This week is part two of my discussion recap with Brad Martin, Chief Revenue Officer for Atrium, during our recent exclusive webcast where we focused not only on the 2025 trends that will shape the Future of Work, but also the impact of the Managed Service Provider (MSP) model on those areas in the months ahead.
As businesses face the challenges of a fast-evolving workforce landscape, the intersection of innovation in technology and diversity initiatives has become a critical area of focus. My conversation with Brad shed light on key trends shaping the future of workforce management, from cutting-edge tech stacks to achieving meaningful diversity, equity, and inclusion (DEI) goals.
Innovating Talent Technology: The Rise of Specialized Tech Stacks
Today’s talent technology stacks have an increasing role in driving efficiency and agility for businesses. The tools available today, such as direct sourcing platforms, artificial intelligence, and compliance technologies, have surpassed those of just five or six years ago. These advancements allow companies to manage their workforce more comprehensively, extending beyond traditional staffing to include freelancers, contractors, and other non-employee talent.
Brad elaborated on the cyclical nature of technological trends, where industries oscillate between all-in-one solutions and specialized tools. The current trend favors purpose-built technologies, such as vendor management systems (VMS), applicant tracking systems (ATS), and freelance management systems (FMS). These tools cater to specific use cases, enabling companies to select solutions tailored to their unique needs. Integration, rather than consolidation, has become the priority, ensuring seamless data flow, smooth processes, and enhanced user experiences.
Reflecting on the evolution of tech stacks over the past 10 to 15 years, Brad noted the “consumerization” of workforce technology. This shift has made platforms more intuitive and user-friendly, resembling everyday software rather than the clunky enterprise tools of the past. The result is greater adoption, reduced friction, and increased efficiency, all of which contribute to a more effective workforce management strategy.
The Role of Diversity in Workforce Innovation
Diversity, equity, and inclusion (DEI) remain essential to workforce success, even amid potential challenges to government diversity initiatives and DEI legislation. Brad and I agree that what cannot be ignored is the strategic value of diversity in fostering innovation and accessing a broader range of skills. A diverse workforce, inclusive of various genders, races, cultures, and backgrounds, drives creativity and equips organizations with the perspectives needed to tackle complex challenges.
Research from Ardent Partners and Future of Work Exchange illustrates a strong correlation between mature MSP programs and effective DEI strategies. Organizations leveraging MSPs — especially those with advanced programs — are more likely to have standardized and actively utilized DEI principles. These findings underscore the importance of embedding DEI into contingent workforce programs as the extended workforce segment approaches 50% of the total workforce.
Brad expanded on this idea, noting that MSPs can play a pivotal role in helping companies establish, measure, and optimize DEI goals. He emphasized that diversity must extend beyond working with diverse suppliers to creating inclusive talent pools and fostering equitable workforce strategies. By partnering with MSPs that prioritize diversity, organizations can better align their DEI objectives with overall business goals.
Diversity and Talent as Drivers of Competitive Advantage
Brad and I also touched on the criticality of the candidate experience in 2025. Organizations need to adapt to emerging skillsets that did not exist just a few years ago. Expanding talent pools to include diverse and inclusive candidates is one of the most effective ways to secure next-level talent and drive organizational success. In fact, diversity not only attracts top talent but also fuels innovation. A diverse contingent workforce brings varied perspectives, problem-solving approaches, and skillsets, giving businesses a competitive edge in an increasingly complex marketplace.
As companies prepare for the future, they must embrace both technological innovation and diversity as foundational elements of their workforce strategies. By leveraging specialized tech stacks and prioritizing DEI initiatives, businesses can create a more agile, efficient, and inclusive workforce. The clear path forward is one that integrates cutting-edge tools, fosters meaningful diversity, and positions organizations for long-term success in a rapidly changing world.
In 2025, thriving businesses will be those that prioritize innovation, inclusivity, and adaptability — key ingredients for workforce excellence in the Future of Work. Similarly, data-driven decision-making and the evolution of total talent management (TTM) will have their influence on future of workforce strategies.
The Role of Data in Talent Intelligence
Data is no longer just a tool for reporting or analytics; it has become the foundation for effective talent acquisition and workforce management. Talent intelligence should be seen as the “lifeblood” of hiring and contingent workforce programs. Thus, there is substantial value in MSPs leveraging diverse data sets — ranging from cost and diversity data to skills and intelligence data — to drive decision-making.
Brad explained that any modern MSP must provide advanced analytics and insights as standard practice. Beyond transactional reporting, organizations now rely on dashboard views and historical data to identify opportunities for optimization. These insights pave the way for strategic workforce planning, where predictive analytics and artificial intelligence are employed to make informed decisions about future workforce needs.
Strategic workforce planning extends beyond just examining contingent workforce data. By integrating full-time employee (FTE) data and third-party benchmarks, companies can adopt a holistic approach to workforce management — with this integration supporting long-term initiatives like total talent management.
Total Talent Management: A Journey, Not a Destination
The concept of total talent management has been a topic of discussion for over a decade. I predicted that most businesses would adopt TTM strategies within five years. While this has not fully materialized, the pandemic underscored the critical need for organizations to understand their total talent pool.
TTM goes beyond traditional workforce segmentation, integrating contingent and full-time data to create a unified view. Achieving TTM requires collaboration across procurement, HR, recruitment, and compliance teams. It also demands advanced technologies capable of managing and analyzing vast data sets.
For many organizations, TTM remains aspirational. However, as businesses continue to adopt AI-driven tools and predictive analytics, the vision of TTM becomes increasingly attainable. TTM is a journey, where incremental progress is made through better data integration, strategic planning, and collaboration.
As my conversation with Brad revealed, the Future of Work is complex, but it is also filled with opportunities for innovation and growth. By embracing data, technology, and human-centered strategies, organizations can navigate this evolving landscape and build a more agile, inclusive, and effective workforce.
