Christopher J. Dwyer: Thanks for joining us, Angela. It’s great to chat once again. Tell us a little bit about your background.

Angela Alberty: Thank you for coordinating, Chris, its an honor to be able to join, and congrats on the launch of FOWX! Well, my background is probably consistent with most in this space, meaning: I didn’t necessarily grow up wanting to be in the staffing / human capital space. But one year out of college I quickly found myself in a position at an agency and the rest has consisted of the last 10 years in the employer of record (EOR) space, with a specialization in the contingent workforce sector for some of the largest EOR providers out there. A year ago, I had the opportunity to partner with Cesar Jimenez and co-found myBasePay. With similar backgrounds, we launched in March of this year and its been exciting to see our brand grow into one of the new waves of the modern EOR platform, with an aligned mission in representing the advocacy for the temporary worker.

CJD: One thing that I’ve experienced thus far getting to know you and the myBasePay team is the camaraderie between your executive team. How important is that level of peer engagement when it comes to MBP’s level of success thus far?

AA: Its tremendously important and in terms of gauging it adequately, its been pragmatic on what I would consider our progress thus far. We each lend different areas of insight and have leveraged a team with the same level of conscious input and subject matter expertise. Adding to that is a layer of genuine companionship that has just organically seeped into the culture we’ve established amongst our staff. So I definitely feel that there is this positive, residual effect that our internal identity has benefited from as well.

CJD: You spent time in the staffing and contingent workforce industries before joining MBP. How does that expertise help the platform solve the problems it was designed to do?

AA: Well, I’ve been fortunate to see the contingent workforce ecosystem from many different angles: working with teams of general counsels to administer contracts, communicating with brokerages to establish risk management programs and portfolios of business, onboarding and processing payroll for hundreds of temporary workers under different verticals, working in and out of various VMS platforms for day-to-day procedures and running costs analysis to build and devise implementations for teams of contingent worker types while gaining fundamental concepts of HR and compliance oversight. These are all areas that are vital to a proper formation of an EOR business model, and coupled with the expertise our team brings to tie the technology behind the user and worker’s experience within our platform, are truly what we want to enable to solve these problems.

CJD: I very much admire the main goals of the myBasePay solution: provide EOR functionality, support contingent workforce management, and connect businesses with top-tier talent. How did the team develop this unique approach?

AA: You know, I think the best way to answer this question can probably apply to so many different areas of life in general: you live and experience the problems you eventually seek out to fix. I’ve mentioned this in prior presentations of our company but we’ve lived in the shoes of the independent contractor on 60-day payment terms, the temporary-waged worker trying to make ends meet during the holidays because they don’t qualify for PTO, the staffing agency owner reading through mounds of legal language to qualify as a supplier, the processor trying to gauge the risk threshold for a worker’s classification, and the enterprise customer dealing with a retention issue in their contingent workforce management (CWM) program because the benefits are subpar (or in some cases, non-existent). These experiences have been foundational in the creation of our goals.

CJD: One major strength is myBasePay’s support of the contractor, freelancer, and gig worker community (by offering the benefits that are normally out of reach). How will this help MBP continue its differentiated approach from others in the market?

AA: You said perfectly when you mentioned the “others” in the market. The EOR concept is nothing new; it has been around for decades, in fact. But we knew from day one our differentiator was going to begin with our prioritization around the worker. Market conditions are ever more poignant on the control that the candidate has in this current climate. But beyond that, what is the indirect benefit that an enhanced benefits structure can lend itself to in a more successful CWM program? That’s exactly the sort of analytical approach we take with each new opportunity. We firmly believe and have been able to showcase through various case studies that an enhanced benefits model can improve retention, increase productivity, and establish loyalty while offering a more aligned level of proper talent curation.

CJD: We’re entering yet another inflection point for the agile workforce, especially after eighteen months of a pandemic. Where does non-employee talent go from here?

AA: Simply put: UP! In fact, the pandemic has pressed the “fast-forward” button on an already increasing segment of the market. The full-time worker model is, dare I say,  reaching antiquated levels. Tenure is dropping, the “Great Resignation” is here, generational impacts are shifting talent’s prioritization where increased skillsets, work-life balance and independence are more important than ever, and enterprise organizations are seeing the value of a more formalized CWM programs (hence the direct sourcing trend we see happening). Times are changing and many reports, including those found within Ardent Partners and FOWX, indicate more investment, participation, workforce market share, etc. being devoted to the non-employee talent segment and the formalization of the programs/departments that will need to grow in order to properly support it.

CJD: What does the Future of Work mean to you?

AA: I’ve asked and have been asked this dozens of times; it’s almost reached a level of philosophical surmise. I am simplistic on this approach: the Future of Work ends and begins with the worker and the technology that encapsulates this notion. The Future of Work is knowing that any person can go online and within seconds have dozens of opportunities waiting for them. How we enhance their working life thereafter with the technology that enterprises and third-party platforms invest in to create that optimum experience will be the ones at the top in the quest for talent. That, to me, is the essence of the Future of Work.

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The extended workforce continues to grow at a rapid pace. Today, 47% of the average company’s total workforce is comprised of “contingent” or “non-employee” workers, which include traditional temporary workers, gig workers, independent contractors, freelancers, and SOW-based labor/professional services. Over the past five years, this number has increased by nearly 40%, proving that the agile workforce has become a key contributor to the Future of Work movement.

Several years ago, as the contingent workforce began its stratospheric rise in growth and utilization, many businesses remained focused on three key elements as this spectrum of talent began to dominate how work was done: visibility into suppliers and the talent itself, annual cost savings on contingent workforce spend, and, perhaps most importantly, the compliance ramifications of utilizing a non-employee workforce.

Today, there are essentially two sides to the 2021 contingent workforce management (CWM) program: 1) the strategic planning that pushes extended talent into the realm of true business agility through top-tier skillsets, access to new sources of expertise, and the innovation happening in talent engagement and talent acquisition, and, 2) the operational components that keep CWM as a well-oiled, effective, and sharply-run program that is not open to various labor, cost, and regulatory risks. Businesses must strike an efficient balance between these two perspectives to ensure that the agile workforce brings both value and flexibility to the greater organization.

Enter myBasePay.

Why They Were Selected:

Future of Work Exchange research finds that nearly 60% of businesses are prioritizing control over compliance and risk management within their contingent and extended workforce programs. While aspects such as remote work, artificial intelligence, and other top-of-mind topics usually steal the headlines in the Future of Work arena, the truth is that compliance and risk mitigation for the non-employee workforce is just as critical as the “newer” elements of talent management and work optimization.

In less than a year, myBasePay has transformed the way businesses think about both the back- and front-ends of their talent acquisition programs through its unique array of compliance management automation, contingent workforce management efficiency, and tools to enhance the overall lifecycle of the non-employee worker.

In Their Own Words:

By the year 2030, half of the US workforce will consist of contingent workers. Simultaneously, organizations are struggling with skills shortages, changing labor regulations, and disruptive technologies.  How can organizations leverage this trend to improve their competitive strategy and thrive in the new economy?

myBasePay’s mission is to help organizations focus on growth and talent development. We aim to achieve this with our employer of record (EOR) model and AI-powered technology enabling us to create an ecosystem where organizations and contingent workers can thrive through transparency, trust, and collaboration.  

Our platform is like having a legal, admin, HR, compliance, and payroll department all rolled into one integrated solution, so organizations focus on growth and finding great talent.

Since our official launch in March, we have:

• Raised $60M in funding.
• Set up 67 enterprise customers on our platform. 
• Achieved 50% growth rate with a $35M projected revenue by year-end. 
• Focused on diversity and inclusion since day one. Our internal team is led by a Navy Veteran CEO, 58% female, 71% of female staff are working moms, and 67% minority. 

Contingent workers can bring unparalleled agility, flexibility, and adaptability to any organization looking to adopt a flexible work model as their competitive advantage.

The Outlook:

myBasePay is a true turnkey solution for both CWM programs and contingent workers alike, helping to facilitate a spectrum of efficiency within engagement, sourcing, classification, onboarding, and other key facets of the typical talent management initiative. Future of Work Exchange research finds that 84% of businesses were forced to “reimagine” their workforce management operations and processes in light of the disruptions experienced over the past 18 months. If digital transformation was not on the radar for procurement, HR, and other functional leaders before the pandemic hit, these challenging times made it patently obvious that manual processes were no longer acceptable and must be stricken from the workplace.

myBasePay is uniquely positioned as an agile contingent workforce solution that not only provides users with easy-to-use and AI-fueled talent management functionality, but also industry-leading worker classification, onboarding, and compliance management offerings.

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