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Technology and Innovation

AI, Advisory Services, and the Next Evolution of Workforce Solutions

RecruitmentTalentTechnology and Innovation by John Yuva on

As organizations navigate a complex mix of economic uncertainty, workforce transformation, and rapid technological advancement, the extended workforce ecosystem is entering a new phase of maturity. During a recent discussion on the Future of Work Exchange Podcast, industry leaders Jennifer Torney, global vice president of  Talent Solutions Tapfin, and Brian Hoffmeyer, SVP of market strategies for Beeline, explored how artificial intelligence, vendor management systems, and managed service providers are evolving to support the next generation of workforce strategies.

AI Maturity Takes Center Stage

One of the most prominent themes in the conversation was the accelerating influence of artificial intelligence (AI) across workforce technology and operations. Over the past year, AI has moved from an emerging capability to a central topic of discussion in nearly every technology and workforce strategy conversation.

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Introducing a New Subscription Model

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

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Practical AI, Direct Sourcing, and the Orchestration of Work

Artificial IntelligenceDirect SourcingProcurementTechnology and Innovation by John Yuva on

Artificial intelligence (AI) dominates nearly every workforce conversation today. Yet beneath the hype lies a more nuanced reality. Adoption is uneven. Expectations vary widely. Some view AI as transformative and inevitable. Others see it as overhyped. The truth likely sits somewhere in between. We continue with Vanessa Miller, global director of product strategy at Allegis Global Solutions, and her discussion on the Future of Work Exchange Podcast.

Practical AI, Direct Sourcing, and the Orchestration of Work

Within workforce solutions, AI is best understood not as a sweeping replacement of human capability but as a series of focused, practical enhancements. Rather than attempting to automate entire program management offices, leading organizations are pursuing targeted improvements. They are identifying specific workflows such as requisition intake, onboarding, compliance tracking, and reporting, then applying AI to drive consistency, reduce risk, and minimize manual effort. This incremental approach is critical. Large-scale AI visions can stall without governance, guardrails, and clear-value metrics. Bite-sized wins build confidence, demonstrate impact, and lay a foundation for broader transformation. Governance models are equally essential. As organizations experiment with AI agents and generative tools, they must ensure that data is handled responsibly and securely.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

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The Evolution of MSP and RPO in a Transforming Talent Landscape

Direct SourcingSolution ProvidersTechnology and Innovation by John Yuva on

The extended workforce industry is at an inflection point. As organizations navigate economic uncertainty, shifting labor dynamics, and rapid technological advancement, managed service providers (MSPs) and recruitment process outsourcing (RPO) partners are being asked to deliver more than operational efficiency. They are being called upon to provide strategy, intelligence, and innovation. Vanessa Miller, global director of product strategy at Allegis Global Solutions, joined the Future of Work Exchange Podcast to discuss these and other workforce issues.

Few professionals have witnessed this evolution as closely as Miller. With 15 years in the industry, her career spans staffing, RPO delivery, product development, technology partnerships, freelance marketplace innovation, and now global product strategy for external workforce solutions. Her path reflects the broader transformation of the workforce ecosystem itself.

The MSP market today is steady but recalibrating. While overall spend has fluctuated in recent years, buyers are still investing. The emphasis, however, has shifted. Clients are no longer seeking rigid, one-size-fits-all programs. Instead, they are demanding modular, agile solutions tailored to their specific needs. What was once common in RPO has now become prevalent in MSP. Flexibility is no longer a differentiator. It is an expectation.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

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The 2026 Digital Staffing and Direct Sourcing Technology Advisor

Direct SourcingSolution ProvidersTechnology and Innovation by Christopher J. Dwyer on

Digital staffing has become a critical part of the modern approach to talent management, with technologies that enable the discovery, engagement, and sourcing of freelance, independent, and contingent talent. Ardent Partners defines digital staffing technology as the solutions that empower enterprises to hire and manage non-employee talent without the need for other traditional workforce or HR tech platforms. These tools increasingly support the full lifecycle of extended workforce management from project oversight and worker classification to compliance and risk mitigation.

The 2026 Digital Staffing and Direct Sourcing Technology Advisor goes beyond evaluating marketplaces, expert networks, and freelance platforms by including direct sourcing solutions that enhance enterprise agility and talent access. The old online job portals have matured into intelligent workforce automation platforms that connect organizations with contingent talent while also enabling the development of talent communities with streamlined candidate engagement. These platforms are becoming indispensable for organizations seeking greater flexibility and precision in workforce planning. According to Ardent Partners, the use of digital staffing and direct sourcing technology has surged nearly 900% in the past six years, a staggering statistic that underscores the central role these platforms now play in powering modern, agile workforce strategies and advancing the Future of Work movement.

The new study evaluated 11 distinct providers that represent talent marketplace, direct sourcing, Freelancer Management System, and digital staffing offerings. HR, procurement, talent acquisition, and contingent workforce leaders can leverage the findings from this new landscape report to facilitate more seamless RFP projects and enhance their digital staffing and direct sourcing solution selection journeys.

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Skills, Systems, and Strategy: How AI Is Redefining the Future of Talent Acquisition

Artificial IntelligenceBusiness LeadershipTalentTalent AcquisitionTechnology and Innovation by John Yuva on

In a wide-ranging conversation on the Future of Work Exchange podcast, Lori Hock, CEO of Opptly, brings a practitioner’s perspective to where talent acquisition is headed, exploring how direct sourcing is evolving, how AI is reshaping workforce strategies, and why human judgment will remain essential as technology accelerates, all while offering a forward-looking view of what 2026 holds for talent and workforce leaders based on her extensive experience across staffing, MSP, and RPO models.

The talent industry has spent years discussing transformation, yet true structural change has often lagged behind the conversation. Artificial intelligence (AI) is now forcing that change, not through incremental efficiency gains, but by challenging the underlying operating models that govern how organizations find, engage, and deploy talent. At the center of this shift is a growing recognition that skills, not job titles or worker classifications, must become the primary currency of work.

AI is accelerating this transition by making skills visible, measurable, and actionable at scale. Historically, skills-based hiring was constrained by incomplete data, inconsistent taxonomies, and manual processes that limited its practical application. Today, AI enables the creation of living skills frameworks that reflect real-time market demand and evolve continuously. This capability is not a feature. It is a foundational requirement for modern talent strategy.

A skills taxonomy is only valuable if it drives decisions. AI makes this possible by connecting skills data to sourcing, matching, and workforce planning in ways previously unattainable. However, organizations must move beyond the excitement of creating taxonomies and focus on the harder question of how those insights are operationalized. Skills-based hiring is not a standalone process. It is an operating model that reshapes how work is designed and how talent is deployed.

Total Talent and the Mindset of Ecosystems

This shift has profound implications for the concept of total talent. For years, total talent management has been discussed as an aspirational framework, often dismissed as too complex to execute. AI is changing that calculus. By acting as an intelligence layer that evaluates skills independent of worker classification, AI enables organizations to connect work to talent across full-time, contingent, and independent labor pools. Systems of record no longer define opportunity. Skills do.

This evolution aligns with broader trends toward project-based and skills-focused work. As AI reduces friction in matching talent to tasks, organizations gain the ability to assemble teams dynamically based on capability rather than headcount models. This flexibility is becoming essential in a labor market defined by rapid change and uneven demand. It also creates new expectations for talent leaders, who must now think in terms of ecosystems rather than pipelines.

At the same time, the expansion of AI raises legitimate concerns around bias, compliance, and trust. These issues cannot be treated as afterthoughts. Bias auditing, transparency, and governance are becoming table stakes for any AI-enabled talent solution. Organizations that fail to address these requirements will face increasing scrutiny from regulators, employees, and candidates alike. Responsible AI is not just a legal necessity. It is a strategic differentiator.

AI Amplifies Broken Workflows

One of the most overlooked prerequisites for effective AI adoption is process maturity. AI does not fix broken workflows. It amplifies them. Before organizations embed AI across recruiting and talent processes, they must ensure that their underlying business processes are current, intentional, and aligned with how work actually gets done. This requires a pause that many organizations are reluctant to take, but it is essential for long-term success.

Once that foundation is in place, AI can automate large portions of the front end of recruiting. Screening, matching, scheduling, and initial engagement are all becoming increasingly autonomous. This automation does not eliminate the human role. It elevates it. Talent professionals are freed to focus on candidate experience, relationship management, and strategic workforce planning. The result is a more human talent function, not a less human one.

Leadership plays a critical role in navigating this transition. Skills-based hiring and AI-driven talent models require tone at the top. Leaders must articulate not only what is changing, but why it is changing and how employees fit into the future state. Without that clarity, uncertainty fills the gap. People create their own narratives, and those narratives are rarely optimistic. Transparency and intentional communication are essential to maintaining trust.

Looking toward 2026, the convergence of AI, skills intelligence, and total talent models represents one of the most significant shifts the industry has ever experienced. This is not a matter of adopting new tools. It is about redefining how organizations think about work, talent, and value creation. Companies that embrace this shift thoughtfully will move faster, adapt better, and attract talent more effectively. Those that hesitate risk falling behind in ways that will be difficult to recover from. The future of talent is not defined solely by technology. It is powered by AI, but shaped by people who are willing to lead through change with clarity, courage, and conviction.

Access the full podcast here: https://futureofworkexchange.com/2025/12/23/the-future-of-work-exchange-podcast-episode-813-a-conversation-with-lori-hock-ceo-of-opptly/.

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The Plan for AI in 2026? The Ultimate Workforce Partner

Artificial IntelligenceTechnology and Innovation by Christopher J. Dwyer on

Artificial intelligence has moved well beyond the train of perpetual hype and become an omnipresent source of optimization, automation, and so many other words that end in “tion” that it may be impossible to list them all here.

At one point a few years ago, “AI” was dancing in that same vein as “Big Data” or “digital transformation”; concepts that were foundationally-rooted in real, tangible shifts in the utilization of technology and new business strategies while also eliciting some semblance of doubt from both leaders and professionals alike.

Big Data overcame its hype train as access to powerful enterprise data was put in the hands of every corporate leader; today, data-driven decision-making is woven into nearly every facet of organizational strategy.

Digital transformation was a fancier phrase for “let’s automate the tactical processes across our organization and enable more focus on strategic capabilities,” however, it moved beyond any hype and became an accepted attribute of business: as pure “digitization” which, now, we consider part of the average organization.

AI, on the other hand, had a different pathway of hype.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

read more

Progressive Leadership Reshaping Talent Through AI

Artificial IntelligenceBusiness LeadershipTalentTalent AcquisitionTechnology and Innovation by John Yuva on

Lori Hock, CEO of Opptly, joined the Future of Work Exchange podcast to share her perspective on the evolving state of talent acquisition, the future of direct sourcing, and why the next era of work depends on a powerful partnership between artificial intelligence and human judgment, drawing on her deep experience across MSP, staffing, and RPO to outline what talent and workforce leaders should expect in 2026.

A Nonlinear Career in the Talent Ecosystem

Careers in the talent ecosystem rarely follow a straight line, and that reality is one of the defining strengths of the industry itself. Many of today’s most influential leaders did not plan to build decades-long careers in staffing, recruitment, or workforce solutions. Instead, they arrived unexpectedly, discovered the breadth and impact of the space, and stayed because of the opportunity to influence nearly every industry through talent. This nonlinear path has produced a generation of leaders who understand talent not as a function, but as the foundation of enterprise value.

Few executives embody this journey more clearly than Lori Hock. With experience spanning staffing, MSP, RPO, shared services, and now AI-driven talent technology, her career reflects a consistent willingness to build, to challenge convention, and to embrace discomfort in pursuit of progress. Rather than making safe lateral moves, Hock has gravitated toward transformation. That mindset has become increasingly rare among senior leaders, many of whom focus on optimization rather than reinvention.

What distinguishes progressive leadership today is not tenure or experience, but the willingness to confront what is next. Artificial intelligence has become the most disruptive force the talent industry has faced, and it has introduced both opportunity and anxiety in equal measure. Hock’s transition into AI was not accidental. It was an extension of a career defined by building new models before they were widely understood. Her view is that AI is not a passing phase or a technology trend to monitor from a distance. It is a foundational capability that leaders must engage with directly, even before they feel fully prepared.

AI and Organizational Intent

One of the most important insights emerging from this perspective is the need to reframe how organizations think about AI adoption. Many companies remain frozen by the fear of choosing the wrong tool or moving too quickly. This hesitation creates a widening gap between leaders and laggards that will soon become impossible to close. The most successful organizations are not those that wait for perfection, but those that prioritize progress. They begin with small, specific use cases, learn through experience, and build confidence over time.

This approach also challenges the prevailing narrative around generative AI. While large language models offer powerful capabilities, they are not the answer to every problem. Purpose-built AI that is designed to solve specific talent challenges plays an equally important role. Understanding which type of AI to apply, and when, requires education, clarity, and a deep understanding of the business problem at hand. AI strategy, in this sense, becomes less about technology selection and more about organizational intent.

Direct Sourcing as a Leadership Initiative

The evolution of direct sourcing offers a parallel lesson. Originally positioned as a cost-saving channel for high-volume roles, direct sourcing has matured into a strategic lever for workforce planning. When aligned with the right talent communities and supported by advisory expertise, it enables organizations to access skills with greater precision and flexibility. However, success depends on clarity of purpose. Without a clear understanding of the problem being solved, even the most advanced technology will fall short.

This is where leadership matters most. Direct sourcing, like AI, cannot be treated as just another tool in the talent acquisition stack. It requires executive-level ownership, outcome-based measurement, and continuous iteration. Organizations that approach it transactionally miss its strategic potential. Those that approach it as a leadership initiative unlock new ways to align talent supply with business demand.

AI Reshaping Future of Talent Leadership

The broader implication is that talent strategy itself is undergoing a shift. Skills-based hiring is no longer a conceptual ideal. It is becoming an operational necessity. AI enables organizations to build dynamic, market-relevant skills taxonomies that reflect real demand rather than static job descriptions. These taxonomies form the foundation for everything that follows, from workforce planning to internal mobility to external hiring.

Yet technology alone does not create transformation. The human role in talent strategy is becoming more important, not less. As AI automates repeatable processes at the front end of recruiting, people are freed to focus on relationships, experience, and strategic alignment. This elevation of the human role is one of the most underappreciated benefits of AI adoption. It allows talent leaders to move closer to the business, rather than being consumed by transactional work.

Looking ahead, the leaders who succeed will be those who embrace change openly and communicate it transparently. Silence breeds uncertainty, and uncertainty breeds resistance. Employees want to work for organizations that are modern, progressive, and honest about where they are going. AI is not just reshaping how work gets done. It is reshaping what leadership looks like in the future of talent.

Access the full podcast here: https://futureofworkexchange.com/2025/12/23/the-future-of-work-exchange-podcast-episode-813-a-conversation-with-lori-hock-ceo-of-opptly/.

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AI, Total Talent, and the Road to 2026 — What the Next Generation of Workforce Programs Will Demand

Contingent WorkforceTalentTalent AcquisitionTechnology and Innovation by John Yuva on

During a recent FOWX podcast, Christopher Dwyer, senior vice president of research and managing director of the Future of Work Exchange for Ardent Partners, spoke to Orli Becker, executive vice president and managing director of contingent workforce solutions for AMS, Orli Becker, on the impact of direct sourcing, the power of skills-based hiring, how AI is transforming extended workforce management, and more

In part three of our three-part series, we highlight the major discussion points and a link to the full event.

As artificial intelligence reshapes nearly every corner of the enterprise, the contingent workforce industry finds itself both energized and challenged by its potential. AI, combined with emerging workforce models like total talent management, will fundamentally redefine how organizations plan, deploy, and manage labor in the years ahead. Yet, despite the excitement, the path forward remains complex.

AI adoption in workforce solutions is accelerating rapidly. Technologies leveraging generative, predictive, and agentic AI are already enhancing sourcing, screening, workforce analytics, and program automation. These tools promise to reduce administrative burden, surface insights faster, and improve decision-making. For service-heavy industries like workforce management, AI has the potential to amplify human expertise rather than replace it, particularly when deployed with a “human-in-the-loop” approach.

AI Fragmentation and Risk Shape AI Adoption

However, the industry remains highly fragmented. Vendor management systems, MSP platforms, direct sourcing tools, freelancer management systems, SOW solutions, and contractor compliance platforms often operate in isolation. There is currently no single AI orchestrator capable of unifying these systems into a seamless user experience. This fragmentation limits AI’s impact, creating friction rather than simplicity for program stakeholders.

At the same time, organizations are approaching AI with caution. Concerns around bias, ethics, data privacy, and regulatory compliance are prompting rigorous scrutiny of AI-enabled solutions. While enterprises want innovation, they also demand assurance that these technologies are safe, transparent, and aligned with evolving legislation. This tension between opportunity and risk will likely shape AI adoption curves well into 2026.

Total Talent Management and Hybrid MSP Models Align Talent Strategies

Beyond technology, the future of workforce management will be defined by broader structural shifts. One of the most significant is the growing movement toward total talent management. Long discussed but rarely executed at scale, total talent seeks to unify internal and external workforce strategies under a single framework. This approach enables shared talent pools, consolidated analytics, and holistic workforce planning that spans full-time, contingent, freelance, and project-based labor.

The benefits of total talent are substantial. Organizations gain visibility into skills across the entire workforce, enabling more effective deployment, upskilling, and mobility. Skills-based hiring becomes exponentially more powerful when applied across all worker types, allowing enterprises to focus on capabilities rather than headcount categories. Over time, this creates a more agile and resilient workforce capable of adapting to rapid market change.

Another notable trend is the growing shift toward in-house program management. Dissatisfaction with transactional MSP models is driving many organizations to bring contingent workforce oversight internally. Increasingly, former MSP professionals are joining client-side teams, enabling enterprises to replicate cost-saving tactics without outsourcing execution. However, this does not signal the end of service providers. Instead, hybrid models are emerging, where organizations retain strategic control while leveraging external expertise for design, stabilization, or specialized services.

This evolution reflects a broader mindset shift. Talent is no longer viewed solely as a cost center but as a strategic asset tied directly to revenue, innovation, and risk management. Workforce planning, once an afterthought for contingent labor, is becoming a core discipline. Organizations that succeed in this next phase will be those that align talent strategy with long-term business outcomes rather than short-term savings.

Looking toward 2026, the message is clear. Becker remarked that the future of workforce management will demand integrated thinking, talent-centric design, and thoughtful adoption of technology. AI will play a critical role, but only when paired with human expertise and holistic strategy. Direct sourcing, skills-based hiring, total talent management, and hybrid operating models will define the next generation of programs. For organizations willing to embrace this complexity, the reward will be a workforce built not just for efficiency, but for enduring competitive advantage.

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The Future of Work 2026

Business LeadershipContingent WorkforceDirect SourcingTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

It’s that weird time at the end of December. We’re all full of extra desserts and treats, no one truly knows what day it is, the kids are on school vacation, and the business emails are piling up. To bring you back into the Future of Work spirit, we’re excited to share an on-demand edition of our annual Future of Work outlook webcast. This year, we were joined by Opptly’s Lori Hock, Beeline’s Doug Leeby, AMS’ Orli Becker, and Airswift’s Janette Marx to chat all things 2025 and look ahead to 2026. Direct sourcing, AI, talent tech, extended workforce management, skills-based hiring, etc…so many topics, so many insights.

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The Future of Work 2026: Predictions for the Year Ahead (Part II)

Business LeadershipContingent WorkforceTechnology and Innovation by Christopher J. Dwyer on

2025 proved to be a transformational year in the evolution of work and talent. Now, as we enter 2026, the stage is set for another era of profound change in business history. Ardent Partners and the Future of Work Exchange are excited to unveil a new series of predictions from leading industry voices—insights designed to guide strategy, spark innovation, and shape the future of work and talent in the year ahead.

 

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