• 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 contract 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.

PRO is the World’s Second Largest Managed Service Provider

June 21, 2016
According to the 2016 Managed Service Provider (MSP) Market Developments Report published by Staffing Industry Analysts (SIA), PRO Unlimited is the world’s second largest MSP. The report demonstrates our extensive global reach with services in 87 countries, 49 with full billing, and support of 26 languages. “PRO’s continued position as a global leader among contingent workforce management solution providers is due to our strong client relationships and our innovative solutions. It also validates that our purely vendor-neutral model continues to resonate with clients and suppliers worldwide,” said Andrew Schultz, Co-founder and CEO, PRO Unlimited. “I am extremely proud of where PRO is today. We constantly hear from our clients and suppliers that we are exceeding their expectations and that’s the ultimate goal.” Since 1991, many of the world’s leading fortune 1000 companies have relied upon our purely vendor-neutral and fully integrated MSP and Vendor Management System (VMS) offering.  Our model has truly altered the contingent workforce management paradigm by untethering organizations from a traditional unmanaged staffing approach. Companies have achieved success though our integrated and purely vendor-neutral model in the following ways: Deliver the best talent at the most market-competitive rates Require suppliers to compete for each requisition on a level-playing field Provide greater program efficiencies, better cost-controls, and a more clearly defined risk mitigation strategies Read more about purely vendor-neutral and integrated VMS and MSP model. PRO has also achieved continuous growth year-over-year and 100% client retention and satisfaction. We continue to expand in the areas of innovation and global operations. 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 solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.

Contingent Workforce Management Best Practices

June 20, 2016
PRO shares its insights and perspectives on contingent workforce management with Sourcing Industry Group’s (SIG) readership. Additionally, executives from Novartis, a global healthcare company, as well as suppliers including The Fountain Group weigh in on what contingent workforce model has been the most effective in sourcing, managing, and tracking their workers. More often than not, organizations will utilize traditional methods of acquiring talent through greater usage of staffing firms. However, many HR and Procurement executives are recognizing a major paradigm shift that is underway. Traditionally, companies would use one staffing firm to manage the contingent workforce. Organizations would tap one firm to source and manage their contingent labor program. That naturally led for the MSP to favor their own staffing services, resulting in missed opportunities to source the best talent. In some cases, using a staffing firm as an MSP meant a lack of enterprise visibility, as well as higher costs. More sophisticated MSPs are involved with total workforce planning and demand management. A new best practice has emerged: A purely vendor-neutral and integrated MSP and VMS model. A pure vendor-neutrality exists only when the MSP and VMS provider have no staffing capability whatsoever; they possess no financial affiliation with a staffing provider. That results in the best talent being provided at the most market-competitive rates. It requires suppliers to compete for each requisition on a level-playing field, which drives the maximum value for an organization. The results achieved within these programs that adopt this model are often compelling. There is strong evidence that an integrated and purely vendor-neutral MSP/VMS model produces a more successful contingent labor program. Read the full article here. 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 solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.

Shining a Light on PRO’s Global Supplier Award Recipients

June 14, 2016
Today, we announced our annual Global Supplier Award winners. The recipients are recognized consistently for delivering the highest standard of excellence in the contingent workforce management space.  Additionally, they meet the talent and project requirements of our global, Fortune 1000 customers. The awards are separated into three categories: Platinum, Gold, and Silver in addition to special recognition for extraordinary customer service. Recipients are chosen based on customer service rankings, which are determined by a proprietary 30-point supplier scorecard system. In a highly competitive market, these suppliers delivered extraordinary customer service and demonstrated innovation in talent acquisition: Platinum: The Planet Group of Companies, supporting PRO clients as (Planet Pharma) Gold: The Fountain Group, TalentBurst, and On Assignment Silver: Ascent and Advanced Clinical Special Recognition for Service: NORAMTEC and Real Staffing Read more about the award winners and full announcement here 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 solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.

Important Changes to the FLSA Regulations Concerning Overtime Exemptions

June 13, 2016
The U.S. Department of Labor (DOL) recently announced changes to the rules regarding the various exemptions from overtime under the Fair Labor Standards Act. Among other things, there is a significant increase in the minimum compensation that must be paid to workers to ensure that they qualify as exempt.  The changes will be effective December 1, 2016. While the regulations have not yet been published in final form in the Federal Register (the last step necessary for the regulations to be officially adopted), in various communications the DOL has clearly laid out the changes.  They include the following: White Collar Exemptions: The general criteria for an employee to qualify for the “white collar exemptions” (e., the executive, administrative and professional- exemptions) have not changed.  In order to be exempt from overtime, the employee must: Primarily perform exempt executive, administrative or professional duties as those are described in the regulations (the “duties test”); and Be paid a salary. This means the employee must be paid a predetermined and fixed salary that is not subject to reduction because of variations in the quality or quantity of work performed (the “salary basis test”); and Be paid at least more than the equivalent of a specified minimum weekly salary. The most important change made by the new regulations is that the amount of the minimum weekly salary has been increased from $455 per week (the equivalent of $23,660 per year) to $913 per week (or $47,476 per year).  This increase sets the minimum weekly salary to the equivalent of the 40th percentile of earnings of full-time workers in the lowest-wage Census Region.  The new rules also provide that the amount of the minimum weekly salary will be re-calculated and re-set every three years, whereas in the past this was only done occasionally (e.g., the previous adjustment to the minimum weekly salary was in 2003). Highly-Compensated Employee Exemption: Highly compensated employees (“HCE’s”) are also exempt from overtime under the FLSA.  In order to be an exempt HCE: The employee’s primary duty includes performing office or non-manual work; and The employee must customarily and regularly perform at least one of the exempt duties or responsibilities of an exempt executive, administrative, or professional employee; and The employee’s total annual compensation must meet or exceed a specific minimum amount, which must include the same minimum weekly salary to be paid under the white collar exemptions. Previously the minimum annual compensation for an HCE was $100,000, and the minimum weekly salary $455.  Under the new regulations the minimum annual compensation has been increased to $134,004, and the minimum weekly salary increased to $913.  As before, the balance above the minimum weekly salary that need to be paid in order to meet the minimum annual compensation can be paid using other forms of compensation, such as bonuses and commissions. New: Nondiscretionary Bonuses and Incentive Pay for EAP Exemptions: For the first time, nondiscretionary bonuses and incentive payments (including commissions) to satisfy a certain percentage of the minimum salary requirements for