For many businesses, leveraging contingent talent is table-stakes to thriving during uncertain times. Thus, the question at hand is: “How does the extended workforce impact the Future of Work?”

On Tuesday, June 20 (next week!), Beeline is hosting an exclusive webcast that will tackle this question and deep-dive into the elements of the extended workforce that have tangible value in a talent-centric corporate arena. Brian McCourt, the extended workforce platform’s Senior Client Relationship Manager, will join me to discuss:

• How leading businesses are not only surviving but thriving in times of uncertainty through Best-in-Class extended workforce strategies.
• Valuable insights on the transformative impact of next-generation automation on talent acquisition.
• The effective solutions for optimizing the management of today’s rapidly growing and evolving contingent workforce.

Register here for next week’s event or click on the image below. See you there!

The post Unlocking Success in the Future of Work: Maximizing the Potential of the Extended Workforce (Upcoming Webinar) appeared first on The Future of Work Exchange.

Beeline’s always-insightful Lesley Walsh (the platform’s VP of Client Relationship Management) will join our own Christopher J. Dwyer to discuss:

• How the new world of work and talent requires agile automation to navigate an uncertain 2023.
• Why extended workforce technology is the ideal solution for managing the continued evolution of talent engagement and talent acquisition.
• How enterprises can supercharge their contingent workforce management programs in anticipation of the year ahead.
• Why enterprises need technologies that go beyond VMS to acquire top-tier candidates with the skillsets to make an immediate impact on their business, and;
  
• How omni-channel talent acquisition will be the foundation of the Future of Work in 2023.

Click here to register for this exciting event and prepare your organization for what will certainly be a transformative 2023 for extended workforce management.

The post Beyond VMS: Transformative Technology for the Future of Work (Upcoming Webinar) appeared first on The Future of Work Exchange.

Ardent Partners and Future of Work Exchange research has found that nearly 65% of businesses plan to adopt extended workforce management technology by 2024, an idea that signals the natural evolution of contingent workforce management (CWM) into something more expansive and dynamic. Of course, when nearly half (47.5%) of the average organization’s total talent is considered “non-employee,” there needs to be some level of innovation in how businesses tackle their growing extended workforce.

The advent of extended workforce platforms, which meld Vendor Management System (VMS) functionality with progressive HR, talent acquisition, and contingent workforce management functionality, has been a powerful facilitator of control, visibility, and, most importantly, a better candidate experience.

Enter Beeline.

Why They Were Selected:

In the traditional world of VMS technology, it was typically rare to see “talent” prioritized as much as cost savings or compliance. However, as the business arena changed and the evolution of talent began, enterprises required their technology to become candidate-centric models.

Beeline is a platform defined by innovation. Over its tenure as the largest independent provider of VMS technology, the company was a forerunner for Future of Work elements such as direct sourcing, workforce intelligence, and advanced, AI-fueled talent analytics. Today, 18 months after introducing its extended workforce offering, Beeline has become a talent-centric solution that is tailored for the next generation of workforce management solutions.

In Their Own Words:

Beeline powers the future of work with the world’s first extended workforce platform. Our intelligence-driven, cloud-based platform manages more than 30 million contingent, shift-based, project-based, and independent workers and enables total talent visibility into the entire workforce.

As the pioneer of vendor management systems (VMS), Beeline understands the Future of Work is fueled by technology that enables the limitless potential of every business and every individual. Our AI-powered software delivers insights and tools needed to manage the modern world of work. 

With the most seasoned team of contingent workforce solution professionals around the world, we help businesses across more than 120 countries meet their most critical talent needs. To learn more, visit www.beeline.com.

The Outlook:

Beeline’s acquisition by Stone Point Capital earlier this year was just a precursor to the platform expanding its overall reach, with a recent move to snatch up Utmost a clear indicator that the company is all-in on capturing the essence of the Future of Work movement. Beeline has considerable runway due to its robust suite of offerings, one of the most powerful instances of AI-fueled analytics in the space, the industry’s deepest ecosystem, and an overall commitment to a talent-centric technology model that is very much aligned with the direction of the market as its continues to evolve.

Beeline represents the next great generation of not just workforce technology, but also people technology. It is an idyllic and innovative platform that enables flexibility, insights, and true business agility. The company’s core offerings are deep and expansive, touching all facets of the transformative world of work and talent: services procurement, SOW management, candidate experience enhancement, recruitment, direct sourcing, global worker intelligence, and extended workforce management. And, as the industry moves closer and closer to achieving real “total talent management,” it will be solutions like Beeline that pave the way.

The post Key Providers for 2022: Beeline appeared first on The Future of Work Exchange.

Today, that first domino fell for Beeline, as they have announced plans to acquire fellow extended workforce solution provider, Utmost.

Utmost, founded in 2018, became a growing force in the VMS solutions market over the past couple of years due to its progressive and strategic approach towards extended workforce management and the convergence of HR- and procurement-led functionality, buoyed by its dynamic technology architecture. The Utmost platform boasts a wealth of innovative modules, including an omni-channel talent sourcing solution (“Front Door”), Global Workforce Intelligence (enabling true total talent intelligence), a reimagined services procurement tool, and a burgeoning talent technology ecosystem. For Beeline, this represents a robust opportunity to capture small- and mid-sized extended and contingent workforce programs by tapping into the unique nature of Utmost’s progressive functionality.

“The Future of Work is built on the technology that delivers on the evolution of talent engagement, talent acquisition, and talent management,” said Doug Leeby, CEO of Beeline. “Bringing Utmost’s innovative offerings into the Beeline umbrella of solutions will complement our extended workforce technology and provide our clients with even more value as they optimize they ways they get work done.”

Utmost’s hallmarks, including its ease-of-use automation, frictionless integrations, and quick implementations, will enable Beeline with the ability to tap into the small- and mid-sized markets by offering a nimble foundation of offerings that link directly with these organizations’ key pain points. “Companies in the mid-market require more agile solutions at a lower cost with enhanced access points,” said Leeby. “Beeline is a fantastic “work engine” with massive functionality; Utmost will help us meet the evolving needs of this specific market while keeping our main vision in scope with the ways talent and work are evolving.”

At the center of this major market acquisition are the core constituents of the new world of work: the HR, procurement, and talent acquisition executives that run extended and contingent workforce programs, the suppliers and partners that fulfill their needs for skillsets and expertise, and the talent that drives it all.

“Acquiring Utmost is a representation of the future of extended workforce management technology,” said Colleen Tiner, Beeline’s SVP Strategy. “The transformation of both platforms has been highly complementary from business and functionality perspectives. Combining our market experience with Utmost’s solutions will help Beeline to provide Future of Work-oriented and talent-centric technology to our clients and the market.”

Tiner added that one major result of the acquisition is harnessing the power of Utmost’s strong onboarding and provisioning workflows, as well as the solution’s unique services, and bringing those into Beeline’s extended workforce platform.

Ardent Partners and Future of Work Exchange analysis of the acquisition:

• While there are several redundancies in functionality, the Utmost acquisition represents a way for Beeline to continue doing what is best known for: innovating. There were many logical acquisition targets for Beeline in the wake of Stone Point Capital’s purchase of the company earlier this year, including direct sourcing platforms and specialist solutions (such as AI-fueled software), however, the company chose to go big with the Utmost move. The core of this acquisition is actually quite simple: it will allow Beeline to continue its long track record of being a pioneer and innovator while expanding its existing scope of Best-in-Class extended workforce management technology.
• “Total Talent Intelligence” becomes “Global Workforce Intelligence.” In the 2022 VMS Technology Advisor, we wrote: “Utmost offers the market’s deepest total talent intelligence through agile and dynamic dashboards that present users with the ability to pinpoint (with regional- and location-specific accuracy) the makeup of FTEs, contingent workers, professional services, independent contractors, etc. and make decisions and take action in real-time (i.e., anomalies regarding compliance, etc.).” Beeline will expand the realm of total talent intelligence through its powerful analytics, AI, and machine learning capabilities to bring its clients “Global Workforce Intelligence,” taking TTI a step or two further.
• Beeline will have a clear pathway into the HR and talent acquisition markets. Contingent workforce management has never been a pure procurement play, but there was a time when the function dominated how the extended workforce was ultimately managed. Today, as the world of work and talent becomes more candidate-centric, technology platforms must place workers at the center of their models. The Utmost acquisition enables Beeline with crucial HR intellectual property and functionality, not to mention Utmost’s expected influence on Beeline’s greater product roadmap. The infusion of HR-oriented functionality into Beeline’s array of offerings, combined with a global workforce intelligence play that will surely draw the attention of C-suite leaders, make this deal a groundbreaking one for the industry.

The post Beeline to Acquire Utmost: Extended Workforce Tech as a Future of Work Nexus appeared first on The Future of Work Exchange.

The acquisition represents an ideal scenario for the industry’s largest independent provider of workforce management technology, as the move will allow Beeline and its team to execute on a progressive roadmap and introduce new and innovative solutions in a market dominated by Future of Work accelerants.

“New Mountain was a great home for us and we appreciate the opportunity to continue to partner with them,” said Beeline’s CEO, Doug Leeby. “We are thrilled to be part of the Stone Point Capital family; I’m confident that their support will allow us to follow through on our long track record of innovation and growth in this exciting industry.”

The move will allow Beeline to continue operating as the largest independent extended workforce/VMS technology solution, as well as serving as a catalyst for the company to enhance the way its customers find, engage, source, and managing the growing and evolving non-employee workforce.

The Future of Work Exchange highlights the following in its instant analysis:

• Extended workforce management technology is a must-have in a “Great Resettling”-fueled business world. Ardent Partners and FOWX research have found that 47% of the average company’s workforce is considered non-employee, a figure that is expected to grow in 2022. Beeline already has a long track record of success, however, the strategic investment will enable them with even more support to continue the platform’s global scalability, especially considering the new influx of extended talent that will be entering the market as “The Great Resignation” continues.
• Beeline will become a major player in the acquisitions market. The workforce solutions ecosystem has never been more robust: talent marketplaces, digital staffing outlets, direct sourcing platforms, and progressive point tools (i.e., candidate assessment and skills validation) are all critical pieces of the Future of Work puzzle. Beeline will have the capabilities to increase its acquisition activity, perhaps by building on moves such as what they did last year with the JoinedUp acquisition.
• A major strategic investment = more runway to build on the role of VMS in the Future of Work. We know the story by now: VMS was once considered “eProcurement for staffing” until the contingent workforce grew in size and strategic prominence. Today, it’s a vaunted enterprise solution that serves as the nexus of all things related to independent talent. Beeline’s VMS and extended workforce platform is well-positioned to help its clients thrive in a Future of Work-led world with this investment, as it can build on its unique functionality in a way that supports progressive ideas, such as remote talent acquisition and hybrid work augmentation.
• Data-centric enterprise technology computing will be enhanced across Beeline’s product offerings. The Stone Point investment means that Beeline can devote more R&D to intelligence-fueled functionality and enable its user base to make more data-oriented talent decisions. Data sits at the center of talent engagement and talent acquisition today, and in response, FOWX believes Beeline will continue to invest in its intelligence capabilities to bring more insights into all pieces of the end-to-end workforce spectrum.

“The extended workforce is a critical facet of the Future of Work movement,” said Leeby. “As this workforce grows and evolves, Beeline will continue to do so in parallel. With Stone Point behind us, we have an opportunity to innovate around the unique needs of today’s workforce and provide solutions that can help our customers succeed in a transformative world of work and talent.”

The post Instant Analysis: Beelines Receives Major Investment From Stone Point Capital appeared first on The Future of Work Exchange.

Christopher J. Dwyer: You’ve experienced first-hand how the past two years have played out for businesses regarding their workforce, talent, operations, etc. What has surprised you the most as you look back?

Colleen Tiner: The speed at which companies adapted to change successfully has been remarkable. Some companies, like those in logistics and technology, were faced with unprecedented demands for talent at unprecedented speed. We saw great resilience within our clients because they maximized technology, leveraged their mature supply channels, and implemented new innovative strategies like direct sourcing. The past two years, while a difficult time for many, has also been a catalyst for innovation and business transformation.

The imbalance of demand and supply for skills combined with wage inflation has also been a catalyst for significant bill rate increases. In IT, throughout 2021 we saw supplier bill rates increasing steadily about 2.5% to 3% over the prior year. In light industrial, we saw rates increase by double digits between 11% and 13% over the prior year. This really shines a light on how the processes of building rate card models is outdated. Many clients are examining how to shift to dynamic rate negotiations based on market trends, which makes real-time market rate analytics for bill and pay rates more important than ever.

CJD: We’ve seen so many accelerants over the past two years, from remote and hybrid work to the focus on talent quality. What does this say about the current “state of work”?

CT: Talent acquisition teams, procurement, and their business stakeholders are looking to technology to enable them to “do more with less.” We have not seen this let up. In this new state of work, finding quality talent, bringing them into the organization, and getting them engaged and productive as quickly as possible is the top priority. If you can’t support your business strategy with the talent you need, cost savings is moot. This is giving way to creativity in upskilling and cross-skilling, and to relaxing previously exclusionary requirements like specific degrees and certifications. I see a real “talent-first” approach to contingent workforce programs – of course compliance and cost control are still relevant, but they aren’t the only purpose. HR and procurement leaders have become strategic business partners to their stakeholders.

CJD: A year ago, Beeline introduced its Extended Workforce Management platform; how does it differ from the VMS functionality that the solution is known for?

CT: A typical VMS centers on the requisition, automating workflow and enforcing policy rather than fulfilling the skill needs of the business. Conversely, the extended workforce platform centers on talent and on enabling suppliers, clients, and MSPs to facilitate fulfilling talent needs through a myriad of processes, types of engagements and worker classifications given the skills needs of the business. So, while it does address all the necessary workflows and policy needs, the emphasis is on optimizing the contingent workforce as a strategic asset to the business. That includes providing access to more talent, redeploying proven talent, recommending where to find talent, engaging that talent, and measuring the impact of that talent, including on your DE&I strategies.

We’ve all seen this shift from process automation to talent-centered strategies coming for some time – and we had been evolving to be ready for that shift since 2018. I believe the acceleration of talent scarcity and workforce flexibility needs as an outcome of the pandemic, as well as greater focus on extended workforce diversity, made talent-centered strategies for extended workforce management a reality much sooner than anyone anticipated. The future of work is now.

Beeline’s Extended Workforce Platform solves the complexities of managing the entire extended workforce today, including both assignment-based and shift-based labor, and contemplates the needs of the future by incorporating latest innovation and premier partner products.

From a technology perspective, the platform drives greater ROI through exceptional end user experiences that decrease training time by up to 50% and by enabling efficiency so customers and providers can rapidly scale to contingent workforce demand. For example, one of the platform’s AI-powered features includes the CV/Resume Visualizer, which can make resume screening ten times faster and more accurate by analyzing, comprehending, and highlighting key decision criteria instantly.

CJD: I remember you and I having some wonderful discussions at Beeline’s user conferences over the years. One thing that has always been abundantly clear to me is your passion for the technology side of the industry.

CT: I love the technology side of the industry because technology is the great enabler.  When we can use technology to better connect our clients, supplier and MSP partners to talent, everyone wins. You will hear us talk about our vision and mission: every person, given the right opportunity, is capable of greatness. Every business, given the right talent, is capable of superior outcomes. Our trusted platform connects businesses to the remarkable talent within the global extended workforce. Beeline lives this vision and mission. And this is why I’ve been in this industry and with Beeline for more than 17 years.

CJD: Direct sourcing has become one of the hottest topics in our industry. Where do you see this program, and, by extension, the technology, going in the months ahead?

CT: Direct sourcing is in an exciting growth stage fueled by the demand for skills and the technology that enables directly engaging extended workers. Direct sourcing enables you to supplement your trusted supplier lists with a direct channel to talent attracted to your brand. We’ve seen clients in pharma, banking, and high-tech realize tremendous success using a technology-enabled direct sourcing strategy. Probably the most notable benefit has been significant time savings, reducing time to fill by about 7 days.

What I see next is an opportunity to enable clients’ trusted suppliers with the technology and advantages that have enabled direct sourcing success. This gives them an easier way to interact with their worker populations, ultimately allowing them to bring in more of the right talent quickly. We can help them cut time and cost out of the process and everyone wins.

CJD: If there’s one big thing we’re not thinking of right now regarding the Future of Work, what is it?

CT: We need to dig deeper on the talent scarcity assertion. Is it really that talent and skills are scarce – or are the skills and talent there and we are just not opening our minds and processes to meet them where they are? Are the strategies being used to find, attract, and evaluate talent outdated? Do you treat your connections and channels to talent as “lead sources” or do you treat them as one-and-done processes? When you have 50 candidates for any position, do you choose one and let the others fall back to the competition or do you explore connections to other needs? Are the processes we use for communicating opportunities, interviewing, and engaging talent making companies clients of choice? Are your requirements for skills speaking the same language as the talent you are seeking or are you alienating great talent by having outdated requirements?

Connect with Colleen on LinkedIn and visit www.beeline.com for more information on Beeline’s solutions.

The post A Conversation with Colleen Tiner, SVP of Product Strategy at Beeline appeared first on The Future of Work Exchange.

• The pandemic’s main effects on enterprise talent were squarely focused on a series of interconnected attributes related to the workforce, especially in regard to the type of worker required to meet fast-changing needs and requirements of the business and the means in which to manage it effectively.
• Traditional workforce management required new approaches to assure ongoing operations, given the mighty (125%!) increase in the utilization of remote and hybrid work models.
• Going into 2020, 43.5% of the average organization’s total workforce was considered “contingent.” In 2021, that number sits at 47% and there are strong indications that this percentage will grow as the transformation of talent and work continues forward.
• 82% of businesses stated in our study that the agile workforce enabled flexibility and scalability at a time when it was most needed. As markets recovered, enterprises had the ability (via talent marketplaces, talent pools and communities, as well as traditional staffing suppliers, etc.) to ramp up hiring to meet growing demand.
• The impact of workplace culture evolution in 2021 means that more workers, having experienced more individual control and responsibility over their work days, would like to retain some level of control over when and how they get work done – from the hours that they work to how they physically address their workspaces. As businesses push deeper into the realm of digital transformation, the remote work-specific facets of worker and workplace flexibility are not only better-enabled (via enhanced collaboration tools and unified communications), but more realistic pieces of the Future of Work movement, and, most importantly, a central asset to overall work optimization, and;
• The enterprise’s renewed focus on its human capital and overall depth of skillsets across the greater organization (as 62% of organizations are prioritizing in 2021 and beyond, according to FOWX research) means that businesses require the necessary tools, solutions, and strategies for engaging, managing, and driving value from their extended workforce.

I’m excited to join Beeline’s Judy Bumgarner (their Director of Product Strategy) on an exclusive webcast TOMORROW at 11am ET to discuss the new research, the above bullets, and, of course, the Future of Work today and into 2022. Click here or on the below image to register.

The post Talent, Technology, and Transformation are the Future of Work (Upcoming Webinar) appeared first on The Future of Work Exchange.

• The Mom Project raised $80M in Series C funding, the provider announced this week. This is not only a huge win for the digital staffing industry (which is garnering the attention it deserves as an innovative series of platforms and marketplaces that can revolutionize how talent is engaged), but also for the millions of U.S. working mothers that had to leave the workforce in 2020. Look for extended coverage of this exciting news next week on FOWX.
• HR has so much to manage these days, including many of the Future of Work attributes that are guiding workforce management today. I’m excited to join Utmost for an exclusive webcast on October 28, Five Things Every HR Executive Should Include in 2022 Planning, that will help HR and talent acquisition executives enhance their 2022 planning while keeping in mind the transformative shifts that the Future of Work is bringing to this evolving function.
• Beeline’s partnership with iValua is a signal that spend management and procurement-led functionality is still critical within the world of contingent workforce management. Although “cost savings” as both a metric and a focus item aren’t as high on the priority list as they were years ago due to the talent-led shifts in CWM, they are still critically important via supplier optimization as it relates to non-employee workforce spend management. This integration will enable a single channel for automated data control, talent spend intelligence, invoicing, and payment.
• “Trust” will become a key Future of Work element in 2022 from various workforce management angles. Trust was one of the early non-tech Future of Work attributes that came to attention when businesses were forced to enact on-the-fly remote work policies and business leaders were concerned about worker productivity. However, trust slices so much deeper than whether or not a manager trusts its staff to stay in-tune with its laptop screen for eight hours; trust is now a factor in how businesses view their candidate pipeline and talent pools. In the Future of Work Exchange’s upcoming Direct Sourcing 2.0 research study, we write that part of an advanced talent acquisition strategy, especially within the confines of a direct sourcing program, must include next-level skills validation, expertise assessments, and talent proctoring.
• Interesting to see the unique partnership between TAPFIN and Qwil earlier this week, which represents a supply chain finance-like experience for suppliers within the TAPFIN MSP’s network to gain early access to funds. It’s always exciting when an innovative arena in another industry realm (such as “ePayables,” which Ardent Partners uses as a catch-all term to describe invoice and payment automation) converges with the world of workforce management technology and solutions. This partnership should be the first of several to follow, as more and more suppliers lean into various financing options to continue to grow and thrive their businesses.
• Do falling U.S. COVID caseloads in conjunction with soon-to-be-vaccinated youngsters mean that return-to-office plans could shift closer? There’s been much discussion (and something covered frequently in The New York Times) regarding the “two-month cycle” of COVID surges; with the U.S. on the tail-end of the Delta variant’s mid-summer push (now that we are in autumn) could that translate into business leaders feeling safer to inch up return-to-office plans? With 5-to-11-year-olds in line to inoculated as early as the first week of November, will that also contribute to a change in thinking? If working parents that are currently battling with daycare and remote learning struggles in COVID hotspots have additional peace of mind if their children are vaccinated, it could mean a shift in how some professionals structure their short-term career paths now that more safety is baked into the world around them.

The post FOWX Notes: October 8 Edition appeared first on The Future of Work Exchange.

With non-employee talent workforce comprising 47% of the total global workforce, businesses across the globe are actively finding that they require advanced tools and next-gen solutions to effectively manage a sector of talent that is growing in both size and prominence. Ardent Partners and Future of Work Exchange research has long pointed to the continued evolution of the Vendor Management System (VMS) technology platform as the relative “nexus” of agile workforce management.

As the Future of Work continues to accelerate how work is addressed and done, it is critical that businesses harness the power of robust VMS technology that can drive visibility into total talent, support control over contingent workforce spend, and serve as an effective extension of the enterprise’s overall extended workforce management strategy.

Enter Beeline.

Why They Were Selected:

Beeline represents the forward-thinking VMS that has consistently evolved alongside the customers it has been serving for over two decades. As the greater contingent workforce industry shifted from “commodity-led” to “talent-led,” Beeline made the necessary advancements to help its users adapt to changing industry standards. And, as the market continued to evolve to include Future of Work-era innovations such as artificial intelligence, direct sourcing, advanced analytics, and extended workforce management, Beeline transformed its end-to-end solution suite to map directly to these new requirements.

Beeline’s sheer breadth of offerings represent an ideal mix of functionality for managing the nuances of today’s growing and thriving agile workforce, including SOW management, services procurement, talent acquisition, talent pools, and total workforce management.

In Their Own Words:

For most companies, human capital constitutes the largest single cost of doing business. Organizations that once relied on internal workforces of direct employees are increasingly supplementing their full-time staff with an agile extended workforce of contingent workers, independent contractors, consultants, and service providers, allowing these companies to adapt quickly and flexibly to market threats and opportunities.

To connect businesses to the rich diversity of talent within the global extended workforce, Beeline creates and implements innovative and sophisticated contingent workforce management solutions. Beyond simply tracking and managing a company’s non-employee workers, Beeline Extended Workforce Platform automates the entire process, sourcing and managing all categories of non-employee talent while providing advanced analytic tools, augmented by artificial intelligence (AI), to deliver the insights organizations need to make better staffing and business decisions.

In the last 20 years, Beeline has become the world’s largest independent provider of solutions for sourcing and managing the complex world of contingent labor. With the deepest, most seasoned team of contingent workforce solution professionals, Beeline delivers innovative technology, end-to-end global and localized customer engagement services, and value-added capabilities which help many of the world’s largest enterprises, including more than 300 Global 2000 clients worldwide, meet their most critical talent needs.

The Outlook:

Beeline has long been a dominant player in the workforce solutions market, often owing its long-term success to dedicated talent-first functionality that supports the overarching goal of true enterprise agility. Even before the company announced its Extended Workforce Platform earlier this year, Beeline was already on a crisp path towards harnessing the full technological potential of the Future of Work movement through an industry-leading talent tech partner ecosystem, an overlay of AI and machine learning to boost the depth of real-time analytics, and a continued commitment to the high-impact realm of services procurement.

As a provider of next-generation agile workforce functionality, Beeline will continue to evolve, adapt, and transform the way its clients harness its powerful solutions to effectively optimize how work is done in 2022 and beyond.

The post Key Providers for 2021: Beeline appeared first on The Future of Work Exchange.

Veteran Vendor Management System (VMS) provider Beeline has long been an innovator in the contingent workforce management (CWM) solutions arena, bringing progressive technology to an industry that continues to evolve in the face of incredible market shifts. Last week, the organization hosted its Technology Expo, which featured a series of demonstrations of its core product line and some early peeks at newer offerings, as well as a firm reinforcement of its recently-unveiled Extended Workforce Platform. (Check out our coverage of this recent news here.)

No matter what we call the evolving contingent workforce, its underlying impact is still that of a powerful, market-shifting force that drives competitive value and supports overall business agility. Tweaking its name just slightly to include “extended” is yet another natural progression for this industry; contingent workers are sometimes thought of as mere line-items or “faceless” workers across the greater organization. Calling this spectrum of talent the “extended workforce” reflects the symbiotic link between an enterprise and all of its workers and how that relationship enhances the very idea of how work gets done.

Beeline’s dedication to the technological revolution happening within the world of talent and work was on display during last week’s Expo, including remarks by longtime CEO Doug Leeby regarding “where” the company was in relation to the market’s powerful transformation. “Doesn’t matter how you get paid…in the end, it’s all about people,” said Leeby. “There’s myopia when we think about what VMS is, and we’re so much more than that. Resource tracking, SOW, contingent labor…those pieces are all vital. We just want to be a piece of something greater that has total focus on the individual and the talent.”

One of the highlights of the expo was the “high-volume workforce” session (led by frequent Contingent Workforce Weekly podcast guest Brian Hoffmeyer), which recapped Beeline’s recent acquisition of JoinedUp and how the new solution will help businesses better facilitate and manage its shift-based workforce. Beeline also reaffirmed its dedication to Future of Work movement attribute diversity, equity, and inclusion, with discussions around its deep Diverse Talent Cloud (DTC) offering (partnering with The Mom Project).

As businesses navigate the “next normal” ahead, they will require strategies, solutions, and technology that can effectively manage the full facet of its extended workforce in order to maximize the inherent skillsets and expertise offered by non-employee talent.

“Every person, given the right opportunity, has the potential for greatness,” said Leeby. “We want to put a spotlight on that talent. Every business, given the right talent, can truly drive great outcomes.”

The post Beeline’s Tech Expo Reinforces the Growth and Impact of the Extended Workforce appeared first on The Future of Work Exchange.