• 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.

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.