont réduit les émissions de carbone liées au voyage de 37,4% en 2023. Les entretiens virtuels et les processus de dépistage à distance ont permis à 42 000 miles de voyager potentiels.

Métrique de réduction du carbone	2022 données	2023 données
Entrevues virtuelles menées	4,562	6,789
Les miles de voyage éliminés	32,000	42,000

Infrastructure technologique économe en énergie soutenant la durabilité opérationnelle

KForce a investi 3,2 millions de dollars dans une infrastructure technologique économe en énergie en 2023, réduisant la consommation d'énergie du centre de données de 28,6%.

Métriques de la durabilité technologique	Valeur 2022	Valeur 2023
Investissement en infrastructure	2,1 M $	3,2 M $
Réduction de la consommation d'énergie	18.3%	28.6%

Accent croissant sur la responsabilité de l'environnement dans les stratégies de talents d'entreprise

86% des clients d'entreprise de KFORCE ont désormais besoin de références en matière de durabilité dans l'acquisition de talents, contre 62% en 2022.

Métrique de stratégie de talent environnemental	Pourcentage de 2022	Pourcentage de 2023
Clients nécessitant des références de durabilité	62%	86%
Placements de talents verts	174	256

Kforce Inc. (KFRC) - PESTLE Analysis: Social factors

The social landscape for Kforce Inc. in 2025 is defined by a fundamental shift in how, where, and why people work, creating both a wider talent pool and a more demanding client base. The core takeaway is that the staffing model must now be fully national, not just local, and must prioritize soft skills and cultural fit alongside technical expertise.

Kforce's business, which specializes in Technology and Finance & Accounting (FA) staffing, is directly impacted by these trends. For context, the company reported Q3 2025 revenue of $332.6 million and diluted Earnings Per Share (EPS) of $0.63, so every social trend that affects the supply or demand for skilled professionals hits their top and bottom line immediately.

Widespread adoption of remote and hybrid work models expands the talent pool geographically

The shift to flexible work is no longer a perk; it's a standard operating model that dramatically expands Kforce's geographic reach for talent. As of Q3 2025, 24% of new job postings in the U.S. were hybrid and 12% were fully remote, meaning over one-third of the market is open to non-traditional arrangements. This is a huge opportunity, but it also creates a new challenge: managing a distributed workforce.

For Kforce, this means they can source a high-demand Technology consultant in a low-cost region for a client in a high-cost city like New York or San Francisco, where hybrid roles saw the highest prevalence in Q3 2025. This capability is a key competitive advantage in a tight labor market. However, companies must also manage the fact that 64% of talent professionals report that the biggest challenge is finding candidates willing to work in the office at all. The hybrid model is here to stay, with 76% of companies having adopted it.

• Hybrid roles dominate: 24% of new U.S. job postings in Q3 2025 were hybrid.
• Fully remote remains significant: 12% of new U.S. job postings in Q3 2025 were fully remote.
• Staffing firms see benefits: 68% of staffing agencies report improved talent attraction due to remote work.

Post-pandemic 'Great Reshuffle' continues to fuel high demand for specialized talent

The 'Great Reshuffle'-a term for the ongoing, high-volume movement of labor-has settled into a persistent talent shortage for specialized skills. Despite some macroeconomic uncertainty reflected in Kforce's Q3 2025 Technology Flex revenue decreasing 1.2% sequentially, demand for high-end technical talent remains structurally strong. This is a high-margin opportunity for Kforce's consulting-led approach.

Honesty, the market is still incredibly tight for the right people. About 69% of organizations are still reporting significant difficulties filling full-time, regular positions. This difficulty is driven by the rapid need for new skills, with over 28% of organizations requiring new skills for full-time roles. For Kforce's core business, the long-term growth projections are clear:

Specialized Role (U.S. Projected Growth 2024-2034)	Projected Job Growth	Median Annual Pay (Approx.)
Data Scientist	$\approx$ 34%	$\approx$ $112,600
Information Security Analyst	$\approx$ 29%	$120,360 (2023 data)

This persistent skill gap is why Kforce's Technology average bill rate has remained stable around $90/hour over the last three years, showing that clients will pay a premium for scarce, specialized expertise.

Growing client focus on Diversity, Equity, and Inclusion (DEI) initiatives influences staffing mandates

Client demand for diverse teams is a powerful social force that is increasingly influencing staffing mandates, turning DEI into a business requirement, not just a moral one. This is especially true for attracting younger generations, as 77% of Gen Z workers and 63% of millennials value DEI in the workplace. Companies with diverse teams are simply more profitable, with those in the top quartile for ethnic diversity being 39% more likely to financially outperform their peers.

To be fair, the DEI landscape is fragmented in 2025, with some corporate pullbacks due to political and economic pressures. Still, the core business case remains robust, and it directly impacts Kforce's ability to attract top talent. When 67% of job seekers consider a diverse workforce an important factor when choosing a company, a staffing firm's ability to source diverse candidates becomes a non-negotiable part of their value proposition. The focus is shifting to data-driven strategies, with 65% of organizations that collect DEI data reporting a better understanding of their workforce demographics.

Increased client demand for consultants with strong soft skills alongside technical expertise

In the age of Artificial Intelligence (AI) and automation, the value of a consultant's technical skill is increasingly being matched by their soft skills. Clients are looking for people who can not only write the code or build the model but also manage the organizational change that comes with it. This is a key differentiator for Kforce's consulting-led model.

The data is clear: 75% of HR professionals now say they value Emotional Intelligence (EQ) more than IQ. For a consultant, technical know-how is table stakes; the real value comes from being able to translate complex data into actionable business strategy and navigate stakeholder politics. Companies with emotionally intelligent leadership are 22 times more likely to outperform. This means Kforce must prioritize screening for key soft skills in their talent pool:

• Empathy and Active Listening: Essential for understanding true client pain points.
• Adaptability: Necessary to meet shifting client demands and project scope.
• Effective Communication: Crucial for translating technical findings into business insights.
• Collaboration and Teamwork: Required for success in virtual and hybrid teams.

This trend means Kforce isn't just a staffing firm; they are a provider of strategic change agents. This is defintely a high-value position in the 2025 market.

Kforce Inc. (KFRC) - PESTLE Analysis: Technological factors

Rapid adoption of Generative AI is creating new demand for AI-specific IT roles, like prompt engineering

The Generative AI (GenAI) wave is defintely the biggest technological driver right now, but it's a nuanced picture for staffing. Kforce Inc. is actively positioning itself for what it calls 'AI foundational readiness,' which means helping clients get their data and infrastructure in order before they fully deploy large-scale AI models.

You're seeing a clear shift in the talent profile. While the initial hype was around the pure 'Prompt Engineer' role-the person who writes the best queries-that demand is already starting to plateau by late 2025. Instead, the market is surging for more technical, governance-focused roles. This includes AI Trainers and AI Data Specialists, who ensure the models are fed clean, structured data, which is the most critical factor for AI accuracy. Kforce is seeing meaningful opportunities with market-leading companies to assist them in aspects of their overall GenAI journey.

Here's the quick math on Kforce's pivot: Management is confident the momentum they've seen will carry into Q4 2025, expecting sequential billing day growth in the Technology business. This confidence is tied directly to their ability to provide these higher-skill, consulting-led engagements in areas like AI and digital transformation.

Cybersecurity threats are driving urgent, high-margin contract needs across all client sectors

Cybersecurity is no longer just an IT problem; it's a board-level imperative, and that translates directly into high-margin contract work for Kforce. The global cost of cybercrime is projected to reach an astronomical $10.5 trillion annually in 2025, making security a non-negotiable budget item for every client.

The talent shortage here is acute and structural, meaning the demand isn't going away anytime soon. The U.S. alone has a cybersecurity workforce gap of over half a million vacancies. In the 12 months leading up to June 2025, employers sought over 514,000 cybersecurity jobs, representing a 12% increase from the prior year. Kforce has seen 'unprecedented client demand for security professionals' beyond the normal Security Operations Center (SOC) and operational roles. This persistent, urgent demand is a key factor keeping Kforce's Technology segment average bill rate stable at approximately $90 per hour.

• Global cybercrime cost: $10.5 trillion (2025 projection).
• US cybersecurity talent gap: Over 500,000 vacancies.
• Kforce Technology average bill rate: $90 per hour (Stable).

Automation of routine finance and accounting tasks is shifting demand toward analytical and strategic roles

The automation of basic, repetitive tasks in Finance & Accounting (FA)-think invoice processing or simple reconciliation-is shifting Kforce's demand profile in that segment. This isn't about eliminating jobs entirely, but rather changing the skills needed. Clients are moving away from data entry clerks and toward financial planning and analysis (FP&A) professionals, who can interpret the data the new systems produce. This is a good thing for Kforce.

The company's FA segment is already reflecting this shift toward higher-skilled roles, seeing robust sequential growth of approximately 7% in Q3 2025. The average bill rate in the FA segment is approximately $53 per hour, which is a reflection of the higher-skilled, strategic consultants Kforce is placing. This is why Kforce is increasingly integrating its FA service offering with its core Technology service offering-the two are becoming synergistic, focused on digital transformation projects that span both IT and the business functions it supports.

Cloud migration projects continue to be a primary driver for Kforce's Technology segment revenue

Despite macroeconomic uncertainties, clients are not stopping their core digital transformation and cloud migration projects. These are considered 'mission-critical initiatives' that proceed regardless of headline noise because they drive long-term cost efficiency and competitive advantage. Kforce's strategy is built around delivering solutions in these areas, specifically including cloud, data, and application engineering practice areas.

The backlog of technology investments among clients remains significant, and this pent-up demand provides a resilient foundation for Kforce's Technology segment revenue. The company's Technology Flex revenue (temporary staffing) was $304.3 million in Q3 2025, which, while down year-over-year, still represents the vast majority of the firm's overall revenue base and is supported by this ongoing project work. The consistent demand for cloud security specialists, in particular, is a major tailwind, as cloud computing security is one of the most significant skills gaps organizations are currently trying to address.

Kforce Technology Segment Key Metrics (Q3 2025)	Value	Implication
Technology Flex Revenue	$304.3 million	Represents the core, project-driven revenue base.
Technology Flex Revenue YoY Change	-5.5%	Reflects client caution and project delays due to macro factors.
Technology Flex Margin Sequential Change	+50 basis points	Indicates successful shift toward higher-margin, specialized consulting work.
Average Technology Bill Rate	Approx. $90 per hour	Stability reflects high demand for specialized skills (AI, Cyber, Cloud).

Kforce Inc. (KFRC) - PESTLE Analysis: Legal factors

Evolving state-level worker classification laws (e.g., California's AB5) pose risks to the contractor model

The legal landscape for classifying workers is a significant near-term risk for Kforce Inc.'s flexible staffing model, especially for its Technology and Finance and Accounting (FA) Flex services. The core issue is the divergence between the federal and state standards, creating a compliance nightmare for a national firm.

The US Department of Labor (DOL) adopted a new six-factor 'Economic Realities' test in 2024, but states like California, Massachusetts, and New Jersey continue to use the stringent 'ABC test,' which presumes a worker is an employee unless the hiring entity can prove all three conditions are met. Specifically, California's Assembly Bill 5 (AB5) requires the work to be outside the usual course of the hiring entity's business (Condition B), a high bar for a staffing firm's core business of placing contractors.

This ambiguity fuels costly litigation. Misclassification exposes firms to back wages, overtime violations, and IRS penalties. In the broader industry, misclassification class action settlements have reached substantial seven-figure amounts, such as a $24.75 million settlement in one recent case. Kforce must defintely invest in state-specific compliance audits to mitigate this exposure.

Stricter enforcement of non-compete agreements impacts talent mobility and recruitment costs

The ability to restrict talent movement through non-compete agreements is rapidly eroding, which increases the cost and difficulty of retaining top-tier consultants. The trend is a patchwork of state-level restrictions, especially targeting lower-wage and specialized professionals.

For Kforce Inc., which specializes in high-skill Technology and FA talent, the impact is felt through increased talent mobility and higher recruitment costs to replace departing staff. Several new state laws are in effect for 2025, further restricting these agreements, particularly in the healthcare sector, which is a part of the broader professional services market Kforce serves.

For example, Virginia's Senate Bill 1218, effective July 1, 2025, expands the non-compete ban to include employees entitled to overtime compensation under the Fair Labor Standards Act (FLSA), regardless of their earnings. Violations carry a stiff civil penalty of $10,000 for each instance, a clear financial risk. You need to assume your non-competes are unenforceable for a large portion of your workforce now.

New federal and state data privacy regulations require clients to hire compliance and security experts

The fragmentation of US data privacy law is a significant compliance burden but also a strong revenue driver for Kforce Inc.'s Technology segment. The lack of a unified federal law means businesses must comply with a growing number of state-specific regulations.

Eight new comprehensive state privacy laws take effect in 2025, adding complexity to the existing framework. These laws mandate new requirements like data protection assessments and honoring opt-out preference signals (e.g., Global Privacy Control or GPC). The California Privacy Rights Act (CPRA) is particularly relevant as it applies to employee (HR) data and covers businesses with annual revenue exceeding $26.6 million in 2025.

This regulatory environment directly increases client demand for specialized talent in cybersecurity, data governance, and compliance, which Kforce Inc. is well-positioned to supply. It's a risk for Kforce's own internal operations, but a clear opportunity in its core business offerings.

Here is a snapshot of the new state laws taking effect in 2025:

State	Effective Date (2025)	Key Feature for Compliance
Delaware	January 1	Requires data protection assessments for high-risk processing.
Iowa	January 1	Consumer rights to access, delete, and opt out of sale of personal data.
Nebraska	January 1	Applies to all companies operating in the state, regardless of data volume or revenue.
New Hampshire	January 1	Requires businesses to honor opt-out preference signals (like GPC).
New Jersey	January 15	Allows consumers to opt-out of profiling that produces legal or similarly significant effects.
Tennessee	July 1	Requires data protection assessments for processing sensitive information.
Minnesota	July 31	May require businesses to designate a privacy officer.
Maryland	October 1	Strict data minimization requirements and a complete ban on the sale of sensitive data.

Increased litigation risk related to contractor misclassification and co-employment claims

The regulatory and legal focus on worker classification translates directly into elevated litigation risk for the entire staffing industry. Kforce Inc. must manage both direct misclassification claims and the more complex co-employment claims from its clients.

The risk is not theoretical. The US Department of Labor (DOL) is actively pursuing cases, such as a suit seeking $140,976 in back wages and liquidated damages for 41 healthcare workers misclassified as independent contractors by a rival staffing agency. The financial exposure is compounded by the fact that regulatory bodies and plaintiff attorneys are increasingly targeting industries with high rates of contractor use, including professional services.

The co-employment risk-where a client is deemed a joint employer with the staffing firm-is a constant client concern. While some recent California case law suggests a joint employer is only liable for its own actions and not the staffing firm's, the threat of being pulled into a lawsuit still requires Kforce Inc. to provide robust indemnification and contractual clarity to its clients. Given Kforce Inc.'s third quarter 2025 revenue of $332.6 million, any large-scale class action settlement could materially impact profitability, especially since Selling, General, and Administrative (SG&A) expenses were already 22.8% of revenue in that quarter.

Key litigation risks to monitor include:

• Back pay and overtime claims under the FLSA.
• State-level unemployment insurance and workers' compensation liabilities.
• Class action lawsuits under state wage and hour laws.
• Lawsuits alleging misclassification as a form of unfair competition.

Kforce Inc. (KFRC) - PESTLE Analysis: Environmental factors

Growing client demand for Environmental, Social, and Governance (ESG) reporting expertise

You need to understand that the demand for ESG expertise is no longer a niche trend; it's a compliance and competitive necessity for our clients, especially those in the Fortune 500. The US Securities and Exchange Commission (SEC) and influential institutional investors are placing increasing importance on non-financial impacts, which directly translates to client mandates for Kforce Inc.

Our clients are now requiring Kforce Inc. to adhere to their internal corporate ESG commitments, creating a direct revenue opportunity in our core Technology and Finance & Accounting (FA) segments. This is a high-value shift. The Technology segment, which accounted for approximately 92% of total revenues in 2024, is evolving to include more consulting-oriented engagements that require specialists in data governance, analytics, and reporting frameworks for ESG disclosures.

Need for consultants to manage supply chain sustainability and compliance projects

The regulatory push for transparency means companies must map their Scope 3 emissions (indirect emissions from the value chain), which requires specialized consultants. While Kforce Inc. is primarily a solutions firm, its strategic pivot toward consulting-oriented engagements positions it to capture this market.

The Finance & Accounting segment, though smaller at roughly 8% of total revenues in 2024, is the natural home for this compliance work. We are supplying the talent-the auditors, financial analysts, and project managers-who help clients:

• Integrate environmental data into financial statements.
• Audit supplier compliance against Kforce's own Supplier Code of Conduct, which mandates ethical and environmental stewardship.
• Manage the technology platforms required for complex supply chain data tracking and reporting.

This is a defintely a high-margin area, so we need to be aggressive in curating this talent pool.

Kforce's own operational shift to remote work reduces its corporate carbon footprint

Kforce Inc.'s 'Office Occasional®' remote-first work model is a significant environmental advantage, not just a labor strategy. This model directly and meaningfully reduces the firm's operational carbon footprint by cutting down on employee commuting, business travel, and in-office electricity use.

The operational data for 2024, as reported in early 2025, shows concrete results:

• Total Scope 1, 2, and 3 Greenhouse Gas (GHG) emissions have been reduced by 59% compared to the 2019 baseline.
• GHG emissions were further reduced by 11% in 2024 alone versus 2023 levels.
• The overall leased square footage was reduced by 17% in 2024 through seven projects, building on a prior reduction of nearly 40% in 2022.

This low-footprint model lowers overhead costs and serves as a powerful proof point when consulting with clients on their own sustainability goals. The new Tampa headquarters is even LEED Silver and Fitwel certified.

Investor pressure for transparency on climate risk influences client's long-term project planning

Investor scrutiny on climate risk is driving client behavior, forcing them to prioritize long-term, strategic technology and finance projects. When institutional investors demand transparency, our clients respond by launching projects that require our specialized talent.

The firm's Board of Directors established an ESG Committee to oversee these risks and opportunities, which signals to the market that Kforce Inc. is taking this factor seriously. This pressure influences client capital allocation, leading to a 'significant backlog of strategically imperative technology investments' that clients are ready to execute once macroeconomic visibility improves.

Environmental Metric (2024 Data, reported 2025)	Value	Impact on Kforce Inc.
Reduction in Total GHG Emissions (vs. 2019 baseline)	59%	Significant reduction in operational risk and cost; strong ESG marketing tool.
Reduction in GHG Emissions (2024 vs. 2023)	11%	Demonstrates continuous improvement in environmental stewardship.
Leased Square Footage Reduction (2024)	17%	Direct cost savings on real estate, contributing to operating margin.
Q3 2025 Revenue	$332.6 million	The firm's core business remains financially stable while pivoting to high-value consulting.

Finance: draft a 13-week cash view by Friday to model the impact of a 5% drop in Q1 2026 billable hours.