Extended Workforce Archives - Page 14 of 14 - The Future of Work Exchange

Preparing for Tomorrow’s Workforce

Contingent Workforce HR Talent by Featured Contributor on 07/21/2021

[Editor’s Note: Today’s article is a guest contribution from Neha Goel, Vice President of Marketing at Utmost.]

Tomorrow’s workforce is changing at a pace we have not experienced in past decades. The pandemic expedited what was already happening in the market: emerging technologies leading to automation and digital transformations; the desire for flexibility in how and where people work; a focus on diversity, equity, and inclusion (DE&I); and globalization. It’s become clear organizations require a shift in how they think about and manage their entire workforce.

The Future of Work, which Ardent Partners defines as work optimization via the transformation of business operations, talent usage, seamless and comprehensive workforce management solutions, and flexible enterprise thinking, requires a change in how companies are tracking, managing, accessing, engaging, and reporting (i.e., spend, worker type, performance) on talent at an enterprise level.

Disparate systems make it difficult for companies to have visibility into their entire workforce. Even if an organization has a vendor management system (VMS) to track their contingent labor, they support as little as 10% of the total external workforce, which is now made up of project-based workers, freelancers, independent contractors, gig workers, and outsourced resources not captured in a VMS.

The Time is Now

As the non-employee utilization rate nears half of the total workforce (nearly 47% of the total workforce, according to Ardent), and more than 80% of large corporations planning on substantially increasing their use of a flexible workforce in the coming years, the time to prepare is now. The fastest-growing part of the workforce is the one that is currently not being tracked, which poses huge challenges for organizations.

This impacts activities like on/offboarding, classification, tenure, performance, payment, and reporting if only a portion of your total workforce is captured in your current ERP, VMS, and project-management tools. More importantly, it becomes impossible to assess and engage your total workforce in a scalable way without a single system of truth.

The Workforce is Changing

By 2025, 75% of the workforce will be made up of millennials — the most diverse group in American history, with 44.2% identifying as “non-white.” This should be a wake-up call for organizations who are not putting their DE&I initiatives at the top of their priority list. Having a platform that allows organizations to easily access, attract, retain, and report on diversity measures to meet their goals is crucial.

Millennials are also the first “digitally-native generation,” according to Pew Research, which means they expect to interact with work in the same way they interact in other aspects of their lives like ordering meals, rides, movies, and other services. They are demanding flexibility, engagement, diversity, career advancement, and a cultural fit regardless of how they are employed — be it full-time or contingent.

Future-Proof Technology

Together, all of these factors require organizations implement a technology platform built for the extended workforce. This can mean anything from connecting to new sourcing channels in an agile way to configurable back-end processes to managing distributed teams in a worker-centric way.

Utmost helps organizations fully engage and optimize their entire extended workforce. Built as a native application on the Workday Cloud Platform, Utmost provides a seamless experience for Workday customers to gain full visibility into their changing workforce composition, quality, and spend in an agile and scalable manner.

We believe the Future of Work is getting “the most from your all,” meaning the enterprise is getting the most out of its workforce, and talent has all the tools in place from their employer to bring their best selves to work. We believe this combination will set organizations, and their most significant competitive advantage, their talent, up for success.

Welcome to the Future of Work Exchange (FOWX)!

General Insights Talent by Christopher J. Dwyer on 07/15/2021

Ladies and gentlemen, Welcome to the Future of Work Exchange!

This site is the culmination of decades of time spent researching and developing the strategies, tools, characteristics, and attributes that have come to define the Future of Work movement, including talent, technology, and business leadership. Powered by global research firm Ardent Partners, FOWX is a first-of-its-kind destination for HR, talent acquisition, procurement, IT, and finance executives focused on the convergence of talent and innovation and the impact that the extended workforce has on business operations and bottom-line performance. FOWX aims to help executive leaders across all enterprise functions optimize how work is done, build the best talent management strategies and programs, and understand the complex technology landscape.

Ardent Partners defines the Future of Work as the strategic optimization of how work gets done through 1) the evolution of talent engagement, 2) the advent of new technology and innovative tools, and 3) the transformation of business standards. Businesses across the globe believe that many significant Future of Work shifts will force them to reevaluate their current work standards, policies, and general practices. All aspects of the Future of Work Exchange will touch upon these ideas and assist business leaders become truly agile and dynamic organizations.

Over the coming years, community members can expect a non-stop stream of great content from our team (and guest contributors) on topics such as digital staffing, remote work and hybrid work models, contingent workforce management, blockchain, artificial intelligence, diversity and inclusion, empathy-led business leadership, direct sourcing, and much more. Our groundbreaking Contingent Workforce Weekly podcast will also be simulcast here on the FOWX.

This September, we will more formally launch the site and introduce a host multimedia assets on the “Exchange,” including exclusive research, conversations with HR, talent acquisition, procurement, etc. leaders that are challenging the status quo and advancing the Future of Work movement, as well as technology leaders that bring a wealth of insights to the evolving world of work.

The Future of Work Starts Here!

With the Workforce at a Breaking Point, What is the Role of Agile Talent?

Contingent Workforce Talent by Christopher J. Dwyer on 07/09/2021

The United States is at an interesting crossroads in relation to its total workforce: after historic unemployment and severe staffing disruption at a year ago at this time, most labor rates concerning FTEs would (typically) indicate that business is as close to a normal state. However, according to The Atlantic and stats from the Bureau of Labor Statistics, “more Americans quit in May than any other month on record going back to the beginning of the century.”

A choice to move away from a steady, paying job in the midst of a global pandemic may not seem like the best of moves. Back in the earliest days of the crisis, I remember telling some close friends (as well as a family member) that were unhappy in their current roles to look past the undesirable aspects of their positions until there was more clarity regarding the continued effects of the pandemic on the global workforce. (Please note: in any other circumstance, I would never offer this once-in-a-lifetime sage advice, namely because I’m a proponent of the talent experience, employee engagement, and both contingent and full-time workers enjoying a positive familiarity with their roles and where they fit into their current organizations rather than gutting out and trudging along in a business that leaves them and their skillsets unfulfilled.)

The US is in an enviable state when compared to the rest of the world. The vast, vast majority of the country has removed coronavirus restrictions, dropped mask mandates (minus medical and specific facilities, as well as public transportation), and generally celebrating a return to normalcy (even though there are still hundreds of deaths daily and an average of ~10,000 new cases a day, but I digress). The culmination of 16 months’ worth of workforce evolution (not all of it positive) has left workers at an odd tipping point: they are not afraid to leave behind less-than-desirable roles anymore.

There are clear delineations in the overall perspectives of today’s workers that could have major ramifications in the months ahead. First off, the majority of businesses are slowly figuring out the best approach (be it hybrid, fully remote, etc.) for its workplace environment. This will surely affect how businesses view corporate real estate, and, to a larger extent, how they strategize around which modes of work result in the most productive business outcomes. Businesses are at a tipping point regarding the value of new work models; no one executive fully knows what is best for its organization after a year of uncertainty. These leaders must experiment and leverage various models until the one, screaming best result is there…and then adopt it for good.

One of the major reasons why the workforce is facing a “quitting crisis” is because so many workers became accustomed to a workplace culture that fostered empathy, flexibility, and evolving ways of measuring productivity. Going back to a 9-to-5 grind, including brutal commutes on both ends, isn’t going to cut it for those workers that thrived during the pandemic and know that their top-tier skills are in-demand. Furthermore, business leaders cannot suddenly shift their emotional attitudes from “supportive” to “drill sergeant” just because it’s safer to welcome workers back to office.

A major fallout from these aspects could be a “reawakening” to the value of the extended workforce vis a vie the realization that workers don’t need to be in the corporation’s backyard to have a critical impact, nor do talented workers have to stay put in an environment that they do not desire. Simply put: the move to remote work (and additional workplace flexibility) opened many doors for non-employee talent and its influence on how work gets done. Take direct sourcing, for example; more and more businesses were willing to invite larger numbers of candidates into their talent pools for the sheer purpose of planning for a future when things were better. When economic conditions recovered, hiring managers could scale up their workforce by tapping into talent communities or talent pools.

Agile talent will play a critical role in the future of the global workforce. Labor market data may look promising on the surface, however, digging deeper only uncovers the fact more and more workers will choose flexibility and independence over a return to pre-pandemic workplace culture. Contingent labor has always been a strategic asset, and, as it continued to evolve into a truly dynamic means of getting work done, the post-pandemic workforce will shine as a direct result of an increased reliance on agile talent.

The World is Nearing Normalcy, But Will the Workforce Ever Be the Same?

Business Leadership Talent Talent Acquisition by Christopher J. Dwyer on 07/07/2021

In mid-June, CNN’s collaboration with Moody Analytics (the “Back-to-Normal Index”) indicated that the United States economy is “90% of the way back to where it was before the pandemic began over a year ago,” a stark contrast to the heartbreaking days of last spring and summer. Air travel and transportation are actively reaching pre-pandemic levels, while some markets indicate that the global economy could mirror February 2020 by the very end of the year.

Consumers are certainly taking advantage of the COVID-19 vaccine boom, spending more and more of their funds on the goods and services that were mainly out of the question less than a year ago. This activity, perhaps, is the strongest indicator that we are, albeit slowly, getting things back to some level of what we could call “normalcy.”

However, the pandemic and its ramifications left an indelible mark on the workforce; the below shifts represent the fact that even though some elements of the world and businesses may return to normal, the workforce will never be the same:

The next mass exodus of women from the workforce is happening right now. Back in March on the Contingent Workforce Weekly podcast, The Mom Project’s co-founder and COO, Greg Robinson, predicted that we may see another mass exodus of caretakers from the workforce, especially moms. And a Washington Post article found that after the early COVID shutdowns, nearly 11.3 million jobs held by women “vanished almost immediately, as women are over-represented in the retail, restaurant, travel and hospitality sectors.” Add in the need to be home without proper, in-person schooling, and this is a recipe for disaster for women in the workforce…something that could take upwards of two-to-three years to return to pre-pandemic levels. Companies like The Mom Project are certainly helping to alleviate this issue (check out our conversation this past week with the solution’s Donna Yelmokas), and the advent of digital staffing solutions and talent marketplaces are enabling moms and other caretakers access to roles that fit within their schedules. However, it is also incumbent on today’s business leaders to cultivate a culture that is founded on flexibility and empathy to get back to those pre-pandemic points even faster and allow women, moms, and caretakers to bring their incredibly valuable skills back to the workplace.
And, speaking of flexibility and empathy, business leadership will never be the same. As the world evolves into a “new normal” (or whatever you want to call it), both longtime FTEs and extended/contingent workers are going to place evermore emphasis on the overall “talent experience,” a concept borne from an application of employee engagement and employee experience attributes applied to both employee and non-employee workers. Aspects like remote work, flexible hours, and an inclusive culture are all critical concepts for talented individuals seeking their next role (be it a full-time or contingent project). Business leaders must look to a “culture of flexibility” as the foundation to how they lead. Ardent’s upcoming State of Contingent Workforce Management 2021 research study also finds that 82% of businesses will provide more flexibility regarding worker lifestyle issues, including childcare/daycare, schooling, etc., in the year ahead.
“Alternative” channels of talent become primary means of talent engagement. Even though direct sourcing and talent pools were high-priority strategies going into 2020 (and before a worldwide pandemic), they became even more crucial when traditional means of talent acquisition (such as proper interviewing) weren’t possible. Today, direct sourcing represents an ideal means of converging top-tier skillsets and expertise and on-demand talent engagement in the same package, allowing businesses to funnel the best-of-the-best into segmented talent pools and talent communities. Too, the talent nurture aspects of direct sourcing enable businesses to foster strong communication with their candidates, ensuring a positive candidate experience even before these workers are engaged for a particular role or project. The “next normal” will see an exponential rise in the utilization of direct sourcing, for sure.
New and evolved work models form the foundation of the Future of Work movement. This all-encapsulating concept brings together the brightest of innovation from learnings over the past year, and the approach is multi-pronged: 1) understand which modes of talent engagement are best for the business based on the levels of skillsets required, 2) apply an analysis that can determine whether positions, roles, and entire divisions should be distributed/remote, 3) innovate around how productivity will be measured (with an edge towards outcomes rather than hours worked), 4) implement whichever new safety and health precautions that are required (which, yes, includes whether or not COVID-19 vaccinations are mandatory), 5) foster and cultivate a workplace environment of flexibility and empathy, and, finally, 6) determine the best possible alignment between digitization and human-led processes.

Beeline’s Tech Expo Reinforces the Growth and Impact of the Extended Workforce

Contingent Workforce HR Solution Providers Talent by Christopher J. Dwyer on 06/28/2021

Going into 2020, 43.5% of the average company’s workforce was considered “non-employee,” a figure that was vastly larger than it was only several years ago. The COVID-19 pandemic accelerated many of the Future of Work movement’s most transformational attributes, including a renewed focus on digital transformation, diversity and inclusion, direct sourcing, and workforce agility. Today’s extended workforce, representing nearly 47% of the total workforce, has become a force unto it own, pushing businesses into a new realm of work optimization that promises to forever alter the alignment between talent and corporate initiatives.

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.”

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

Talent Technology and Innovation by Christopher J. Dwyer on 05/14/2021

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Extending into High-Volume Workforce Management: Beeline Acquires JoinedUp

Talent Technology and Innovation by Christopher J. Dwyer on 05/12/2021

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

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

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

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

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

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

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

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

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

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

Talent Technology and Innovation by Christopher J. Dwyer on 05/07/2021

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.