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Technology and Innovation

The “Digital Staffing and Talent Marketplaces Technology Advisor” is Now Available

Contingent WorkforceDirect SourcingDiversity and InclusionTalentTechnology and Innovation by Christopher J. Dwyer on

Upcoming Future of Work Exchange research finds that 82% of all businesses state that the challenging times of 2020 created a bigger need for extended and non-employee talent. The past 18 months have clearly revealed that workforce scalability is an essential link to economic survival in the now-chaotic, hyper-competitive world of global business. Operationalizing that scalability is the very root of workforce agility, from which businesses can tap into talent pools, marketplaces, clouds, and communities to enhance how work is done, and support a range of services and other recruitment streams to build, in real time, a dynamic response to crucial enterprise initiatives.

It has long been our view that the teams that adeptly engage and leverage talent to support the evolving needs of the business will succeed above all others. As more and more enterprises have come to adopt that view, the development of an “agile workforce,” which represents the ability to engage non-employee talent and integrate it with the traditional workforce to improve the way work gets done, has become an important strategic goal. As a result, the digital and on-demand staffing technology market has grown considerably over the past several years.

Ardent Partners’ research has discovered that the utilization of “talent marketplace” solutions has increased more than 700% since 2015. As we proceed through a global pandemic, an uncertain corporate landscape has placed a premium on finding solutions that can drive alignment between dynamic enterprise requirements and available, vetted, and skilled talent. Enter “digital staffing,” that can enable hiring managers to tap into talent pools and on-demand talent networks while also supporting direct sourcing initiatives. These digital staffing marketplaces are the focus of this report.

(In its research and for the purposes of this report, Ardent Partners defines “marketplaces” as the enterprise-grade solutions that facilitate real-time and on-demand talent engagement with independent, freelance, or contract workers via a web-based network or portal. Talent marketplaces typically offer “white-glove” or high-touch talent management services (akin to Managed Service Providers) to help their clients source the best-fit talent for their project requirements as well as the automation of core workforce management processes (such as requisition management, talent pool development, and back-end financial operations).

The Future of Work Exchange is excited to announce the publication of the 2021 Digital Staffing and Talent Marketplaces Technology Advisor report is now available. The Technology Advisor is designed to help procurement, HR, human capital, and talent acquisition executives navigate the digital recruitment and talent marketplace landscape. This new report will assist executives and professionals understand this evolving solutions landscape and help them find, engage, and source top-tier talent and skillsets.

Download your copy of this critical new research study, and feel free to reach out if you have any questions regarding the new report, the digital staffing technology landscape, how to find the best-fit talent marketplace for your organization, etc.

 

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Continuing its Unlimited Evolution, PRO Unlimited Announces Acquisition by EQT Partners

Contingent WorkforceDirect SourcingDiversity and InclusionHRProcurementSolution ProvidersTalentTechnology and Innovation by Christopher J. Dwyer on

Earlier this week, contingent workforce management (CWM) solution PRO Unlimited announced that it has partnered with EQT Partners, who will acquire the company from Harvest Partners and Investcorp. When the acquisition officially closes in the second half of 2021, EQT Private Equity will be the majority shareholder, with Harvest Partners continuing as a large shareholder and management retaining a minority stake in the company.

This major transaction follows a year of aggressive market activity by the veteran MSP and VMS suite of solutions, which has undergone a seismic transformation since mid-2020. A longtime leader in the CWM technology arena, PRO continues to deliver on its promise to reimagine the end-to-end offerings of its core services and automation and become a true “platform” for agile workforce management activity.

“The team at EQT has been following the macro trends around the world of talent and work. They, much like us, see the contingent workforce segment growing at a rapid rate and becoming more and more strategic,” said Kevin Akeroyd, CEO of PRO Unlimited. “PRO was uniquely positioned here because we have the technology, the data, the analytics, coupled with the people / service assets in place, which has been a cornerstone of our MSP business, to not only satisfy the elements of what enterprises need today to manage their agile talent, but also having all of those critical elements inside the same platform.”

In several discussions with Akeroyd over the past several months, PRO’s CEO outlined an assertive range of objectives that mainly included a technological revamp, more dedicated offerings within the diversity and inclusion arena, and on-demand facilitation of data, intelligence, and workforce agility. The acquisition by EQT will allow PRO’s executive team to capitalize on an evolving market while enabling quicker time-to-market for burgeoning offerings for SOW/services procurement and direct sourcing, as well as its unique RatePoint solution.

“This is going to allow PRO to do what we want to do much faster and on a larger, global stage,” Akeroyd told CPO Rising. “EQT didn’t come here to change us or alter the fundamentals of who we are or what we want to accomplish. The vision that we had last year (becoming an end-to-end platform for all things contingent labor) can be realized much quicker with the investment from EQT.”

Historically, PRO Unlimited has not been known for major M&A activity, but that line of thinking changed when Akeroyd joined the organization last year, setting off a string of market-shifting moves that positioned the veteran solution for a major transformation in the months afterwards.

“Our organization went nearly 30 years without a major acquisition. It wasn’t until recently [Editor’s note: PRO acquired PeopleTicker and the Brainnet Group in 2020 and 2021, respectively] that the company started to shift its acquisition strategy,” Akeroyd said. “With EQT as a partner, we can accelerate M&A activity much more aggressively. If we need to buy, we can do that. If we need to build, they’ll support us. And we’ll have the power to partner with those solutions that are complementary to PRO’s end-to-end suite.”

The acquisition is certainly timely, as upcoming Ardent Partners research finds that the agile workforce continues to grow in size, impact, utilization, and prominence: nearly 47% of the average organization’s total workforce is now considered “extended” or “non-employee,” reinforcing the notion that businesses require more comprehensive, dynamic tools to effectively converge traditional aspects of contingent workforce management with the deeper elements (such as direct sourcing, services procurement, etc.) required to maximize the inherent value of the agile workforce.

“The contingent workforce is going to lead the economic recovery. If you look at the numbers and employment data regarding traditional workers and FTEs, they aren’t going up…but the agile workforce is,” said Akeroyd. “The Global 2000 enterprise is alive and well, and they’re largely thriving in this market due to their reliance on white-collar, remote, highly-skilled extended talent. PRO is enabling the average enterprise to achieve this level of success on the contingent workforce front; we are a leader in this solutions industry and what EQT has done is allow us to be a bigger, more impactful part of how businesses harness the power of their agile workforce across the globe.”

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An Unlimited Future: Inside PRO Unlimited’s Technology Transformation

Business LeadershipTechnology and Innovation by Christopher J. Dwyer on

The world of talent and work seemingly reinvents itself frequently. Changes in the global economy amidst other major worldly events (including, of course, a pandemic) routinely force businesses to reimagine how they get work done. Over the past decade, the workforce management tech marketplace, which includes Vendor Management Systems (VMS), Managed Service Providers (MSP), digital staffing marketplaces, direct sourcing automation, etc. has undergone a seismic revolution alongside a shifting global talent economy. Throw in the major workforce management shifts accelerated due to a global pandemic and its economic, digital, and staffing ramifications, and, well, the position is clear: workforce management technology has to evolve just as quickly as the world around it.

Last year, veteran VMS/MSP hybrid PRO Unlimited announced that Kevin Akeroyd would join the solution as its new CEO, who immediately touted a transformative approach to the provider’s future: become a de-facto “platform” for contingent and agile workforce management.

“This workforce segment is becoming a large spend category and is now an enterprise valuation driver. Over the past 30 years, the industry has transformed from a small temp-staffing niche to a C-suite strategic priority. This shift not only includes changes within HR, talent acquisition and strategic procurement programs, but also highlights an explosion of innovation and new technology platforms like we have never seen before,” Akeroyd said. “Unfortunately, the established procurement/spend management and HCM platforms have not addressed the full contingent workforce management lifecycle. Furthermore, they are not capable of managing its complexity or harnessing the data to provide analytics and intelligence on companies’ contingent workforce segments that executives demand. The industry requires a comprehensive platform that can deliver the technology, data/analytics and managed services to optimize the full contingent workforce program. This is going to help organizations exceed both their contingent workforce goals and their broader organizational objectives. Being the platform that seamlessly interoperates with ERP, HCM, HRIS, P2P, and data and analytics systems will be paramount, and PRO Unlimited is uniquely positioned to become that holistic platform for the industry.”

Shortly after Kevin dropped by the Contingent Workforce Weekly podcast and spoke to us as part of our Future of Work Influencer series, PRO announced that it acquired rate management solution PeopleTicker, a global provider of comprehensive compensation data that relies on crowdsourced intelligent, machine learning, and data science resources. This acquisition helped burgeon PRO’s commitment to helping its users manage its workforce with a data-driven approach, allowing customers to tap into an “ocean of data.”

“To use an age-old analogy, even the best motorcycle, car, plane, rocket ship… simply is not effective if you don’t “fuel” it.  And the higher quality, higher octane the fuel is, the better performing the vehicle is. Data is today’s “fuel,” said Akeroyd. “Having the highest quality, highest coverage, most up-to-date data is a mission-critical component of the platform. It fuels the software, service, and analytics/intelligence offering the Enterprise relies on today. PRO not only has the largest, broadest, most accurate first-party asset in the world, we have augmented this with third-party data partnerships, including our acquisition of data assets like PeopleTicker, the industry’s one true provider of global contingent rate data for over 160 markets across thousands of job titles. Having exclusive data, packaged with PRO’s solutions and comprehensive platform, will enable and benefit our clients immensely. And competitively, it will further differentiate PRO from our point solution competitors. Finally, data is the fundamental underpinning of all machine-based learning (MBL) and artificial intelligence (AI). We are very excited to deliver MBL/AI applications in the near future as a result of having the best, most accurate and largest training data sets on the planet.”  

And, PRO Unlimited’s transformation continues today with an announcement that it has secured an exclusive partnership with Eightfold, an artificial intelligence solution that offers a multifaceted blend of technology, including talent experience management, candidate comparison and evaluation, bias prevention, and deep employee lifecycle management support via AI-led neural networks.

The new partnership has massive implications for the workforce management solutions landscape, as PRO’s exclusive union with Eightfold will allow the veteran provider the ability to “lift and shift” comprehensive total talent intelligence into its existing and forthcoming offerings. For example, Eightfold’s unique neural network-led skills data could be applied to direct sourcing initiatives to better target specific, high-expertise candidates for enterprise talent pools.

“Many organizations around the world will be hiring contingent workers ahead of the economic recovery while prioritizing areas within hiring, such as retention and D&I initiatives. However, many of these same companies do not have the technology and data in place to identify, engage and secure the best contingent talent in the world, while attaining diversity goals,” said Akeroyd. “This exclusive partnership with Eightfold aims to solve this problem with their advanced talent intelligence and our contingent workforce management platform, which also includes the world’s largest global market rate data repository. This partnership is truly a game changer for the industry as it will transform how our customers, which include some of the largest brands globally, source, develop, and redeploy their workforces while lowering costs as well as offer an unparalleled suite of diversity offerings for the contingent workforce.”

With PRO’s new Direct Sourcing and SOW Management tools on the horizon for later this quarter, the solution’s recent, aggressive moves prove that the provider is truly committed not only to its goal of being a centralized talent management platform, but also meeting the evolving requirements of the ever-changing world of talent and work.

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Evolution, Agility, and the Extended Workforce: A Conversation with Doug Leeby, CEO of Beeline

TalentTechnology and Innovation by Christopher J. Dwyer on

I’m thrilled to welcome Beeline CEO Doug Leeby for an exclusive Q&A session today on CPO Rising. Doug and I chat about the platform’s big news, the evolution of the agile workforce, direct sourcing, and so much more.

Christopher J. Dwyer: Doug, it’s great to have a chance to chat with you. Thanks for spending some time with us. Let’s get to the big news first. Earlier today, Beeline made a major announcement: introducing the solution as an extended workforce platform. Tell us all about it.

Doug Leeby: Thank you, Chris. It’s always great to be with you. Yes, we announced the Beeline Extended Workforce Platform today. In a word, it’s about evolution. We’ve long outgrown the moniker of VMS (vendor management system). While the functionality of a VMS is still core and extremely important, it’s too limiting. The value of external talent has evolved. Talent is talent – it doesn’t matter whether they are employees or non-employees. As such, it needs to be managed not as a procurement category but as a strategic component of the workforce.

Evolving to the extended workforce platform means adding talent-centric value streams to all constituents on the platform – clients, MSPs, suppliers, and the talent itself. It also demands a thoughtful and deliberate approach to building an ecosystem with other great companies. This gives our users access to superior capabilities and benefits that are not associated with VMS today.

CD: One thing that Beeline has been known for is its commitment to both the “talent side” of the industry and the power of intelligence and analytics. How do those attributes factor into the revamped platform?

DL: I appreciate you pointing that out because it is core to Beeline. This is not about managing a commodity – it’s about people. That’s an important starting point. This manifests in the beautiful new hiring manager experience that considers our users as consumers vs. business entities, our integration with behavioral and psychometric solutions, and our new resume visualizer that elevates people from a mere resume. The data (and therefore, analytics) serves as another massive point of differentiation in the market. Beeline’s extended workforce platform leverages our $700B in global talent spend data to provide insights that align behavior with the enterprises’ goals.

The power of data is leveraged in multiple facets of the Beeline extended workforce platform, but perhaps the most exciting and innovative is in the “SmartBuyer” solution we are developing with our long-trusted ecosystem partner, Brightfield. Industry marketing is replete with buzz phrases like “powered by AI.” Much of that is pandering. Machine learning is promising, but it is predicated on having a deep and historical data set that can actually inform with statistical veracity.

CD: Beeline will forever be known as a pioneer and an innovator in the VMS space. How do you foresee current and prospective customers perceiving this exciting new development?

DL: I believe they will appreciate the industry leadership and the fact that we are finally ascribing an accurate descriptor to our solution. The reality is, we’ve been an extended workforce platform for several years. We benefit from exceptionally close relationships with our clients (I define clients as end clients, MSPs and suppliers) and everything we do is geared at listening to their challenges and endeavoring to solve them.

In the early years, our problem solving was more reactive. Over the last decade, we’ve been far more proactive in addressing them. Beeline’s extended workforce platform is clearly future focused and it’s flexible. Early adopters leverage much from our ecosystem now while others take more time but appreciate that these solutions are in place for when they are ready. I’ll give you a couple of examples. Many are taking advantage of our offering via The Mom Project as it is both noble and simple. Direct sourcing offers tremendous savings but requires more planning and not everyone is ready quite yet to pull the trigger.

CD: How do current clients benefit from the extended workforce management functionality?

DL: Well, they are already benefiting as we have been offering many components of our platform and ecosystem for some time, but on March 26, we have one of our biggest and most exciting releases in recent years. This is the culmination of a focus on our three pillars – user experience, data and innovation, and connectivity. There is too much to discuss here but we believe job descriptions and resumes are outdated and ineffective. Despite consistently receiving the highest grades for our user experience, we believe it should be even more intuitive and data driven. We also believe trust is paramount and thus, data security must always be top-of-mind. These are foundational and we must never pursue shiny objects in favor of the core. Having said that, there is a lot of “shine” that’s just really cool as well.

CD: How critical is for our industry to have this type of technology in regard to where we are now in the business world: growing agile workforce, more focus on diversity and inclusion, and (hopefully!) on the back end of a public health crisis?

DL: I believe it is crucial. Twenty years ago, when I started, workflow geared at driving rates down after an uneventful Y2K was a gamechanger. Much has changed and evolved over the last two decades. Finally, the value of the extended workforce is, in many cases, understood to be strategic. The variability of the model is exceptionally attractive, and companies are leveraging this important talent more than ever before. Accordingly, it must be managed as talent and as a key component of the overall workforce strategy. That requires a more robust solution set from which to draw from. Beeline does a lot, but we don’t do it all. The platform remedies that and enables us to introduce extraordinary and proven solutions to the table.

Diversity and inclusion are now making its way from the supplier to the talent and that’s a great thing. The Beeline extended workforce platform not only informs on some of the key metrics but provides a channel to do something about it. We recently launched the Beeline Diversity Talent Pool under The Mom Project, for example, which helps organizations source and hire diversity candidates.

In relation to the pandemic, yes, let’s hope this is soon to be in the rear-view mirror. But to answer your question, this type of technology is paramount to operating in an agile and nimble manner. It enables companies to source remarkable talent that now operates remotely. The idea, for many positions, that the contractor or consultant has to be local is forever shattered. Only a system such as this can provide the reach to find this talent.

CD: What other pathways does this open for Beeline in regard to engaging, sourcing, and managing talent for businesses across the globe?

DL: Great segue, thanks. It opens a lot of pathways. We’ve been vocal that it is our responsibility to open channels of talent next to the traditional PSL (preferred supplier list). I want to be clear – suppliers are a crucial element of this ecosystem and should be honored accordingly. There are opportunities, for specific geographies, goals, etc. to consider complimentary sourcing channels. Direct sourcing is one example. Diversity sourcing is another. I just referenced remote ability and that clearly provides opportunities across the globe.

We hear a lot about “Total Talent Management.” We think this is more about “Total Workforce Optimization” but soon, via our platform, we’ll introduce some compelling solutions that bring this notion to life and finally render “TTM” more than just a buzz phrase. I still contend companies have a long way to go in terms of getting their arms around their extended labor force and should focus on that prior to thinking about “TTM”, but in keeping with our belief that we should solve tomorrow’s problems today… we’ll be ready.

CD: This is a major shift for not just Beeline, but the industry itself. What is the future of the extended workforce and the technology required to manage and control it effectively?

DL: Workforce agility has risen to the top of the priority list. Nearly everyone is focusing on digital transformation. Thoughtful planning and deployment of the extended workforce is more critical now than ever before. This will only increase, and you’ll see more and more organizations finally address this important talent component as strategic.

The future of all workforce management, not just the extended class, is outcome-based sourcing. We all yearn to unlock the insights historical data offers so that we can be more contemplative and deliberate in how we get work done. This goes back to my comment about this really being about Total Workforce Optimization. Knowing, on the front end, the appropriate “mix of talent” (full time, contractor, freelancer, project based) will be the next profound transformation. The underpinning is data and machine learning.

And we must remember this is about people. Thus, the future will exploit the insights from machine learning while treating labor with dignity and offering value to them as well. Remember, a platform is about its network and as stewards of this platform, we must consider all who engage on it and ensure that we are providing more value to each constituency. Beeline’s VMS is a proven and trusted global leader. It isn’t going away – it is an integral component of the Beeline extended workforce platform. We are simply, but judiciously, adding to the overall value proposition by offering future-proofed, well thought out, talent-centric solutions from one platform.

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Extending into High-Volume Workforce Management: Beeline Acquires JoinedUp

TalentTechnology and Innovation by Christopher J. Dwyer on

There is no question that the past 15 months have brought an incredible amount of transformation to the world of work. Although much of the focus was placed on the trials of the great shift to remote work and distributed teams, there was (and continues to be, of course) a large and impactful group of talent that trudged along with their “essential worker” status in the face of a global health crisis: the blue-collar, shift-based, and field service workforce.

While managing the white-collar workforce requires a standard set of operations and processes, there are unique differentiators inherent in tackling the nuances of shift-based and blue-collar workforce management. From workflow and scheduling to time and attendance and complex rate calculations, businesses require a comprehensive set of tools and strategies to effectively manage this intricate sector of talent.

Ardent’s upcoming State of Contingent Workforce Management research study (publishing later this spring) reveals a telling statistic: nearly 75% of businesses state that the pandemic forced them to reimagine traditional workforce management processes, such as interviewing, onboarding, scheduling, workflows, etc. And this was the number-one impact of the pandemic within the world of talent and work, a factor that is even more crucial when applied to the sectors that rely on shift-based and blue-collar labor.

Last week, global Vendor Management System (VMS) and Extended Workforce Management (EWS) solutions provider Beeline announced that they acquired JoinedUp, a high-volume workforce management platform known for its high-impact automation of shift-based, blue-collar processes concerning talent and work. This acquisition will allow Beeline to expand its already robust and end-to-end functionality into a market that is expected to continue to grow steadily.

“For organizations that rely upon shift-based temporary labor, coordination and communication with partnered staffing agencies is critical,” said Doug Leeby, CEO of Beeline. “The world of high-volume staffing is very different from that of long-term assignments and has many nuances and complexities that have, to date, been underserved. The JoinedUp solution is, without question, a Best-in-Class product designed specifically to improve fulfillment, speed, and accuracy for both the client and the staffing agency.”

VMS technology is not traditionally known for its prowess with shift fulfillment, a hallmark of the JoinedUp platform. As more and more industries, particularly those within healthcare, light industrial, and manufacturing, increasingly tap into and rely on agile talent to get work done, it will become even more critical for site managers to meet goal-fill shifts and ensure positive impacts on overall productivity and production.

What is particularly interesting about this union is the convergence of Beeline’s extended workforce management (and VMS) functionality and JoinedUp’s unique automation around time capture and its link to complex rate calculations. By acquiring JoinedUp, Beeline users (particularly staffing suppliers in high-volume and blue-collar industries) can transform shift fulfillment from being mostly manual in nature to become fast, efficient, and data-fueled.

JoinedUp’s platform offers on-demand automation of unique high-volume workflows that influence the ultimate productivity of a given shift; afforded a deeper and intelligent view of these tasks and processes will allow Beeline’s users to transform how they staff critical-impact shifts and execute on real-time issues that require agile talent decisions.

“Having owned a staffing agency catering to shift-based labor, we experienced the inefficiencies in scheduling, onboarding, reconciling invoices, and manually tracking SLAs,” said Adam Thompson, JoinedUp co-founder and owner. “We created JoinedUp as a solution uniquely focused on improving process and profitability for both clients, and staffing agencies. We are thrilled to be a part of the Beeline family and believe that together, we offer something nobody else in our industry does.”

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On Extended Workforce Growth and the Future of Work: A Discussion with Utmost CEO and Co-Founder Annrai O’Toole

TalentTechnology and Innovation by Christopher J. Dwyer on

There is no debate as to the role and impact of the extended workforce. Upcoming Ardent Partners research (The State of Contingent Workforce Management 2021) finds that 82% of businesses across the world believe that their extended and agile workforce enabled them (and continues to enable them) with true workforce and staffing scalability in the face of a global pandemic and its far-reaching implications. And, now nearly halfway through 2021, the extended workforce will continue to grow in size and impact: 98% of business leaders stated that this workforce provides critical strategic value to greater enterprise.

Just yesterday, Utmost announced that it secured $21 million in Series B funding. Since its inception in 2018, the Extended Workforce Management System (EWS) platform has not only been passionate about the way businesses harness the power of the agile workforce but has differentiated itself from the contingent workforce solutions market through its unique features, functionality, and forward-thinking innovation.

I had the opportunity to chat with Utmost CEO and co-founder, Annrai O’Toole, about the funding news and what it means for the company:

Christopher J. Dwyer: Congrats on the recent news about the Series B funding. Why did Utmost go the Series B route? And, what attracted the new investor to Utmost?

Annrai O’Toole: A Series B was always in the plan. As you know, enterprise software is complex, and to meet the requirements of Global 1000 companies using Workday, and we needed a top-notch team to build out the key features these customers need.

As for why Mosaic Ventures invested: they recognized the changing nature of work. The legacy systems focused on, as the name suggests, vendor management instead of the entire extended workforce. As your (Ardent Partners) research shows, the typical enterprise workforce is 43% non-employee and only growing (Editor’s note: this figure has grown to 46.5%, as found by upcoming Ardent research). Mosaic recognized this trend, and those enterprises needed a solution to manage this workforce. But not yet another siloed system. Workday customers need an extended workforce system that directly aligns with Workday instead of building and maintaining complex, costly integrations that fail to give total visibility.

CJD: It must have been an exciting experience to fundraise in an entirely virtual environment. What was it like?

AOT: I’m not sure I would depict it as exciting! It was certainly different. It’s a tradeoff of efficiency vs personal connection. No need to fly around to meet people in person so it’s certainly more efficient in that regard. However, you don’t sense people’s body language so it’s harder to gauge how it’s going. Of course, we had none of that this past year, and I know most of your readers went through the same things in their own business. The industry adapted, and VC investment has continued at a strong pace!

CJD: How does Utmost plan to harness the Series B funding?

AOT: We will be primarily accelerating product innovation and expanding sales/marketing presence in North America and Europe. We have lots of great product ideas we want to see come to life: decision-based hiring support, a whole new take on invoice processing and of course our unique “global work graph.”  We also want to get that product to as many customers as possible. What that means is we will be hiring – lots: software engineers, excellent product folks, sales, and marketers who can help us deliver value to our customers.

CJD: What can customers expect to see in the future, especially regarding Utmost’s product roadmap and upcoming features and tools?

AOT: First and foremost, our roadmap will adapt to customer needs. Many of the traditional VMS platforms on the market have slow feature release cycles and are essentially still mired in an “on-premise” technology stack. “The difference between a walrus and a gymnast” is how one of our customers referred to a legacy provider and Utmost when it comes to deployment and product innovation.

With that said, there are a few areas that we plan to focus on:

  • Richer and more context aware sourcing workflows across both role-based and outcome-based engagements with the extended workers.
  • A “Front Door” to simplify centralize all hiring manager requests for work or workers.
  • First-rate Supplier and Worker Apps.
  • Best-in-Class, semantically rich, automation and integration with your key HR system: Workday.

CJD: The VMS and Extended Workforce technology market have grown increasingly competitive over the past 18 or so months. What makes Utmost so different?

AOT: Workday customers choose Utmost because of how closely aligned the software is with Workday. Rather than manage a whole separate data model for your extended workforce, Utmost aligns with Workday so you can achieve total talent management. You need to be able to view and manage your extended workforce in the context of your permanent employees.  It is either/or — Total Workforce means seeing both sets of Workers in a semantically consistent environment.

Other VMS platforms can build integrations with Workday, but only Utmost provides these rich behavioral semantics and matches the user interface of Workday to seamlessly synchronize all the relevant data from both systems. It’s that connection that makes the lives of HRIS teams and hiring managers much easier. And from a workforce planning perspective, you can’t do that unless you have a holistic view of the workforce.

Beyond the connection with Workday, Utmost acts as a “Front Door” to all types of work or worker requests. A typical VMS can handle SOW or staff augmentation work requests but cannot oversee contractors very well, and of course, an employee request is siloed from the VMS. Utmost guides hiring managers to the correct type of resource and reduces worker misclassification and simplifies the hiring manager experience. A manager shouldn’t need to know the difference between SOW or staff aug or contractor. She just wants the right resource at the right time to get work done; Utmost enables that.

Lastly, it’s the talent lens. Workers are more than their rate card. They have skills, previous engagements, nd performance scores. That history should travel with the worker. Utmost worker profiles are designed not only for the enterprise but for the worker herself. A robust contingent workforce program simultaneously promotes the worker, the supplier, and the enterprise. Most VMS are built from the enterprise perspective first. Suppliers and workers have to create logins for every new client and no real-time visibility into their engagements.

CJD: Where do you see Utmost in a few years? What does the market look like?

AOT: Fundamentally we believe that the future of work is all about the extended workforce. Over the last 20 years the employee experience has been transformed by enterprise applications. However, the extended workforce has been left behind — it’s in a shadow. Worse than that, we’ve had 20 years of treating the worker as a mere rate card. Utmost wants to shake this all up and bring innovation, visibility, clarity and cohesiveness to the whole extended workforce.

We know that enterprises are really asking for something new in the whole area of the extended workforce.  We believe that the market is ready for change too and we’re going to give it our utmost to make things better!

For additional insights from Christopher and Annrai, check out their discussion on the Contingent Workforce Weekly podcast.

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Could NFTs Signal Another Future of Work Pathway for Blockchain?

TalentTechnology and Innovation by Christopher J. Dwyer on

The first time I learned about nonfungible tokens (NFTs) occurred while perusing Twitter last summer. Seeing that Topps, perhaps the most-revered name in collectable trading cards, was going “full blockchain” a little over a year ago sparked an interesting dive down a rabbit hole of blockchain, the evolution of e-commerce, and, perhaps, yet another link to the Future of Work movement. Will blockchain finally take its rightful place within the pantheon of Future of Work-era innovation, or will it be limited to the crypto-fueled world of NFTs?

NFTs, Explained…Quickly

Nonfungible tokens (NFTs) are, in essence, a digital record that confers ownership of a specific asset. This record does not bestow “rights” but rather ownership of the asset, details of which are permanently recorded in a public database.

The NFT is stored in a shared global database that runs on, yes, you guessed it…blockchain!

Decentralization is the Future of Work Key

The biggest claim to fame (besides cryptocurrency, of course) for blockchain’s impact within the greater world of business was always its decentralized means of permanently recording information and data in an unalterable way. Back in 2016, which now seems like forever ago (thank you, pandemic!), I wrote about blockchain’s near-limitless potential in transforming how business was done. Innovation, of course, is the pumping heart of the Future of Work movement; blockchain, then, represented a way for businesses to not only transform the way they record information (such as contracts, IP, SOWs, and impactful data), but could also help to streamline the human touchpoints inherent in finance, accounting, payment management, and contract management to permanently eliminate errors and inconsistencies. In the continuing crossover between personal and business worlds, “digital wallets” or “e-wallets” leverage blockchain as a storage device for funds, gift cards, personal information, and more, furthering the growth and impact of blockchain technology.

Even with a pandemic raging across the globe, blockchain still had moves to make in 2020. “Decentralized finance” was a big hit for the blockchain movement as more and more consumers and business leaders alike bought into peer-to-peer transactions that eschewed traditional measures (such as banks and standard payment outlets), and, digital wallets became a trusted means for consumers that wanted to shun cash as a safer payment option while shopping.

“Decentralized commerce,” also known as dCommerce or DeFi, has a simple goal in mind that traverses beyond decentralized banking or finance: untether commerce from monopolistic giants in retail and other major markets. Blockchain-driven dCommerce networks, such as the Worldwide Asset eXchange (WAX), which specializes in the creation and sales of NFTs and similar assets, in addition to the already-proven advantages of digital wallets, could be harbingers of the future of blockchain in other business realms…even in how talent is engaged in the years to come.

“Open Talent,” Frictionless Talent Acquisition, and the Next Great Era of Workforce Management

The concept of digital wallets could point to how talent is engaged and sourced in the very near future. John Healy, Vice President at the World Employment Confederation, believes that this technological progression could very well be the Future of Work movement’s most crucial pathway into connecting people with projects and work.

“Digital wallets are emerging as an essential asset to our personal privacy and safety, and as governments recognize the need to leverage such a tool as a way to have trusted access to verify vaccinations, the next question they are asking is, “What else should be in that digital wallet?” Healy said. “Information regarding your identity, eligibility to work, your education, employment history, certifications and licenses, any assessments, awards or achievements…all part of the solutions that are actively being deployed using blockchain technology. 100%, this is part of how we will reduce friction in the ways that people connect with work – speeding up the time from application to paycheck, and interview to productivity, while also helping improve wellness for individuals and communities.”

If NFTs are the hot tech attribute du jour and bring more attention to digital wallets and the decentralization of commerce and finance through the advent of blockchain, we could certainly soon live in a world that untethers traditional talent networks and places more emphasis on the unalterable permanent scale of information enabled by blockchain. The freeform sharing of ideas, projects, information, intelligence, and yes, even talent, could lead to a relatively frictionless “open talent movement” as a Future of Work undercurrent.

Vaccine records (a topic worth digging deeper into), portfolios of work, certifications, education, and assessments are all critical measures of the true impact and alignment of talent with work and business projects. As decentralization and blockchain continue to transform the world of work, as non-traditional/non-employee talent continues to grow in both size and prominence, and as business leaders continue to rely on talent clouds and talent communities for agile workforce needs, it’s not too difficult to think of an environment in which a peer-to-peer, frictionless, and “open” culture permeates into the next great era of workforce management.

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