• 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.

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

Freelance Marketplace eBook

Wondering when and where the freelance marketplaces fit into your contingent workforce management program? Read the eBook.

Five Tech Trends Webinar

Contingent workforce management is being shaped by five technology trends. These innovations from outside the enterprise can be harvested to produce sustained business outcomes. Watch the Webinar.

Affordable Care Act White Paper

The Patient Protection and Affordable Care Act (ACA) introduces new requirements for contingent labor. Are you and your suppliers compliant? Read the White Paper.

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.

Innovations in Vendor Management Systems: Part 4

February 22, 2017
Here is Part 4 of our blog series on “Innovations in Vendor Management Systems (VMS).”  The Sourcing Industry Group (SIG) held a briefing with PRO’s Ted Sergott, Executive Vice President of Product Development about our VMS, Wand. Below is SIG’s assessment of Wand; specifically in the areas of  Preferred Talent, Analytics, and Mobile. We will be closing out our series with Part 5 this week! In case you missed any of the other posts including Part 1, Part 2, and/or Part 3 be sure to give them a read. Advances in Preferred Talent, Analytics, and Mobile Technology Preferred Talent The PRO “YS Talent Network” is a client-specific talent pool containing self-identified, client-approved workers. Managers invite workers to their Talent Network by sending them an email with a link to the portal. The Worker logs on, uploads their resume which is parsed into a profile. They can edit their profile and add appropriate information such as availability, rates, and prior work history at the client. Once approved as a potential candidate, the candidate can search and apply for contingent labor jobs just as the hiring manager can search the YS Talent Network for top candidates. These freelancers appear as potential candidates during the Create Request process. When searching, a hiring manager is shown these individuals along with their cost savings as compared to supplier candidates. Interview scheduling is performed between the candidate and manager through the application. On/Off boarding dashboards are provided showing the status of every candidate in process. The candidates provide desired rates and managers can post a rate range if desired. Any negotiations are performed by the MSP or hiring manager. Analytics The PRO platform leverages advanced BI features for both tactical and strategic decision making. Key features include: 1) Wand’s MRM, the real-time market rate module embedded into the Create Request workflow (unlike PRO’s competitors), 2) the Wand Discovery BI platform, the view designed for executives, sponsors or their delegates, 3) PRO’s exclusive SAM (Strategy, Analytics, and Metrics) package, the support from a named analyst provided to the Client to build customized dashboards. These SAM analysts have vertical-specific expertise and engage the Client’s C-suite and their delegates to understand their key business drivers. Predictive & Prescriptive Analytics are provided in dashboards by leveraging the underlying data and algorithms, and are served concierge-style to these key leaders. Examples include global Total Talent Management as well as PRO’s recommendation on the location of a Client’s IT division. The Wand platform contains numerous dashboards and reports out-of-the box. Users can create customized reports using any data. Reports can be scheduled and shared. Wand provides industry-specific benchmarks for key data including rates by role by location, time-to-fill, length of service, and many other metrics. Mobile PRO’s Wand Mobile’s 100% native apps have an extensive list of features with hundreds of screens. Swiping, tapping, typing, and speaking are all utilized. Hiring managers can view their entire workforce from their phone and easily see all their action items from the home screen. With a swipe or tap

PRO Unlimited Joins Cloud Security Alliance

February 17, 2017
PRO just announced that we have joined the Cloud Security Alliance (CSA), the world’s premier organization dedicated to defining and raising awareness of best practices to help ensure a secure cloud computing environment. For over 26 years, we have been recognized as the leading innovator delivering purely vendor-neutral Vendor Management Software (VMS) and Managed Services Programs (MSP) helping  companies safely source, manage and track contingent workers/indirect services providers (SOW engagements) in over 80 countries. Having delivered the industry’s first omni channel secure cloud based Wand VMS with fully native mobile apps for iPhone, Android, Tablets and the Apple Watch, PRO is aligned with CSA members who are committed to assuring the protection of critical client data. Ted Sergott, PRO’s EVP of Product Development, said, “There is natural synergy since a number of CSA members are also current PRO clients who deploy the Wand VMS and are already familiar with the high standards we place on security.” Lastly, Jim Reavis CEO of Cloud Security Alliance stated, “We welcome PRO Unlimited as our first cloud based VMS provider and are looking forward to the unique perspectives they will bring as it relates to managing a secure global contingent workforce.” 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.  

Innovations in Vendor Management Systems: Part 3

February 14, 2017
For those of you who have been reading our series on “Innovations in Vendor Management Systems (VMS)” Part 3 is here! This week, we are taking a look at how the Sourcing Industry Group (SIG) evaluated PRO’s Wand, VMS User Experience and Integration capabilities. We only have two posts left in this series – be sure to check back soon! Missed Part 1 or Part 2? No worries, you can easily catch up by a simple click of the mouse. Two Areas of a VMS that Matter User Experience For PRO, the overall User Experience combined with robust, useful functionality ultimately drives user engagement and adoption. Extensive user research determined that the functionality most often used by managers is request creation, candidate review, and time/expense approval. This user research is then combined with the Design team’s core principles of Usability, Mobility, Analytics, and Consumerism. The Wand UI is very intuitive and action driven. It tells the manager what to do next. It is also contextual where actions are identified only if appropriate. The award-winning Mobile apps allow managers and workers to engage with the VMS anytime, anywhere which drives acceptance in a program. Extensive intuitive dashboards include all aspects of candidates, existing workforce, rates, dates, spend, compliance, and status. Two separate platforms are available. The core Wand platform has Operational and Transactional real-time data. The Wand Discovery BI platform is designed for executives, client sponsors, or their delegates to manage their program on any KPI or Metric desired. Customized dashboards contain all global data. Within three clicks, a user can drill down to the transaction level. For example, the Global Spend Dashboard contains the overall global spend displayed in any KPI or Metric. Three clicks later, a user can see an individual contractor’s rate, supplier, and length of service. To support candidate management, the Wand platform utilizes an advanced Parsing Engine to deconstruct all job descriptions and resumes. The engine creates a Candidate Profile in Wand. For supplier candidates, the supplier can edit the profile if necessary. For the YS (Your Source) Talent Network, the candidates themselves can edit their profile. When a manager is looking for candidates, the advanced Wand Search & Match technology uses sophisticated algorithms to determine the best match. The Manager sees a dashboard containing the highest percent matches at the top. New market data is provided real-time in the Wand platform as it becomes available. Client Sponsors can use this information to modify the configurable controls they have in place about maximum rate per role (e.g., warning, error, or routing for approval with justification). Wand tracks and measures all historical rate behavior and provides predictive analytics on the future of the market. Many clients also import employee data in Wand Discovery and perform global Total Talent Management on where and what percent of their human capital will be contingent. Wand provides extensive alerts, notifications and messages to its users to optimize their time in the system. The most beneficial notifications are on mobile devices for the iPhone, Android

Innovations in Vendor Management Systems: Part 2

February 2, 2017
As promised, here is part two of the Innovations in Vendor Management Systems (VMS) Technology Report. As noted in our previous blog post (Part 1), Sourcing Industry Group’s (SIG) analysts evaluated PRO Unlimited’s VMS, Wand in their industry landscape report. In this week’s post, we will look at how PRO stacked up in the areas of Consumerization, Configuration, Decision Guides for Worker Classifications, and International Support. Here is SIG’s assessment of PRO’s VMS, Wand. Check back for the third post next week! Vendor Management System Advancements Consumerization of User Experience A systems adoption is the single most important indicator of its success. If people use it, depend on in and don’t try to work around it, the system will be considered a success. If you look at VMS today, it’s the user experience that drives adoption. There are some creative innovations in this area and most originate from other popular consumer software. PRO focused on the top 3 actions; creating requests, reviewing candidates, and approving time & expenses PRO considers their UI as an “Amazon-like” experience, requiring fewer clicks and offering quick ways to jump to other transactions Flexible Configuration of all Fields Earlier versions of the VMS had some difficult limitations in configuration. It seemed like every customer had a different requirement for nomenclature, branding, definitions and business rules. Almost every implementation required lengthy customizations and even then, each department or manager felt their specific needs were not being met. Today’s VMS has made it easy to configure virtually every field of data. When PRO makes enhancements, they evaluate how the functionality can be leveraged as a standard configuration for all clients to use. One customer asked them to design an applicant portal for source their own temps. Once it was completed they offered it to all customers and it’s used by the general public. Decision Guides for Accurate Worker Classifications This innovation is not any less important especially as it relates to the huge exposure to legal risk that a misclassified worker can present. When a manager is preparing to hire a worker it isn’t always obvious what type of worker they may need; FTE, Temp, Independent Contractor, Consultant on an SOW or a freelancer. The PRO platform has embedded business intelligence, so when a user clicks on the “Help me Decide” button depending on the answers to key questions the tool will recommend the best engagement model. International PRO Unlimited receives requests for foreign language translations to support clients’ specific business needs. These requests are handled through a monthly release process for quick and efficient delivery of applicable Wand user interface, report header, and email notifications. All translations are coordinated with a third-party vendor that is responsible for completing translation requests and validating all are done in proper, accurate context. PRO’s Product Development QA resources then validate that all translations appear properly within Wand and conform to prescribed aesthetics. For currency requirements, a conversion multiplier is used with bill rates and displayed throughout the sourcing process, approval routing and reports.

Making an Informed Decision about Contingent Workforce Management Advice

January 31, 2017
PRO Unlimited’s COO and EVP Allie Ben-Shlomo was recently asked by Buyers Meeting Point, a destination for procurement professionals, to share her expertise on the key questions companies need to ask when seeking contingent workforce management advice. Contingent Workforce Management Insights Allie begins by noting that non-employee talent is receiving more attention by senior management as contractors, freelancers, and consultants play a pivotal role in meeting an organization’s objectives . However, we often hear that there is a challenge when executives make an attempt to line up their current contingent workforce management programs with their vision; many find out they cannot answer some of the the most fundamental questions about how effective there current programs/processes really are. When this becomes clear, stakeholders will reach out to contingent workforce management third-parties for guidance. Contingent labor management is specialized as it includes interdisciplinary areas of expertise such as Vendor Management, Talent Acquisition, Human Resources Operations, Employment Law, and Employment Tax. More than ever, the contingent workforce programs are taking a strategic view from executives and comprise a larger portion of an organizations total workforce. About 40% of the U.S. workforce is comprised of contingent workers. This percentage of the workforce is forecasted to expand in the short-term. In fact, 42% of U.S. executives expect to use more contingent workers in the next three to five years.  As result, executives are asking more strategic questions about these types of programs such as: Are there any additional cost-savings opportunities to be realized? Are we losing out on top talent by not adapting to shifts in the market and/or industry? How does our contingent workforce program minimize risk? Does our contingent workforce management strategy and vision reflect our company’s goals and objectives? Click here to read more as Allie touches upon the following areas that professionals need take into consideration as they properly vet a contingent workforce management provider. Assessing Qualifications of a Potential Advisor Specialized Experience Is Paramount Beware of Quick Fixes Thinking Ahead 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, 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.

Innovations in Vendor Management Systems: Part 1

January 25, 2017
Sourcing Industry Group’s (SIG) President and CEO Dawn Tiura says, “Sourcing professionals are finding themselves in the midst of a technology firestorm. Almost every function in a typical business process is being automated and apps are being developed to improve virtually everything we do. Sourcing organizations’ clients want new and exciting technology to help make their lives better too, but by the time sourcing has done their due diligence and is ready to buy, newer, faster and more attractive solutions appear.” Dawn continues, “What happens when a proven system meets new technology? Innovation. In the area of services procurement, one such example is the Vendor Management System (VMS), which makes the acquisition of non-employee talent and professional services manageable. Recently, many SIG members have asked for help to make sense of this category. SIG responded with a new and unique report: Innovations in VMS Technology.” In that report, SIG’s analysts evaluate PRO Unlimited’s VMS, Wand. They take a deep dive into how PRO has integrated mobile technology and Artificial Intelligence into mature systems to make them more powerful. SIG’s research also shows how providers like PRO are using a massive amount of data to drive actionable initiatives through analytics. Ultimately, the study shows how PRO has been innovating its VMS and how we are enabling our clients to meet their goals with proven technology. Here is what SIG’s analysts say about PRO’s VMS. This is only Part 1, so stay tuned for more over the next two weeks! The Benefits of PRO’s Vendor Management System, Wand Predictive Analytics, Machine Learning and Artificial Intelligence PRO has a unique business intelligence platform that is designed for executives, client sponsors, or their delegates to manage their program on any KPI or Metric desired. Customized dashboards contain all global data. Within 3 clicks, the user can drill down to the transaction level. Machine learning in PRO’s system, tracks and measures all past rate behavior and provides predictive analytics on the future of the market. Their clients also import FTE data into their tool, so managers can make Global Workforce decisions. There is no end to where this innovation can take the industry. As the data volume increases and the fields of data capture increases, workforce planning that was limited to only the most sophisticated HRIS tools will now become standard capabilities of a contingent workforce manager. Mobile Device Platforms and Apps that Drive Them Like any technology, the easier it is to access and operate, the more it will be used. PRO has invested heavily in Mobile platforms so their systems can be used on-the-go and without the need to be at a workstation. PRO had their 100% native Mobile app deployed in April, 2014 and has received the highest rated app in the industry winning 4 awards including the Gartner Cool Vendor award. Open APIs and Communications between other Client or Supplier Systems In order for a VMS like PRO to be accepted as the “System of Record” for all transactions, it must

How to Self-Source Contract Talent in Three Steps

January 20, 2017
In a Huffington Post article titled, “Making the Case for Private Contract Talent Networks,” Brad Martin, Senior Director of Product Marketing, PRO Unlimited shares the three steps organizations need to take when self-sourcing. Creating Your Private Contract Talent Network Partner with a proven Vendor Management System (VMS) provider that has the capability to create, manage, and source from the organization’s talent pool Populate the network with people who have worked at the company; they are familiar, proven individuals and are pre-vetted Provide an easy way for managers to access and source from their organization’s talent network When a private talent network is implemented and managed correctly, it can serve as one of the main levers for reducing costs in a organization’s contingent workforce management program. Read the full article to learn how to set up your own private contract talent network. If you or a member of your team would benefit from a further discussion on how PRO is helping companies self-source, please contact a PRO representative at 800.291.1099 or email at info@prounlimited.com.

Is Now the Time to Partner with a MSP/VMS Provider?

January 10, 2017
Mainstream news stories confirm that 2017 promises to be impacted by regulatory requirements with the looming repeal of the Affordable Care Act (ACA), economic uncertainty and continued innovation; specifically affecting the contingent workforce. Companies that rely on contingent/temporary/freelance workers should consider whether timing is right to partner with services/software providers who can help address the changing contingent workforce management landscape. ACA: No matter what it is called, Congress may immediately repeal ACA. No one can be sure what this means to employers, but a repeal will introduce cost/compliance issues. POV: Partner with a provider that has an in-depth understanding of both the ACA, as well as worker classification guidelines including the Fair Labor and Standards Act (FLSA) and the IRS’ Categories of Evidence. Statement of Work (SOW) Management: 2017 is likely to bring continued expansion of the use of SOW project-based labor, increasing the size of a blended workforce (FTEs, temps, contractors, project-based consultants, etc. POV: Explore solutions and partners that enable companies to gain complete control and hit key SOW project milestones while remaining in-budget. Private Talent Networks: Forward-looking companies are tapping into their employees’ networks to directly source professional contingent (temporary) talent. POV: Taking this approach will significantly reducing costs while maintaining high quality from contract workers who are pre-vetted or already known to the organization. 1099 IC Compliance: Every year brings new bills proposals, threats of increased audits and countless white papers from legal experts urging 1099 compliance. 2017 will likely be another year of great change. POV: Collaborate with a provider that demonstrates deep expertise and robust tenure helping companies build and manage 1099 compliance programs (history matters with the IRS). Omni-channel Platform: Organizations are optimizing their operations through cloud technology; specifically creating an omni-channel experience to untether managers and workers from their desks. POV: Leverage a Vendor Management System (VMS) with a comprehensive mobile platform; specifically a technology solution that can be executed from a smart phone, tablet, or wearable to increase productivity and flexibility. Staffing Supplier Management: Effective supplier management produces cost-savings and significant competitive advantage in the war for top-tier talent. Common challenges include measuring performance and optimization of the supplier pool using deep data analytics. POV: Learn how a purely vendor-neutral, integrated Managed Services Program (MSP) and VMS provider can deliver all of the above, at no additional cost using a supplier funded model. There are a number of contingent workforce services and technology solutions that can help your company confront these regulatory and changing environments to provide you with a competitive advantage. If you or a member of your team would benefit from 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

Making the Case for Self-Sourced Talent Pools

January 9, 2017
Buyers Meeting Point, a go-to destination for procurement professionals, asked PRO’s Senior Director of Product Marketing, to share best practices on how to build a private talent network. The concept of self-sourcing is not particularly new to the contingent workforce management space. However, companies have begun to embrace organizing self-sourced contingent resources into talent networks, automating workflows to identify and procure the talent, and leveraging software that optimizes this workflow. The primary drivers for this include the opportunity associated with significantly reducing the margins imposed when sourcing through staffing companies; increasing the quality of the talent being hired and; dramatically reducing the time required to identify talent for new requisitions. Keys Steps in Building a Private Talent Network More forward-looking companies have begun to create and leverage self-sourced talent networks. The first step in the process is partnering with a VMS provider that possesses the functionality required to easily create, manage, and source from the company’s talent pool. It is also important that the talent pool remain private, so an organization’s best self-sourced talent is not hired by their competition as can be the case in a shared talent pool. Populating the talent network is the second step towards generating savings, and there are several paths that can be leveraged to attract workers. More often than not, managers will invite proven individuals that they have worked with in the past. This means that the workers joining an organization’s private talent network are known, or ‘pre-vetted’. Read the rest of the article for the remaining the steps to take in building in your own private talent network. If you or a member of your team would benefit from a further discussion on how PRO is helping companies self-source, 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.

Harness the Power of Contingent Workforce Management Data

January 4, 2017
PRO Unlimited’s VP of Strategy, Analytics and Metrics Dustin Burgess was recently asked by CXOUSA magazine to share his thoughts on the importance of harnessing the power of contingent workforce management data in the battle for talent. Dustin begins by saying that while companies may have access to more data than ever before, their ability to extract meaningful business insights is not keeping pace with the availability of the data. According to a 2016 survey of more than 2,000 managers conducted by MIT Sloan Management Review and SAS Institute, the competitive advantage with analytics is waning. The percentage of companies that report obtaining a competitive advantage with analytics has declined from 68% in 2012 to 52% in 2015. HR executives are feeling this pain in very acute ways, as the war for talent has made successful talent acquisition strategies a business-critical component. Achieving a competitive advantage through actionable insights into data has become the “holy grail” for these talent-starved enterprises. It is more important than ever for these managers to access the kind of talent that will allow them to drive value from the data, in the form of new solutions and actionable plans. The Importance of Contingent Workforce Management Data: A Look at Three Case Studies Within the world of Human Resources and Talent Acquisition, one of the most data-rich landscapes is that of the contingent workforce. Companies are employing contingent labor across the globe, in a variety of different work arrangements. A savvy HR executive will want to harness this information to help them make key decisions about where, when, who, and how to employ their workers. Ground-breaking innovations in contingent workforce management continue to shape the industry, and mastering the ability to stay abreast of, or even ahead of peers in this space can mean the difference between success and failure. Check out how three organizations gained a competitive advantage by tapping analytics. 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 and data analytics 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.