While protectionist rhetoric has taken over the current political climate, penetrating new markets and otherwise operating in foreign countries will remain a business reality for U.S. companies. Correspondingly, companies will engage workforce on a contract basis when there may not be a business justification to establish legal entities in other countries. However, engaging workers in foreign countries — each with different business practices and customs, labor laws and compliance requirements for social benefits and taxation — can be risky business if mitigation measures are not adopted.
SAP Fieldglass announced Thursday the launch of a data analytics solution called Live Insights. The company reports that the solution “uses machine learning to simulate external talent scenarios in moments” (real time). At this point in time, Spend Matters has not yet been briefed on Live Insights nor seen a demo (something which will likely follow in the future).
Late last year, at an industry event, I learned that Hired, which I knew previously as a permanent-hire talent marketplace, was now serving the contingent workforce segment. Given that news, I thought it was time to take a closer look. Accordingly, I arranged to meet some of the Hired team at their San Francisco office to get a better understanding of the company. My visit confirmed that Hired is a superlative example of what I would call a next-generation, platform-based staffing supplier, an important emerging category for HR — and now contingent workforce —practitioners to learn about. What follows is a brief introduction to Hired, which Spend Matters will no doubt be covering more often in the future.
ZeroChaos is a provider of global, vendor-neutral contingent workforce management services/solutions. Going beyond traditional MSP, VMS, payrolling and agent of record categories, ZeroChaos provides clients with a range of services, which can be assembled into a client-specific solution supported by the company’s own technology platform and analytics. As such, ZeroChaos represents a quintessential integrated solutions provider in a converging procurement world, in which services providers are codifying IP and extending their reach and capability through applications while software providers are embedding additional content and intellectual property in their applications.
Having started over a decade ago in the contractor employer of record and agent of record space and later distinguishing itself as a disruptor in the staffing supply chain, ZeroChaos competes today in a field of evolving solutions providers offering outsourced contingent workforce management solutions to enterprises.
This Spend Matters PRO Vendor Snapshot provides facts and expert analysis to help buying organizations make informed decisions about whether they need a solution like ZeroChaos as an alternative for or complement to their organizations’ incumbent solutions for organizing/managing and assigning work to their own “affiliated” workers or to help control and drive savings across broader services procurement categories. Part 1 of our analysis provides a company background and detailed solution overview, as well as a summary recommended fit suggestion for when organizations should consider ZeroChaos. The rest of this multipart research brief covers product strengths and weaknesses, competitor and SWOT analysis, user selection guides, and insider evaluation and selection considerations.
When it comes to managing your contingent workforce, many practitioners are already aware that using a combined managed service provider (MSP) and vendor management system (VMS) can bring several benefits, especially when coupled with a purely vendor-neutral provider. Yet with this increased awareness comes a more crowded market. Discerning a combined MSP/VMS from a standalone VMS is simple, but identifying a truly vendor neutral provider is often easier said than done. Here’s how to tell the difference along with the benefits and lessons learned.
Total talent management (TTM) has been a much-discussed concept over the past 5 years, evangelized by solution providers and analysts alike. While it’s highly likely that all organizations will eventually source and manage human capital and services in a highly integrated way, there remains an open question of how evolving or even disruptive technology will drive and enable those sourcing and management processes and what the destination will be like. These are important questions for contingent workforce and services (CW/S) procurement practitioners trying to get their arms around a supposedly imminent TTM.
Since mid-2016, we’ve only heard a few reports about work platform business Lystable, and there has been almost no news about Lystable in the press to date. That is, of course, until the company announced recently that it had completed a $10 million Series A round, bringing total funding to $21 million and doubling the company’s valuation since June of last year. To get a sense of what Lystable was up to, we arranged a call with founder and CEO Peter Johnston to obtain his insights.
Human Capital Innovation (Part 2): Innovative Enterprise Talent Solutions and Guiding Organizational Change
Leading contingent workforce and services procurement organizations have begun to adopt a new way of working. A new generation of technology-based solutions allows organizations to engage external talent, conduct projects with blended teams of internal and external workers, and share and accumulate actionable knowledge assets. But adoption of these technology-based solutions is easier said than done. In Part 2 of this series on human capital innovation, we explain how program leaders can catalyze organizational change to maximize the benefits of this new way of working.
The role of platforms in talent sourcing and engagement is still not well understood and appreciated by procurement and HR professionals, notwithstanding the significant role that platforms have begun to play in the global economy. To that end, we recently partnered with Catalant to explain the role of platforms in sourcing and engaging highly skilled (and often scarce) business talent. Spend Matters provided analysis with respect to the topic, while Catalant shared some real-world cases to show how some organizations are already taking advantage of platform models.
The VMSA Live conference will be kicking off in Phoenix, Arizona, on April 4 — and I am definitely here beating the drum as a big supporter. This will be my third year attending, and this time I will be a lead contributor in two sessions. Over those three years, I’ve seen number of attendees grow rapidly to an expected 400 this year, and I have seen the unique character of the event shape and solidify. In fact, I’d hesitate to call the event a conference — it’s more like a tribal gathering with many powwows where contingent workforce managers, technology and service providers and workforce suppliers can exchange practical knowledge and experience and learn from one another.
Google recently announced its acquisition of San Francisco-based Kaggle. Founded in 2010, Kaggle describes itself a platform for predictive modeling and analytics competitions and consulting. Organizations and individuals may submit projects as contests and set a monetary prize for solutions. Individuals or teams within Kaggle’s crowd of 600,000 data analytics experts propose solutions, and the originators of the projects select a winner and award the prize money. Kaggle also offers a talent solution that allows organizations to find and evaluate potential hires based on their actual projects and code. Small to large companies across a range of industries have used Kaggle — including State Farm, Facebook and Google, which used Kaggle extensively before the acquisition
In Part 1 of this series, we described and unpacked the topic of digital platform-based service providers, which represent a modest but growing spend category far outside of the scope of contingent workforce and services (CW/S) procurement programs. While they are not on procurement’s radar, Spend Matters believes these providers will increasingly become a significant part of organizations’ services consumption and spend over the next 10 years.
In Part 2, we review what is arguably the most successful sub-segment of these digital service providers, as well as revisit the question of whether they require your attention and why.