• Transforming Contingent Workforce Management

    The world’s most tenured purely neutral managed services (MSP) combined with best-in-class vendor management software (VMS)
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Our Integrated Solution

Our unique approach seamlessly integrates our managed services solutions and vendor management system to create a comprehensive workforce management solution.

Managed Service Provider

We pioneered the purely vendor-neutral managed service provider model and continue to innovate the space today.

Vendor Management System

Our award-winning SaaS-based Wand VMS platform provides clients with the first true native mobile VMS.

Purely Vendor-Neutral Contingent Workforce Management

PRO Unlimited is a pioneer in contingent workforce management, laying the foundation with the launch of independent contractor misclassification and co-employment risk management services in 1991. PRO followed this with industry-first managed service provider (MSP) and vendor management system (VMS) offerings. And the innovation has continued throughout the years. Most notably in 2017, PRO was given the highest score in Gartner’s Critical Capabilities for Services Procurement Solutions report; specifically for the Contingent Workforce Management Use Case. To access the report, click here.

In a solutions space that has become increasingly crowded over the past few years, PRO’s unique contingent workforce management approach stands out.  These include:

  • First, our purely vendor-neutral, global model enables clients to manage international contingent labor spend underneath one consolidated umbrella.
  • Second, our integrated MSP and VMS approach gives clients a single point of contact that delivers better business outcomes than disaggregated contingent workforce management solutions where the MSP and VMS are two separate vendors.
  • Third, as our contingent workforce management solution includes self-sourcing, clients can leverage their brands to attract top contingent talent.
  • Finally, PRO’s executive management team is the most tenured in the industry, with decades of experience in how to gain optimal business outcomes from contingent labor programs while managing risks.

Related Content and Resources

Advantages of an Integrated Vendor Management System and Managed Services Program

An integrated approach has a number of operational and financial advantages over a model where multiple vendors are involved. Read the eBook.

Benefits of a Purely Vendor-Neutral Model

Global shoe and apparel company implements a purely vendor-neutral program resulting in $12M in annualized savings. Read the Case Study.

A Global Vendor Management System Case Study

A social networking organization taps PRO Unlimited to build its global extended contingent workforce program. Read the Case Study.

The PRO Insights Blog

The contingent workforce management space continues to evolve with the introduction of both new risks and opportunities. The PRO Insights Blog taps the company’s two-plus decades of experience architecting, building, and managing contingent labor programs—using our integrated MSP and VMS model—for some of the world’s largest and leading global enterprises.

Global Pharma Company Sees 24% Increase in Contingent Labor Cost-Savings

February 15, 2018
A global pharmaceutical company implemented PRO Unlimited’s purely vendor-neutral and integrated Managed Service Program (MSP) and Vendor Management System (VMS) to address the following business challenges: No standard requisition process across the organization; multiple practices for procuring, onboarding and offboarding contingent labor No centralized reporting mechanism to capture metrics and spend Lack of visibility to realize cost-savings opportunities and identification and location of contingent labor Pure vendor-neutrality only exists when the MSP has no staffing capabilities whatsoever and zero competition with staffing suppliers to source workers. 6 months into the launch, PRO’s combination of services and technology provided the company with the ability to make informed business decisions, drive cost-savings and containment, manage risk, and improve talent quality. Check out some of these key wins: 24% increase in the average cost savings (approximately $507K through competitive bid, payrolling and negotiations) 65% decrease in the time required for the requisition approval process to the distribution of the order to suppliers 20% decrease from the time the suppliers receive the order/opportunity to when the winning candidate’s resume is submitted 32% decrease from the time it takes to submit the winning candidates’ resume to when the candidate interview is scheduled 8% decrease in the number of business days it takes to fill a requisition Inquire at info@prounlimited.com to request a full case study! Disclaimer: The content in this blog post is for informational purposes only and cannot be construed as specific legal advice or as a substitute for legal advice. The blog post reflects the opinion of PRO Unlimited and is not to be construed as legal solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.

Achieving Actionable Business Intelligence via an Integrated MSP and VMS Solution

February 12, 2018
The amount of data being produced and captured in today’s ever-connected world is staggering, as is the potential opportunity for businesses to improve their performance by harnessing this information. Yet many organizations are challenged by the sheer mass of the data and the complexity of corresponding analytics, becoming overwhelmed and paralyzed by all the possibilities. This challenge is reflected in today’s contingent workforce management world. According to a Deloitte study, 75 percent of executives identify talent analytics as an important issue, but only 8 percent believe their organizations are strong in this area. To better leverage workforce analytics and business intelligence to drive real-world business results, one key is harnessing the power of an integrated managed service provider (MSP) and vendor management system (VMS) platform, such as PRO Unlimited. Actionable Business Intelligence and the Benefits of a Joint Approach The analytics of “big data” consist of two key parts: data capture and data interpretation/application. As such, a top-tier VMS must be capable of ingesting the right information from both third-party systems and client-generated data. In addition, a leading-edge VMS needs to be able to present this data in a format that empowers workforce management decisions both tactical and strategic: Tactical decisions: Typically made at the operational level and assist in day-to-day management of the contingent workforce. Strategic decisions: Requires seeing across all aspects of a contingent workforce program in order to resource plan, as well as drive cost savings and program efficiency. Finally, simply because a VMS has a “pretty” dashboard doesn’t mean it’s going to produce intelligent data and recommendations that make a tangible business difference. This is where an MSP can provide critical client support. The PRO Approach With PRO’s unique single provider offering, the MSP possesses an intimate understanding of the VMS platform and its underlying analytical capabilities. Wand Discovery, the interactive business intelligence suite within PRO’s Wand VMS platform, captures every process that managers, contingent workers, suppliers and other users perform within Wand and serves it up via interactive, intuitive dashboards. In addition, with Total Talent Solutions, clients gain total visibility into both contingent AND full-time resources across the organization. This industry-first technology gives users insights into the best ways to engage resources across all categories from a cost, quality and risk perspective. (Learn more: “Unleashing the Power of Holistic Workforce Visibility.”) PRO has a dedicated Strategic, Analytics and Metrics (SAM) team that’s on site with clients right from the start of the relationship and will fully customize the Wand Discovery dashboards to align with the client’s needs and preferences. Following implementation, the SAM team uses its knowledge of both the client and Wand VMS to offer additional insights. To learn more about the benefits of an integrated approach, check out our data sheet, “Positive Business Outcomes of an Integrated MSP and VMS Solution.” If you or a member of your team would benefit from a further discussion on how PRO is helping companies implement winning contingent workforce management programs globally, please contact a PRO representative

Increasing Operational Efficiency Through an Integrated MSP and VMS Solution

January 31, 2018
In today’s super-competitive landscape, savvy businesses are always on the lookout for ways to increase operational efficiency. After all, one study found that in a company of 500 people, a 1 percent increase in productivity would yield a savings of nearly $800,000. With contingent labor now comprising more than 30 percent of the total U.S. workforce (with similar numbers in Europe) and projections for continued upward growth, many companies are looking for ways to increase efficiency in the managing and execution of their contingent workforce programs. To this end, the importance of using an integrated managed service provider (MSP) and vendor management system (VMS) platform cannot be overemphasized. Operational Efficiency and the Benefits of a Joint Approach Addressing the costs, risks and quality issues associated with managing a contingent workforce requires the full collective powers of both human expertise and cutting-edge technology. A fully integrated MSP and VMS solution, such as PRO Unlimited’s, enables organizations to extract as much value as possible from their VMS technology. In contrast, when there are different MSP and VMS providers involved, communications are complex and the “blame game” often occurs. This translates into an operational efficiency “drag” that slows decision-making and incurs greater time expenditure — not only on the part of the MSP and VMS, but the buyer, too. With a disaggregated approach, it also becomes more difficult for the MSP to leverage the VMS to optimize certain processes. For example, when an MSP pinpoints an operational opportunity that requires a VMS modification or enhancement, the ability of the MSP to affect this change can be difficult. The VMS may also require further remuneration for the customization or change. Even if the VMS is willing to institute the change, the VMS may not be able to make it a priority. Because MSPs are measured and evaluated based on their ability to deliver to agreed-upon SLAs, the MSP will focus on what is good for the MSP. In the case of a VMS, margins are typically small, and thus concentration is on controlling scope creep and managing implementations so they don’t spiral off track. In contrast, a one-vendor, integrated MSP and VMS approach such as PRO’s focuses on the solution and the business requirements of the buyer. The PRO Approach PRO, through its purely vendor-neutral MSP and VMS solutions, helps organizations address the costs, risks and quality issues associated with managing a contingent workforce. PRO’s on-site MSP team of recruitment and employment experts oversees the automation of contingent worker recruitment via PRO’s Wand VMS platform. The result is increased efficiency in every aspect of our clients’ workforce management efforts, including but not limited to: Payrolling and Billing: Consolidated invoicing and payrolling services help clients mitigate risk while boosting operational efficiency. Budgeting: Gaining central visibility to all spend associated with projects creates more efficiency for future projects. Onboarding and Offboarding: Automation under the MSP’s supervision ensures no detail is missed. Worker Management: Wand VMS streamlines timecard, expense and SOW project submissions and approvals. Talent Matching:

Obtain Superior Contingent Talent at the Lowest Cost

January 24, 2018
A global biopharmaceutical company based in Ireland required a first-generation contingent workforce management solution. Its goal was to grow its supplier base to include specialty and niche vendors allowing for greater sourcing options, competitive bidding, and a more diverse candidate pool. After an in-depth market analysis, the organization selected a purely vendor-neutral and integrated Managed Services Program (MSP) and Vendor Management Software (VMS).  Pure vendor-neutrality only exists when the MSP has no staffing capabilities whatsoever and zero competition with staffing suppliers to source contingent talent. Through this implementation, the company witnessed the following key wins: Introduced true competitive bidding for contingent orders Reduced pricing markups resulting in a 16% decrease in contractor spend Expanded the supplier pool from 2 to 22 to enhance candidate selection Identified that 93% of stakeholders found the process for sourcing and onboarding improved since implementation Enhanced visibility of candidate identification, status, and selection process Learn more about the successes of this program by reading the full case study. Inquire at info@prounlimited.com to learn about other key benefits this organization attained with PRO’s purely vendor-neutral and integrated contingent workforce model. Disclaimer: The content in this blog post is for informational purposes only and cannot be construed as specific legal advice or as a substitute for legal advice. The blog post reflects the opinion of PRO Unlimited and is not to be construed as legal solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.

Infographic: 5 Overlooked Gig Economy Trends

January 23, 2018
It seems like everyone’s talking about the gig economy these days, but the reality is that it’s been around in different capacities for decades. Looking back, Y2K in particular expanded the pool of professional knowledge workers in the market for contingent work, while at the same time helping businesses became more adept at working in project mode. So, why all the attention now on the gig economy? For one, recent years have seen the emergence of the “human cloud,” a new set of online digital platforms that enables managers and workers to complete contingent work. Whether it’s online staffing (e.g., freelancers), online work services (e.g., Uber) or crowdsourcing (micro-tasks performed by a crowd of workers), the emergence of new web and app-based platforms are creating fascinating ways for employers and employees to interact. In addition, millennials recently became the largest generation in the workforce, surpassing Gen X and Baby Boomers. These younger workers generally possess an increased focus on job flexibility and variety of work. (Learn more: “Infographic: How Millennials Are Changing the Workforce.”) While these shifts have given rise to exciting opportunities for businesses and workers, they’ve also increased confusion regarding gig economy terminology and definitions, potential legal risks, and actual business impact. To help businesses dig beyond the flashy headlines to better understand the gig economy and the small strategic shifts it might require, PRO Unlimited created this new infographic on five underreported, overlooked gig economy trends that companies should consider as they’re assessing potential strategic changes in their workforce approach. For a deeper look at gig economy trends and what businesses need to do to thrive in this evolving landscape, download PRO Unlimited’s white paper “The Gig Economy: What’s Hot Vs. What’s Hype.” If you or a member of your team would benefit from a further discussion on how PRO is helping companies implement winning contingent workforce management programs globally, please contact a PRO representative at 800.291.1099 or email at info@prounlimited.com. Disclaimer: The content in this blog post is for informational purposes only and cannot be construed as specific legal advice or as a substitute for legal advice. The blog post reflects the opinion of PRO Unlimited and is not to be construed as legal solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.

Achieve Peak Value with an Integrated Contingent Workforce Model

January 18, 2018
A recent article in Buyers Meeting Point, a renowned procurement news outlet, details the 5 benefits of a purely vendor-neutral and integrated contingent workforce management model. As the contingent workforce continues to expand with companies spending significant amounts of capital on talent, the need for proper management has become all the more important. Thus, a purely vendor-neutral and integrated Managed Services Provider (MSP) and Vendor Management System (VMS) is the optimum solution to implement in order to achieve a number of key benefits. Let’s explore these benefits further: Risk Management: Having an MSP team well-versed in the complexities of managing worker classification and co-employment risk management can make a huge difference in eliminating issues. Cost Savings: Consolidated invoicing through a VMS reduces instances of a billing error, while the aforementioned MSP risk mitigation helps ensure clients avoid costly litigation and misclassification penalties. Process Efficiency: With a dual offering, the on-site MSP team of recruitment and employment experts oversees the automation of contingent workforce management processes via the VMS. Users can then tap into the power of automation to reduce the average requisition process from weeks to days. Complete Workforce Visibility: With a cutting-edge integrated MSP/VMS solution, users with specific needs can work with their MSP to create an executive dashboard. These personalized dashboards can visually reflect the data points requested and enable the ability to interact with this data in a seemingly endless number of ways. Talent Quality: Clients can work with their MSP to develop a supplier-tiering system to deliver new job requisitions to first-level suppliers that have historically provided superior talent. To sum it up for you, an integrated solution has the ability to produce a plethora of enhancements and benefits for an organization that could not be achieved when an MSP and VMS are implemented separately. Read the complete article to learn more. If you or a member of your team would benefit from a further discussion on how PRO can help you with your contingent workforce management program, please contact a PRO representative at 800.291.1099 or email at info@prounlimited.com. Disclaimer: The content in this blog post is for informational purposes only and cannot be construed as specific legal advice or as a substitute for legal advice. The blog post reflects the opinion of PRO Unlimited and is not to be construed as legal solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.

Wand® VMS Honored with 2017 Brandon Hall Group Excellence in Technology Award

January 17, 2018
We’re excited to announce that Wand VMS has won a coveted Brandon Hall Group Silver Award for excellence in the “Best Advance in Unique HR or Workforce Management Technology” category. The award is further validation of PRO Unlimited’s laser focus on creating cutting-edge technology that empowers businesses to better manage their contingent workforces. A panel of independent, senior industry experts, as well as Brandon Hall Group senior analysts and executives, evaluated the entries based upon the following criteria: Product: What was the product’s breakthrough innovation? Unique differentiators: What makes the product unique and how does it differ from any competing products? Value proposition: What problem does the product solve and/or what need does this product address? Measurable results: What are the benefits customers can expect to experience as a result of using this product? We’re thrilled to receive this award, and we’re especially excited about the positive impact that Wand’s technological breakthroughs and innovations are having on contingent workforce management. Here’s a sampling of five areas that fueled PRO’s recognition by the Brandon Hall Group, and how PRO’s commitment to innovation in these realms can help you and your business succeed: 1) Performing tasks more easily: Developed by PRO’s Silicon Valley-based design and dev team, Wand went through exhaustive end-user research and use case study to ensure it’s actionable and intuitive. Wand focuses on the concept of “recognition vs. recall” (i.e., the platform intuitively makes sense), presenting the user with an interface that’s instantly accessible for new users. (Read more: “Consumerizing the VMS.”) 2) Handling tasks from anywhere: Boasting true native apps on the iPhone and Android devices, Apple iPad and even the Apple Watch, Wand Mobile allows users to manage the full contingent workforce lifecycle from anywhere. This powers total freedom of mobility and a seamless omni-channel experience.  3) Reviewing and completing action items faster: Wand showcases the key items managers need to take care of directly on their home screen. By bubbling up the new action items required to manage their contingent workforce, Wand Mobile helps managers avoid overlooking critical tasks and get more done quickly. (Learn more: “5 Ways Mobile Improves the Contingent Workforce Management Experience.”  4) Sourcing your own talent: Wand’s Talent Network module allows clients to create their own private, self-sourced candidate pool. Furthermore, Wand uses industry-first resume-parsing and Candidate Matching technologies to automatically suggest candidates to managers based on a proprietary algorithm. This leads to faster decision-making and helps organizations gain a competitive advantage. 5) Gaining actionable insights of your organization’s total resources: Wand’s innovative Total Talent Solutions technology provides clients with visibility into both contingent AND full-time resources across the entire organization to drive cost savings, program effectiveness and worker quality. (Read more: “Unleashing the Power of Holistic Workforce Visibility.”) For additional info on the 2017 Brandon Hall Group Awards and PRO’s recognition, check out the related press release. If you or a member of your team would benefit from a further discussion on how PRO is helping companies implement winning contingent workforce management programs globally, please contact

Artificial Intelligence and Contingent Workforce Management

January 11, 2018
With the war for talent reaching new heights, businesses are looking for any edge they can get. For these companies, the idea of tapping into the power of the latest artificial intelligence advances is enticing. According to a recent study, 72 percent of business leaders consider AI a “business advantage” that will be fundamental to their operations in the future. In this landscape, concepts like machine learning, predictive analytics and augmented reality offer intriguing possibilities when considering the future of contingent workforce management. What Is Artificial Intelligence? While artificial intelligence (AI) in its modern form dates back 50-plus years, the last decade has seen significant scientific strides toward the goal of creating “intelligent machines” that can perform intellectual tasks like a human. In short, artificial intelligence is generally defined as the theory and development of computer systems able to perform tasks that normally require human intelligence, such as visual perception, speech recognition, decision-making, and translation between languages. Offshoots and subsets of AI include: Machine learning: Using algorithms to parse data, learn from it, and then make a determination about something in the world. Cognitive computing: Self-learning systems that use data mining, pattern recognition and natural language processing to mimic the way the human brain works. Predictive analytics: The practice of extracting information from existing data sets to determine patterns and predict future outcomes and trends. Harnessed correctly, artificial intelligence will enable businesses to make sense of massive amounts of structured and unstructured workforce data and make faster, smarter decisions that drive cost savings and improve talent quality. Offering New Perspectives on Contingent Workforce Management  When applied strategically, advancements in artificial intelligence will help organizations make better hiring decisions and more effectively manage their contingent workforces. Examples might include: Using adaptive online assessments, tests and games to predict job performance for specific roles – taking into account both the position itself and company culture. Pulling in information from massive data sources, including social media and job-specific communities, to enable better matching of workers to jobs. Tapping augmented reality technology to make inanimate objects come to live, such as an interactive employee handbook or office building. While the possibilities are intriguing, overall adoption of artificial intelligence remains in the early stages: Only 20 percent of respondents to a recent Harvard Business Review study reported using one or more AI technologies at scale or in a core part of their business. Here at PRO, we believe one of the keys to unleashing AI’s potential is by combining it with human expertise – “augmented intelligence.” For more on the topic, check out our “AI and Workforce Management” fact sheet. Given our unique integrated solution, PRO Unlimited is perfectly positioned to help businesses take advantage of the latest technological advances and optimize their contingent workforce programs. If you or a member of your team would benefit from a further discussion on how PRO is helping companies implement winning contingent workforce management programs globally, please contact a PRO representative at 800.291.1099 or email at info@prounlimited.com. Disclaimer:

Top 10 PRO Unlimited Blog Posts of 2017

January 10, 2018
In 2017, PRO Unlimited published more than 60 blog posts aimed at sharing the latest strategies, tactics and technologies that business leaders can use to better manage their contingent workforces. Here’s a look at the Top 10 posts of the year (as measured by page views), complete with links to the original content. The goal? Helping your business reach even greater heights in 2018. 10) “Using Technology to Better Match Contingent Workers and Job Requisitions” As a hiring manager, finding the right candidate for a position can be a daunting task. Learn how data, algorithms and scoring are transforming the once-manual process of reviewing candidates into a more automated, efficient and effective one. 9) “Using Mobile VMS to Manage Contingent Workforce Engagements” A recent study revealed that respondents saw an average gain of almost an hour of productive work time because of their smartphone usage. Check out this post for some examples of how mobile can increase agility and enable faster execution of contingent workforce tasks. 8) “3 Steps to Ensure Total Workforce Visibility” As contingent workers represent a greater percentage of the overall company headcount, the ability to track the entire workforce has become extremely difficult. In this post, you’ll discover three steps your company can take to ensure total workforce visibility and reduce misclassification risk. 7) “Global Shoe and Apparel Manufacturer Adopts a Purely Vendor-Neutral and Integrated MSP/VMS Model” Gain a better understanding of the real-world impact of vendor-biased practices – including supplier resistance and a lack of program adoption by hiring managers – and learn how PRO’s integrated MSP/VMS platform helped a global shoe and apparel manufacturer overcome them. 6) “Defining a Purely Vendor-Neutral and Integrated Contingent Workforce Solution”  What is vendor neutrality, and why does it matter when it comes to contingent workforce management? Gain the answers to these questions and see how a vendor-neutral approach might be advantageous for your company. 5) “Infographic: How Millennials Are Changing the Workforce” Now that millennials occupy the largest generational share of the workplace, how should businesses adjust? To help companies understand how millennials are impacting the workforce, we created a new infographic that shares some of the most fascinating statistics regarding this demographic. 4) “Innovations in Vendor Management Systems, Part 5” The final post in our VMS innovations series covers rate and spend management, implementation and consulting, and services procurement. You’ll find tons of exciting info about advancements in business intelligence, SOW management, market rate data analysis and more. Check out the other parts of the series too – there are some good nuggets of information in those as well! 3) “Another Global Company Selects a Vendor-Neutral Model”  A leading company that provides a digital catalogue platform was looking to streamline contractor onboarding, improve multichannel sourcing capabilities and maximize cost savings. Find out why they partnered with PRO and how they achieved total visibility into contingent labor spend. 2) “The Benefits of a Private Contract Talent Network” Companies have begun to embrace organizing self-sourced contingent resources into talent

Holistic Workforce Visibility: 3 Ways It Can Help Your Business

January 8, 2018
While the explosion of new technologies over the last decade has provided businesses with a wealth of exciting tools, these platforms have also exacerbated an existing challenge: data siloes. When it comes to a company’s workforce, these data siloes have made it difficult to take advantage of the tremendous opportunities for savings that exist when a business can capture, visualize and glean insights from its contingent and full-time employee data. Today, leading-edge solutions are helping businesses break down data siloes, creating new and exciting business opportunities. PRO Unlimited’s Total Talent Solutions, for example, provides businesses with total visibility into both contingent AND full-time resources across the entire organization. By importing specific types of “sanitized” full-time data and viewing it right next to contingent data, managers can determine the best way to engage resources across all categories. Here are three ways in which holistic workplace visibility can help a business: 1) Controlling Costs Multiple sourcing channels can make it complex to manage talent. And when it comes to contingent workers, a lack of reliable market rate and job category data can prove damaging. In short, overpaying for workers can significantly drive up costs. Reporting tools that enable you to easily compare rates for job titles across labor categories and locations can help reduce costs. Viewing this data in an easy-to-read format helps users make more informed decisions about: Where to source talent: Are there certain geographic areas with cost-saving potential? How to source: Are full-time employees or contingent workers the best value? When to source: Is demand higher at certain times of year? Overtime and expenses: Are these impacting profitability? If so, what adjustments could be made? 2) Understanding Your Talent Hiring the wrong workers can also prove costly. Differences in market rates from one location and skill set to another create an additional layer of challenges. In addition, underpaying means companies are likely losing candidates to competitors. Every day that a requisition remains open (full time or contingent), it costs the organization thousands of dollars. Getting better visibility into your workforce and understanding how different worker engagements drive quality patterns across different skill categories is critical for accurate workforce planning. By marrying together full-time and contingent worker quality data (based on manager feedback), you can see what types of engagements (by job title and function) have historically yielded the highest quality work – and at the lowest rates. You might also look at enterprise-wide data to identify where the organization’s biggest talent deficits exist, and whether relocating full-time workers to these areas, self-sourcing existing local talent, or supplier-sourcing contingent workers makes the most sense. 3) Enhancing Workforce Planning How is your workforce distributed? Having access to a global view of workers by region and location can help with workforce planning. Ideally, you want the ability to easily zone in on regions and specific locations with a few clicks to see more granular details on how your workforce is distributed. This kind of access allows for visibility to all workers (including