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Services Procurement

Announcing the “2024 VMS Technology Advisor” Report

Contingent WorkforceSolution ProvidersTechnology and Innovation by Christopher J. Dwyer on

Vendor Management System (VMS) platforms are considered the cornerstone of the workforce solutions market, delivering sophisticated and automated functionality that holistically oversee critical facets of contingent and extended workforce management. Integrated seamlessly with Managed Service Providers (MSPs) in many cases, the VMS model has firmly established itself as a mature and pivotal platform in the ever-advancing realm of workforce management technology.

While early VMS iterations primarily served as automated procurement tools for staffing suppliers, these platforms have metamorphosed into the central “nexus” dictating all aspects of contingent and extended workforce management. Contemporary VMS solutions not only harmonize effortlessly with the principles of the Future of Work movement but also showcase remarkable advancements in navigating the intricacies of the modern workforce. In today’s dynamic, globalized technology market, Vendor Management Systems play a decisive role in charting the course of the “extended workforce.” This term encapsulates the next evolutionary phase, and modern VMS platforms have made substantial leaps in aligning with this progressive paradigm.

Ardent Partners and the Future of Work Exchange are excited to announce the publication of the 2024 edition of its VMS Technology Advisor report, the market-leading guide designed to help procurement, HR, human capital, and talent acquisition executives navigate the complex and mature VMS solutions marketplace. The new report analyzes and assesses the primary VMS solution providers in the marketplace today and offers a variety of strengths, considerations, and market fits for each VMS platform evaluated as part of the rigorous research study.

For procurement, HR, and talent acquisition executives, and especially leaders tasked with managing extended and contingent workforce programs, this is the go-to guidebook for VMS solution selection. Access the report here.

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The Four Future of Work Trends That Deserve More Attention

Business Leadership by Christopher J. Dwyer on

In the final weeks of 2023 and just recently here on the Future of Work Exchange, we highlighted a variety of predictions and insights into the coming months. Not only did we unveil our own thoughts on trends, but also commentary from numerous executive leaders across the greater workforce solutions industry.

While there are many trends and corresponding predictions that generate headlines and steal thunder, there are several other trajectories that may not be front-page news, but nonetheless, are deserving of business leadership attention as we move further into January and, of course, into 2024.

  • Services procurement (and SOW management) are still the “next frontier.” Way back when (let’s not date ourselves here except to say it was a long time ago), I presented on a webinar regarding big contingent workforce management trends. With a headline that read, “SOW and Services Procurement: The Next Frontier,” and a picture of a desert with a gorgeous sunset and mountains in the background, I spoke of how businesses needed to better manage professional services and better tie this complex form of non-employee labor into greater enterprise strategies. Well, over a decade later, and…it’s still the next frontier. Professional services represents upwards of 45%-to-60% of an average enterprise’s total extended workforce spend; in 2024, too many organizations do not include services procurement and SOW under the scope of their contingent workforce programs, which not only leaves millions of dollars in cost savings on the table (via enhanced efficiencies, automation, outsourcing to MSPs, etc.), but a general failure to apply Future of Work-era and “work optimization” strategies to this intricate type of non-employee labor.
  • Long COVID concerns will continue to affect the workforce. COVID-19 is, by-and-large, an afterthought outside of the winter seasons in today’s post-pandemic, “nearly-back-to-reality” world (even though wastewater samples across the states indicate rising levels of the virus due to colder weather and more indoor gatherings). However, in a study released in August, the Workers Compensation Research Institute found that 6% of workers comp claims for COVID illnesses ended up in long COVID situations. While that seems like a small number, the stat is compounded to the total number of COVID-specific compensation claims across the United States…a figure that represents tens of thousands of workers across various industries that will have significant gaps in their resumes (and, in parallel, valuable lost time in honing skills). This could have some major ramifications in verticals that rely on consistent, up-to-date skillsets.
  • Enterprises strengthen the link between artificial intelligence and business leadership. Much of the focus on AI as a business disruptor centers on several discussions: 1) its application as a tactical automation engine, 2) its potential as a strategic, next-generation process enhancer, and 3) its near-boundless, budding power for model- and scenario-building within specific organizational initiatives. What’s oft-missed is just how AI will impact business leadership and corporate problem-solving. AI is the most powerful technology tool that many of us have seen, leveraged, and experienced in our collective lifetime; it only makes sense that business leaders enact optimal configuration to better understand how artificial intelligence will influence core decision-making and how it will help them reimagine how they manage the workforce, long-term enterprise planning, and greater talent acquisition strategies.
  • The next generation of the candidate experience is designed. The earliest concepts behind the “candidate experience” revolved around how candidates progressed through engagement and hiring processes. In recent years, and especially in the wake of post-pandemic business evolution (specifically around bigger ideas like “humanity”), more of that experience tended to correlate with candidates’ perceptions of their future employers, particularly aspects like workplace culture, inclusive environments, and the non-financial attributes of the company brand. We will see a shift in the candidate experience as 2024 unfolds; with the power of converging AI and human-based candidate experience strategies, businesses will be able to better-tailor messaging to talent prospects, hone communication with candidates, and revolutionizing engagement processes to consider workers’ preferences, skills, and career aspirations.
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A New Era of Innovation: Inside the Workforce Technology Revolution (Part Two)

Contingent WorkforceSolution ProvidersTechnology and Innovation by Christopher J. Dwyer on

Last week, the Future of Work Exchange featured a discussion about the technological revolution happening within the greater world of talent and work. In a world combining economic uncertainty, a candidate-centric focus, and continued evolutionary change in a post-pandemic business landscape, an organization’s workforce solution reliance is often what sets it apart from the competition.

Today, we focus on perhaps the most mature of all workforce solutions: Managed Service Providers (MSPs).

Expansive MSP Offerings

The MSP model has experienced it all: the beginnings of contingent workforce management, the economic ups and downs, several “great recessions,” a pandemic, and so much more. If there was a workforce solution best suited for a topsy-turvy business arena based on knowledge and experience alone, it would be the Managed Service Provider.

While MSPs have long held the throne of maturity regarding services-oriented workforce offerings, today’s providers barely resemble their humble beginnings decades ago. Let’s explore four of them.

Magnit

Providers like Magnit represent an ideal evolution of the MSP model. The organization, formerly known as PRO Unlimited, underwent a progression over the past several years that not only saw the firm update its name and brand, but also turbocharge its offerings to reflect the dynamic world of work and talent. Over the past three years specifically, Magnit revolutionized direct sourcing, introduced powerful and end-to-end workforce management concepts, reinvigorated services procurement, and adopted a “platform” approach towards extended workforce management through its innovative MSP and Vendor Management System (VMS) blend of technology.

Talent Solutions TAPFIN

Talent Solutions TAPFIN (part of the Manpower Group) has long delivered extensive value to the CWM arena via its continuous innovation and decades-long commitment to furthering the art of talent management. What sets Talent Solutions TAPFIN apart from its MSP brethren is its focus on “talent sustainability,” a concept that the Future of Work Exchange has trailblazed for several years. In a candidate-centric, talent-oriented business arena in which deep skillsets are table stakes, Talent Solutions TAPFIN’s delivery of “net-zero” strategies, ecosystem enablement, and self-sustaining sources of top-tier talent (via programs like direct sourcing and digital staffing) are must-haves in today’s post-pandemic world.

Pontoon

Although the MSP model has long been services-oriented, the technological realm should never be out of reach for these solutions given the Future of Work-led corporate market we work (and live) in today. Pontoon, part of the Adecco Group, is the rare MSP that places technology at the core of its principal offerings. Pontoon is known for its digitally-centric slew of managed services, RPO solutions (called “RXO” to reflect an experience-driven offering that is one of the strongest recruitment-led offerings in the MSP arena), and services procurement tools. And the solution backs up its total talent messaging with robust delivery models that blend direct sourcing, recruitment augmentation, and offerings that dynamically align contingent workforce and permanent hiring strategies.

Guidant Global

Guidant Global, part of the Impellam Group, is an end-to-end workforce solutions provider that has, for many years, driven excellence across the spectrum of contingent and traditional talent management via its reliance on a multifaceted array of services, tools, and unique strategic approaches. Guidant Global was an early pioneer in direct sourcing, owing its success to an elegance across its recruitment-led offerings, commitment to enhancing client brands, and true workforce scalability. In today’s frenetic, globalized, and Future of Work-led enterprise arena, Guidant continues to lead with powerful services procurement and SOW management solutions (one of the strongest in the MSP market), a commanding arrangement of contingent workforce solutions, a strong commitment to the candidate experience, and analytics-led total talent management offerings that effectively bridge the gap between spend management and people management.

Stay tuned for the next article in our feature series on the workforce technology revolution.

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Next-Generation Services Procurement: Data-Driven and Optimized for the Future of Work

Contingent WorkforceProcurementTalent Acquisition by Christopher J. Dwyer on

Ardent Partners and Future of Work Exchange research has long pointed to services procurement (and SOW-based projects and services) as the “next frontier” for contingent workforce management. Comprising upwards of 50%-to-60% (or more!) of the average organization’s total external workforce spending, services procurement remains a prime opportunity for businesses to drive savings, improve visibility, and, most importantly, reshape how work is done.

In a new research study underwritten by Magnit and developed by Ardent Partners and the Future of Work Exchange, we have unveiled some new strategies that can assist enterprises in augmenting services procurement in a Future of Work era:

The large cost savings opportunities that exist for most enterprises in services procurement and the management of SOW-based services make it the next, big frontier for leaders of the extended workforce to tackle. However, a general lack of rigor, combined with issues such as globalization and uncertain economic times, are limiting business leaders’ ability to approach this complex area of spend in a more transformational way.

For enterprises to reimagine the approach to services procurement, they must follow a new model that blends Future of Work accelerants, dynamic data and intelligence, real-time automation, next-generation workforce management technology, and a willingness to adapt and adopt agile solutions.

This Ardent Partners and Future of Work Exchange research report will discuss how businesses can transform their services procurement and SOW (“Statement of Work”) management programs by (1) modifying buying behavior with advanced automation, controls, and data, and (2) developing an impactful initiative that leverages expert services and solutions.

Click here to download the new research study.

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HR and Procurement Align for the Future of Work

Business LeadershipContingent WorkforceGeneral InsightsHRProcurementTalentTalent AcquisitionTechnology and Innovation by John Yuva on

It makes sense to assume that the ownership of Future of Work execution rests in the hands of HR executives. With much of the focus on total talent management and talent acquisition strategies, HR spearheads much of the decision-making in those areas. However, another business function also plays a critical role in the Future of Work paradigm — procurement. Shifts in global supply chain dynamics and the transition from cost- to value-based supplier management, means Chief Procurement Officers and their teams are well-positioned to support Future of Work initiatives.

Traditionally, procurement focused on cost savings in the supply base and was measured against those numbers annually. However, over time, CPOs realized the criticality of supplier relationships and the resulting innovations that enabled greater marketplace competitiveness. Rather than squeezing pennies from suppliers, the relationships evolved into collaborative, value-added partnerships.

With a value-based approach, procurement is positioned to lead and support various aspects of Future of Work strategies. Let’s look at what both procurement and HR core enterprise contributions entail, followed by how the two functions intersect to complement Future of Work initiatives.

Procurement Brings Cross-Functional Knowledge and Expertise

In terms of its enterprise reach, procurement is a cross-functional partner to many departments, managing critical supplier contracts and relationships. New product development activities, digital transformation initiatives, and strategic sourcing measures all involve procurement’s insight and expertise. What makes procurement such a valued partner is its enterprise knowledge and involvement. Whether it’s sourcing services and raw materials or overseeing essential negotiation, contracting, and payment processes, CPOs and their teams respond to the pulse of the organization.

Procurement also provides vital market intelligence around emerging trends and supply base resources. Enterprises are now always thinking about the next innovation and associated resources. Where do those concepts come from? Which suppliers are required to execute such initiatives? Who will manage these relationships to ensure the greatest value within the budget? What supply chain considerations must be addressed? All these questions involve procurement’s input and, in many cases, direct involvement and oversight.

HR Maintains Workplace Consistency and Execution

Human capital is the competitive differentiator for today’s enterprises.  And the Future of Work movement represents one of, if not the most, transformative periods in HR’s history. HR executives must balance in-house, remote, and hybrid work models alongside the essential integration of the extended workforce and the technologies to streamline those processes. Visibility into total talent management is imperative to ensure the needed skillsets, not just a headcount, are accounted for and available. This is crucial to executing next-level innovative planning.

When it comes to talent acquisition and management, HR owns this responsibility within the organization. Establishing talent pipelines using direct sourcing, talent marketplaces, digital staffing, and talent communities contributes to best-in-class recruiting. Like procurement, relationship building with in-house and contingent workers plays a major role in talent intelligence.

It is also HR’s role to establish consistency regarding onboarding processes and policy guidance. Talent retention strategies begin during the candidate experience phase and continue throughout an employee’s tenure with the enterprise. Consistency in how HR policies are communicated and enforced is also important to retention goals and healthy employee well-being.

Intersection of Procurement and Human Resources

With the essence of procurement and human resources laid out, where do these two functions intersect to leverage their strengths with Future of Work initiatives? Several areas can benefit from procurement’s involvement, allowing HR to tightly focus on its core capabilities.

Sourcing expertise allows relationship building. Human resources rely on a vast supplier network for total talent management requirements. Procurement can lead the search and selection of a managed service provider (MSP), for example. Expertise with supplier selection and relationship management pays dividends when procurement leads this effort — cost awareness, contract management, payment efficiencies, and relationship building with the MSP and other vendors.

HR can then focus on talent strategy and building relationships with candidates, full-time employees, and contingent workers who are users of the technologies. Any functional issues are reported to procurement to address with the supplier. Procurement should also collaborate with IT to ensure recruitment and talent management applications and platforms (e.g., ATS and VMS) integrate well with the larger enterprise network.

  • A centralized, single-view supply base adds efficiencies. Centralizing the supply base by integrating HR’s suppliers provides procurement transparency into those vendors, leading to cost efficiencies in scale and scope, as well as providing consistency in supplier management. This strategy is particularly important for global enterprises where regional locations may contract for the same technologies with the same or different vendors.
  • Expand talent intelligence in the enterprise. For procurement to best serve HR in technology selection and supplier negotiations, CPOs and their teams must have workforce intelligence as part of those processes. Thus, collaborate with HR to understand the talent needs of the enterprise. Where are there gaps in specific departments? Are there major initiatives with vacancies in key roles? Does the organization need additional support for promotional or seasonal purposes. Procurement complements HR in this effort because of its cross-functional relationships and deep understanding of operations and ongoing product development. Leverage those relationships to glean insight into talent issues and where the organization could use support. Talent committees with representation from various business units can also transform talent intelligence into an enterprise-wide strategy.
  • Share risk mitigation responsibilities (and harness the collective power of artificial intelligence). A close collaboration between HR and procurement means sharing information to mitigate risk. Much of HR is technology driven — for example, utilizing digital platforms for total talent management/intelligence as well as Industry 4.0 technologies (e.g., artificial intelligence, machine learning, and predictive analytics) to anticipate potential workforce challenges. HR is becoming more proactive in assessing and planning against those risk scenarios. Procurement is also well-versed in the use and potential of AI and predictive analytics. Sharing how each department utilizes technology applications and platforms for risk mitigation is essential. Where do opportunities exist to further leverage AI to achieve talent management objectives? How far can predictive analytics provide mitigation against critical talent shortages or succession dilemmas? Imagine using a digital twin to simulate the workforce needs in the next decade. With both HR and procurement accountable for risk mitigation, it becomes an enterprise imperative that spreads across the organization.

Ultimately, HR and procurement need to deliver on enterprise objectives. HR must secure the talent to deliver competitive workforce outcomes, while procurement produces supplier results based on value-added solutions. Both HR and procurement have complementary goals and objectives that span the enterprise and supply base. It’s only natural that these two business units collaborate. Alignment is inevitable. Success is essential.

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Key Providers for 2022: Magnit

Solution ProvidersTechnology and Innovation by Christopher J. Dwyer on

The Background:

In addition to the many accelerants brought about by the Future of Work movement over the past few years, there has been another evolution that has been steadily aligning itself alongside the greater transformation of work, talent, and business leadership: the full-on progression of Managed Service Provider (MSP) and Vendor Management System (VMS) solutions and their parallel advancements with the fluid concepts of work optimization.

Enterprises today require advanced solutions that can not only transform the way they find, engage, source, and manage talent, but also technology that positions them to not only survive, but truly thrive as the business arena continues to evolve at a rapid clip.

Enter Magnit.

Why They Were Selected:

Over the past two years, Magnit (formerly PRO Unlimited) has redefined the “MSP” and “VMS” acronyms by introducing its Integrated Workforce Management Platform, an end-to-end platform that addresses the critical elements of contingent workforce management as well as services procurement, SOW management, direct sourcing, next-generation analytics, and intelligence-led service offerings.

When the solution rebranded to Magnit just two months ago, it represented a culmination of aggressive market activity that has coalesced into one of the market’s most robust workforce management providers. Through major industry acquisitions (WillHire, GRI, Workforce Logiq), unique partnerships (eightfold, Ceridian, etc.), and new product launches (Direct Source PRO, NorthStar, etc.), Magnit has reinvented the role of workforce technology within the Future of Work movement…and now has become a frictionless source of end-to-end automation and innovation.

In Their Own Words:

Magnit™ is a global leader and pioneer in contingent workforce management. Our industry-leading Integrated Workforce Management (IWM) Platform is supported by 30+ years of innovation, modern software, proven expertise, and world-class data and intelligence. It enables companies to optimize talent and diversity goals while achieving operational and financial success. With Magnit, companies can adapt quickly to the evolution of work to grow their extended workforce with greater agility, transparency, and speed. Visit magnitglobal.com.

The Outlook:

Two years ago, when the company was still known as PRO Unlimited, CEO Kevin Akeroyd laid out a firm vision for the solution’s future: become a true workforce management technology platform that could serve as a seamless foundation of automation and high-touch managed services for an evolving world of work.

Magnit has realized that bold vision and then some: the solution is a market leader that excels in several arenas, including driving real workforce agility, providing total talent intelligence, redefining talent acquisition, emboldening the power of advanced services procurement, and establishing a core foundation of dynamic functionality and white-glove service. The company has become a Best-in-Class center of transformation for key elements of the modern workforce, particularly direct sourcing, world-class data, and vigorous analytics that can drive strategic value.

The Future of Work movement is a progressive set of ideals that represents the convergence of technological and essential accelerants that have forever changed the way businesses get work done. Magnit is a true reflection of these transcendent advancements, serving as a quintessential platform for today’s revolutionary world of work and talent.

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Reimagining Services Procurement is Critical for the Future of Work

Contingent WorkforceProcurement by Christopher J. Dwyer on

Services procurement represents an incredibly large piece of the global market. However, many organizations, even after so many years of managing this complex category of corporate spend, still fail to maximize the value and impact of services.

According to Ardent Partners and the Future of Work Exchange, 70% of business leaders believe that natural inertia is the number one reason for avoiding transformation of people-based services procurement. But businesses have the chance to unlock such greater value when they create scalable, repeatable, data-driven, outcomes-based programs.

The Exchange teamed up with Randstad Sourceright to develop and produce a new research study outlining why businesses must “reimagine” services procurement and SOW management in the evolving world of work. The new report unveils a robust, four-layer framework to help guide organizations, as well as detail how to push through the major challenges in strategizing and centralizing (and automating!) the core facets of services procurement.

Click here or on the image below to download the new study.

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Navigating Services Procurement in a Future of Work-First World

Business Leadership by Christopher J. Dwyer on

I recently had the pleasure of moderating an edition of Randstad Sourceright’s Talent Navigator series to discuss the reimagining of services procurement. RSR’s Global Head of Services Procurement, Paul Vincent, Deployed’s co-founder and COO, Kayleigh Kuptz, and Senior Director at Visa, Sarah-Jayne (SJ) Aldridge, joined me to discuss how a business-first and Future of Work-focused services procurement and SOW management program is required to drive true ROI, not just cost savings, from these initiatives.

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Ardent Partners and the Future of Work Exchange Launch Definitive MSP Report

Business LeadershipContingent WorkforceSolution ProvidersTechnology and Innovation by Christopher J. Dwyer on

New Study Evaluates the Leading Managed Service Providers (MSPs) for the Workforce Solutions Market

BOSTON, MA, March 1, 2021 – Ardent Partners, a leading research and advisory firm, along with the Future of Work Exchange, a top destination for executives focused on the evolution of work and talent, announced today that its new 2022 MSP Solution Advisor report, which evaluates the Managed Service Provider (MSP) marketplace, is now available. MSPs, as the most mature offering in the greater workforce management solutions market, are continue to drive innovation in the rapidly shifting labor market and Future of Work landscape and tailor  their services to suit the needs of a dynamic, agile, and extended workforce.

“The world of talent and work has changed tremendously over the past two years, forcing enterprises to reimagine their core talent engagement, talent acquisition, and extended workforce management strategies,” said Christopher J. Dwyer, senior vice president of research, managing director of the Future of Work Exchange, and author of the new MSP Solution Advisor report. “This report will help readers identify the MSP provider that best-fits the needs of their agile workforce and educate them on the different approaches that each provider takes towards key workforce management areas, including direct sourcing, SOW management, services procurement, DE&I, and reporting and analytics.”

The 2022 MSP Solution Advisor is the leading assessment report for MSPs that guides HR, procurement, human capital management, and talent acquisition leaders through a deep solutions landscape by discussing the key functionality, capabilities, competencies, offerings, and performance of the main providers in the MSP industry. The new report highlights dozens of feature-specific offerings and market differentiators from which Ardent and the Future of Work Exchange evaluated the industry’s top MSP solutions.

The Ardent analyst team identified and selected eleven key providers – Atrium, Evaluent, GRI, Guidant Global, KellyOCG, nextSource, Pontoon Solutions, PRO Unlimited, Randstad Sourceright, RightSourcing, and Talent Solutions TAPFIN – in the MSP solutions market for inclusion in this research study.

“Since 2010, Ardent Partners has been a guiding voice for professionals managing their extended workforce management programs and the solutions that they use to drive them,” said Ardent’s Chief Research Officer, Andrew Bartolini. “The new MSP Solution Advisor report is a reflection of this expertise and delivers a clear and insightful report that is a must-read for leaders seeking to optimize their extended workforce.”

Click here to download the new MSP Solution Advisor study (or click on the image below), which will be followed by the VMS Technology Advisor in the spring.

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How Does The MSP Model Fit into The Future of Work?

General InsightsSolution Providers by Christopher J. Dwyer on

As solutions, they have been around longer than any other workforce management offering in our industry. As brand names, there may be no bigger logos than those synonymous with some of the largest in our space. And, as the extended workforce continues to grow in size, impact, and scope, they have evolved to meet the dynamic needs of businesses across the globe.

The Managed Service Provider (MSP) model has long been a powerful force across the contingent workforce management and traditional recruitment spectrums, offering an end-to-end, outsourced array of tailored, customized, and global offerings that help businesses tap into key staffing suppliers, standardize extended workforce management operations, and enhance the overall approaches to how talent is engaged and managed.

The non-employee workforce was once less than 20% of the average company’s total talent, as recently as a decade ago. With the stratospheric rise of this labor over the past ten-plus years, we’ve collectively experienced and leveraged a slew of both innovative, consistently-progressive outlets (such as VMS and extended workforce platforms), solutions that are actively capturing the power of direct sourcing, and digital staffing and talent marketplace offerings that enable real-time access to top-tier talent and expertise.

The Future of Work demands that business operations be dynamic, repeatable, and scalable. And, to boot, nearly half of the total global workforce is considered “extended” or “agile” in some manner. For service-oriented solutions like MSPs, the question becomes, “How does this model fit into the Future of Work movement?”

The answer is actually quite simple: an evolved model that blends traditional managed services with technological overlays for various “pieces” of the extended workforce lifecycle, combined with key integrations and partnerships with innovative platforms that address niche areas of talent engagement and talent acquisition.

One just has to look at the current landscape of MSPs ruling the day: some are some of the most mature in our industry and are revolutionizing the way services and technology interact, such as Randstad Sourceright and KellyOCG. RSR is reimagining SOW management and services procurement, as well as its bringing its unique TalentUX tech overlay to areas like direct sourcing. KellyOCG’s digital Helix infrastructure could be a gamechanger.

PRO Unlimited is advancing a “platform approach” that solves every need of the current workforce management program while pushing the criticality of data and intelligence; the solution has made incredible strides within direct sourcing, DE&I, and other key facets of extended workforce management. Talent Solutions TAPFIN is refashioning the market with a fresh approach to SOW management/services procurement and integrated, data-led offerings around workforce advisory and direct sourcing.

Solutions like GRI offer near-unrivaled, powerful, and self-service analytic modules that help clients design better business outcomes (GRI is also a robust provider of Managed Direct Sourcing (MDS) solutions).

Organizations like Atrium and nextSource are transforming how diversity, direct sourcing, and tech-led approaches can help the mid-market thrive. RightSourcing is actively helping a struggling industry (healthcare) take advantage of an evolving labor market whilst offering wide-scale support for those medical facilities that need it coming out of the latest COVID surge.

Pontoon continues to lead with its innovative service delivery models and technological foundations, while Guidant Global is building on its vast expertise, global reach, and progressive direct sourcing offerings. Even newer solutions, like Evaluent, are proving that there’s incredible room for innovation in our industry.

Tomorrow, Ardent Partners and the Future of Work Exchange will unveil the 2022 MSP Solution Advisor, an industry guidebook that will serve as the definitive guide for businesses seeking new insights on the mature MSP solutions market, allow them access to the necessary information to guide solution selection journeys, and enable contingent workforce program leaders to better understand how each MSP offering differentiates itself from the competition.

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