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Key Providers for 2021: Toptal

Solution Providers by Christopher J. Dwyer on

The Background:

Well before the pandemic, the agile workforce was a transformational way of getting work done. Businesses were afforded with on-demand means of engaging and sourcing top-tier expertise and skillsets without the laborious processes of old standing in the way. While talent marketplaces and digital staffing outlets aren’t necessarily new to the Future of Work scene, their value has never been more apparent in a business world that craves the dynamic value that the extended workforce brings to the contemporary organization.

Today, businesses require digital staffing channels that can connect businesses with highly-skilled talent in near-real-time, helping to build truly agile workforces that can support and augment the critical ways work is done. Talent marketplaces have experienced incredible (over 700%) growth over the past five years, due to their ability to plug-and-play extended talent directly into the enterprise whilst fully-aligning with the core elements of projects and positions.

Enter Toptal.

Why They Were Selected:

Future of Work Exchange research finds that the pandemic forced 75% of businesses to reimagine how they applied skillsets and expertise to core projects and initiatives given the many shifts happening within the greater world of work. Without access to traditional in-person hiring and requiring solutions that would augment workforce scalability, businesses turned to digital and on-demand staffing platforms to quickly channel top-tier talent into their organizations’ mission-critical endeavors.

The Toptal Enterprise solution is a multi-faceted, services-oriented offering that allows users a range of nimble talent engagement models; by building on its deep talent marketplace and talent community, Toptal has the ability to helps its clients in a variety of ways, leveraging the power of the solution’s network to fill short-term, single-use talent needs or build a fully-scalable team of distributed talent.

In Their Own Words:

Toptal LLC operates a curated network of highly skilled freelance talent with business, design, and technology expertise that allows companies to scale their teams on-demand. Founded in 2010, the company now has the world’s largest fully remote workforce. Toptal has served more than 10,000 clients with a global network of talent exceeding 6,000 people in 100+ countries. For more information, please visit Toptal.com.

The Outlook:

By offering one of the market’s deepest and strongest talent networks through a mix of concierge-like, high-touch services and a client model that drives workforce agility, Toptal is well-positioned to thrive in today’s evolving labor market. Businesses actively crave extended talent that can serve as dynamic responses to continued market challenges; Toptal’s long track record of success in delivering on-demand, top-shelf talent and expertise achieves that goal.

Toptal was an early pioneer in the remote work movement; the company itself operates within a remote infrastructure and has become the world’s largest fully-remote organization. This first-hand experience has allowed the solution to help clients achieve their talent-based goals in the ever-evolving remote and hybrid work workplace. The company even offers deep guidance and consulting to assist customers in building and developing truly agile and successful remote work environments.

Based on these unique advantages and offerings, Toptal is a talent marketplace solution that is tailored for the Future of Work movement.

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Talent Intelligence and the Future of Work: A Conversation With Joe Hanna, Chief Strategy Officer at Workforce Logiq

Contingent WorkforceHRSolution ProvidersTalentTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

In the world of talent and work, intelligence must be on every executive’s agenda. “Business intelligence” as a pure strategic asset has, for years, been a core objective for many an enterprise leader. In the workforce management arena, however, the realm of business intelligence traverses far beyond simple data and information regarding the organization’s current utilization of talent. The power of artificial intelligence, machine learning, predictive analytics, and other progress forms of business intelligence tools can support enterprises in their ultimate quest for true workforce agility.

Veteran Managed Service Provider (MSP) and Vendor Management System (VMS) provider Workforce Logiq has been one of the industry’s forerunners in regards to talent intelligence through its unique suite of offerings that power deeper workforce visibility. I had the opportunity to chat with the company’s Chief Strategy Officer, Joe Hanna, about the criticality of AI in the Future of Work, the strength of total talent intelligence, and the future of the agile workforce.

Christopher J. Dwyer: Joe, thanks for taking the time to speak with me. The last time you and I were in a public forum together, we were fresh off the heels of Workforce Logiq acquiring ENGAGE Talent. Safe to say that a lot has happened since then!

Joe Hanna: Thank you for having me, Chris. Workforce Logiq has certainly been busy since we last spoke, and we wouldn’t have it any other way! For starters, we’ve rolled out our proprietary Total Talent Intelligence platform® globally to the US, UK, Sweden, India, Germany, and France and have more geographic expansions planned throughout 2021.  And, you should know our platform is powered by the analytics, benchmarks, and insights delivered by what the ENGAGE team developed prior to – and after the acquisition by Workforce Logiq.

We’ve also innovated and developed several new offerings to help employers attract and retain talent during this transformative time for the industry. We launched IQ Talent DiversitySM, an AI-powered tool that enables organizations to build bigger pipelines of diverse talent faster by predicting candidates most likely to have diverse backgrounds. Employers can use the intelligence to drive progress toward their diversity and inclusion (D&I) goals and compare their company’s diversity hiring performance against industry, competitor, and national benchmarks.

To support companies through the shift to remote work and in making return to office decisions, we released our IQ Location Optimizer SM last summer. The solution enables data-driven decisions on the best markets from which to source talent and whether remote arrangements make sense for a given role.

We also recently teamed up with LinkUp to offer the market’s first 360-degree predictive view of both talent supply and demand. We’re very excited about this partnership because the unique picture gives employers deep, strategic insight into the competitiveness of specific markets that they can use to gain a tangible edge, especially as we continue to navigate through this period of ‘Great Resignation.’

Other updates include the release of our IQ Supplier Optimizer SM which marked our sixteenth patent filing, and IQ Rate Optimizer SM which benchmarks how much an organization needs to pay to attract and win contingent and full-time talent based on unique, company-specific factors.

CJD: Workforce Logiq is known for their innovation within the talent intelligence arena, something that is critical in today’s evolving world of work. Why is this such a differentiator?

JH: Today’s labor market is incredibly dynamic – and hyper-uncertain. One day can look drastically different from the next, especially during global shocks like COVID. Proactivity and the ability to make confident, fast, data-based decisions about talent are what sets companies apart and helps them build an optimal workforce to navigate the uncertainty. Leveraging predictive intelligence is what creates that differentiator for organizations so that they stay one – or multiple steps ahead of their competitors.

At Workforce Logiq we’re committed to delivering those advanced and predictive capabilities and continuously innovating to help our clients solve both today and tomorrow’s workforce management challenges. We’re able to do this because of our talented and dedicated data science and talent economist team. This team designed our existing sixteen patented and patent-pending innovations and built our Total Talent Intelligence platform®, which is the most complete, modular, and integrated workforce management technology solution on the market.

CJD: Exciting news about the exclusive data partnership with LinkUp! Tell us a little more about it.

JH: Absolutely! LinkUp’s proprietary demand data and analytics, which are a perfect complement to Workforce Logiq’s patented supply intelligence, now integrate directly into our Total Talent Intelligence® platform. This means that clients get the first 360-degree predictive view of both talent supply and demand within the labor market.

The alliance gives clients deep insight into the competitiveness of specific markets, the full-time and contingent roles competitors are actively looking for, the skills most in-demand, and more. It’s a major development that enables employers to uncover their biggest talent-related risks and opportunities, and equips them with even more data-driven insight to win the talent they need for an optimal workforce.

The partnership is mutually beneficial. LinkUp’s insights enhance our algorithms and enable our clients to make impactful and cost-effective talent decisions. LinkUp’s financial and capital market customers get special access to our anonymized volatility, job, skills, and company-level data which are based on one billion data points, 40,000 sources, and analytics on over 19 million global companies. This puts them in an even better position to drive forward their environmental, social, and governance (ESG) strategies.

We chose to partner with LinkUp because their mission around predictive intelligence aligns very well with our own, and unlike other job search engines, LinkUp is the only to index jobs solely posted by companies on their own websites. This makes LinkUp the highest quality index of global job postings on the market.

CJD: “Workforce agility” has become paramount, especially in a business world that relies on on-demand data to make more educated, real-time talent decisions. How can Workforce Logiq clients tap into your multiple intelligence-led offerings to become more agile?

JH: All our offerings are built to give employers the real-time and forward-looking insight they need to be agile. Having predictive data and insights at your fingertips is key for making smart decisions quickly and acting confidently under pressure.

Consider the current ‘Great Resignation’ trend that is impacting all sectors. Navigating this dramatic increase in resignations means quickly winning over external candidates who are eager to make a move, while simultaneously identifying and getting out in front of internal retention issues.

From a talent acquisition perspective, our predictive tools identify the best markets to look for new talent and competitors’ employees open to jumping jobs so that employers can sustain a strong talent pipeline and fill future skills gaps. On the retention side, our algorithms surface insight on employees most at risk of quitting and why they might be inclined to resign by identifying the workplace attributes most important to these workers. This enables employers to proactively address attrition before it impacts the business.

This is just one powerful example of how technology can help organizations be agile, resilient, and equipped with an optimal workforce.

CJD: Do you feel that the LinkUp partnership is a seismic event for our industry? The Managed Service Provider (MSP) model has evolved so much over the past few years.

JH: Yes, we consider this partnership a significant industry development. The truly unique combination of predictive talent supply and demand intelligence gives Workforce Logiq expert advisors even better and more strategic insights to help clients with their recruitment and retention strategies.

The MSP-client relationship is significantly evolving. Providers are increasingly stepping up to help clients through the fundamentally changing talent landscape. Workforce Logiq is committed to developing our technology and service offerings in the ways that best support our global clients and help them meet their goals, whether that’s navigating the hybrid work transition, building rich and diverse talent pipelines, optimizing candidate searches, or another strategic imperative.

CJD: What does the Future of Work look like over the second half of 2021? What’s in store for the greater world of talent and work?

JH: We expect more workers to be receptive to changing jobs and unsolicited recruiting calls well into the Fall. Data from our recent benchmark flash report shows a nearly 70% quarterly increase in volatility (i.e., workers interested in exploring other job opportunities or unsolicited recruiting messages in the next 60-to-90 days) across the top 35 job categories that we track.

This high number isn’t surprising. Employees are actively looking for more flexibility, work/life balance, money, and career advancement opportunities. As talent continues to rethink job and career choices, employers also need to adapt and hone their workforce strategies, processes, and technology infrastructure to effectively attract and retain talent and foster appealing work environments.

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Why Diversity, Equity, and Inclusion Need to Be Core Future of Work Tenets, Part I

Business LeadershipTalent by Christopher J. Dwyer on

If you’ve listened to the Contingent Workforce Weekly podcast over the past few years, you may have heard me utter this phrase many times: when it comes to the Future of Work movement, non-technological attributes are just as critical as technology and innovation. Aspects like flexible business thinking, transformative leadership, and an overall agile culture can be just as crucial to an enterprise as the new technology they leverage to get work done.

Diversity, equity, and inclusion represent, perhaps, the most important of these strategy-led Future of Work tenets and deserve a rightful place in the pantheon of work optimization approaches. Diverse workforces, inclusive workplaces, and an overall environment of equity can pay massive dividends for businesses seeking to spark innovation within their total talent community.

I spoke with several technology leaders across the contingent workforce, digital staffing, and HR arenas for their unique perspectives on DE&I as core Future of Work tenets:

Brian Hoffmeyer, SVP of Market Strategies, Beeline

“Leaders should place the same (or – frankly – more) emphasis on DE&I when compared to other Future of Work topics because, first and foremost, it is the right thing to do; we believe that companies and individuals have an imperative to ensure that historically underrepresented people are treated inclusively and equitably. Second, diverse teams win – study after study shows that more diverse teams and companies out-innovate and outperform those who are not. Finally, based on the first two reasons, there is so much opportunity to drive DE&I initiatives in the extended workforce as these programs often lag their full-time counterparts and companies can more quickly hit their DE&I goals due to the transitive nature of this critical part of the workforce.”

Allison Robinson, Founder and CEO, The Mom Project

“By 2025, millennials will make up 75% of the workforce, and they are the most diverse in American history. If you aren’t actively creating a diverse and inclusive environment for future talent that is front and center in every aspect of your business and culture, you will miss out on this talent. Technology investment and digital transformations mean little without the commitment to a more diverse workforce behind them to drive results.”

David Trachtenberg, Chief Marketing Officer, Workforce Logiq

“For too long, organizations have focused their DE&I programs on dollar diversity – their percentage of spend with diverse suppliers. While important, there must be equality of focus on an organization’s most critical asset: its people. An organization’s talent, both contingent and full-time, must reflect the broader sense of community in which it works – and from which it recruits. It’s the right thing to do, and it’s good for business. For example, our proprietary AI-powered insights quantify how visibility in the workplace impacts employee retention: women are over 1.5X more at risk and open to leaving their current role vs. their male counterparts when there are fewer women colleagues represented in their workplace. So, while technology, innovation and other Future of Work aspects are key areas of focus – DE&I is a proven investment to ensure organizations have the engaged talent with which to succeed.”

Rebecca Perrault, Senior Director, Diversity and Inclusion, PRO Unlimited

“Diversity, Equity and Inclusion (DE&I) has been a topic for the traditional workforce for decades. Research has shown that a diverse and inclusive workplace increases revenue growth and the ability to innovate gives you access to highly qualified talent. Ultimately, we are talking about dynamics that impact people and will see the same amazing results from a focus on DE&I in the workforce of the future. It is long overdue that the contingent workforce be included. The workforce of the future is rapidly expanding and presents a huge opportunity for organizations as they consider their business strategies. Now is the time to embed DE&I —  not after the processes have been instituted. To fully realize all the many benefits of DE&I, we need to seize this opportunity.”

Brooke Stovall, Inclusion and Diversity Marketplace Manager, Allegis Global Solutions

“A strong DEI strategy is vital to an organization’s ability to attract and retain great talent. And in the Future of Work, your ability to leverage technology, innovate and evolve at today’s accelerated pace of change hinges on your ability to attract and retain a talented and engaged workforce.

The challenge that arises from bringing DEI into the conversation as a core tenet of the Future of Work movement is that unlike a lot of conversations around technology and innovation, DEI cannot be automated. Developing, nurturing and prioritizing a truly inclusive culture that prioritizes belonging takes sweat equity. It involves conversations and evaluating processes and cultural norms, and bringing DEI into more conversations beyond HR.

Globally, the DEI conversation has expanded from a focus on talent attraction – sourcing, networking, recruiting – to talent retention. It is not enough to bring diverse hires through the door, if the environment and culture they’re coming into isn’t one that prioritizes inclusion and belonging, which are core to the employee experience. It is a financial and time investment to hire someone, you want (and need) them to be successful.

A challenge to business leaders emphasizing DEI like other aspects of the Future of Work, is that you can’t automate or purchase a technology to do all of the work for you. While quantitative and qualitative data and analysis is required to identify gaps and opportunities, and help you track progress, the real work on inclusion and belonging in the workplace requires sweat equity from people across the organization. Inclusion and belonging is everyone’s responsibility, requiring active participation from the highest levels of the company to people a few desks over.”

Maria Luoni, President, RightSourcing

“The past few years have brought to the forefront that a focus on diversity is only part of the equation.  Inclusion is another. Both of these concepts will remain a top focus for organizations in years to come.  Equity is something altogether different. Many innovative organizations are also focusing on the idea of “equity” as part of their overall strategy. This focus in the workplace will be a magnified topic as organizations are being called to operate with a deeper level of transparency around compensation reporting, board representation, harassment reporting, advancement and other talent management practices.”

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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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