Organizations globally have had to overcome unprecedented challenges to sustain business activity in the last two years. Before 2020, rapid technological advances, changing workforce demographics, and evolving customer expectations were already shaping work and the modern workplace, and COVID-19 accelerated this momentum. This push created an increasing need for organizations to relook at their workforce and the mechanics of work and the workplace afresh. Everest Group and Talent Solutions collaborated to undertake the Future of Work research and present the findings over a series of three viewpoints. Our research leverages existing intellectual property and data from a survey of 200 senior HR leaders across geographies, industries, and organization sizes. In particular, we examine the three key questions confronting the workforce and workplace mechanics: Where will the work be done? Who will do the work? How will the work be done? Scope All industries and geographies Contents In this report, we explore: Disruptions in work and the workplace Workforce design principles for the future of work How to create a skilled workforce for your organization How to digitally augment the workforce at your organization Membership(s) Contingent Workforce Management Services Recruitment Sourcing and Vendor Management

Recruitment Process Outsourcing (RPO) – Service Provider Compendium 2022 features accurate, comprehensive, and fact-based snapshots of 30 RPO service providers. It offers detailed profiles of each RPO service provider, with a comprehensive picture of the services suite, scale of operations, recent developments and investments, technology solutions, and delivery locations. Additionally, each profile specifies the service provider’s position on the Everest Group PEAK Matrix® and offers an insightful analysis of its capabilities. The report also provides insights into the global RPO service provider landscape. Scope Industry: recruitment process outsourcing Geography: global Contents Each profile captures the following RPO-specific details: RPO services suite and scale of operations: key leaders, services suite, FTEs, and recent developments RPO client portfolio: major clients and recently announced contracts, as well as RPO hires split by geography, industry, and buyer size Global RPO delivery locations: details of key delivery locations worldwide Detailed assessment of RPO capabilities: market success, delivery capability assessment, and each service provider’s strengths and limitations Membership(s) Recruitment Sourcing and Vendor Management

After experiencing a severe contraction in 2020, providers saw a sharp jump in Recruitment Process Outsourcing (RPO) demand in 2021 in the wake of the Great Resignation. As enterprises struggled to hire talent, providers stepped in with their expertise to augment talent acquisition activities for clients of all sizes and across industries. This report examines the dynamics of the global and EMEA RPO service provider landscape and the impact that providers created in 2021. The study will assist key stakeholders – providers, buyers, and technology providers – in understanding the current state of the RPO service provider market. Scope Third-party RPO deals, excluding shared services or Global Business Services (GBS) Over 4,100 multi-process RPO deals active as of 2021, with a minimum of two recruitment processes Coverage across 37 RPO service providers Contents The report analyzes the performance of 37 RPO service providers and: Describes the RPO service provider landscape Examines the RPO PEAK Matrix® 2022 – global and EMEA Classification of the providers into Leaders, Major Contenders, and Aspirants on Everest Group’s proprietary PEAK Matrix® framework Based on the YoY movement of providers on the PEAK Matrix, names eight providers as the 2022 Star Performers Features Everest Group analysis of the providers Providers’ overall RPO capability is assessed by evaluating them along seven dimensions – market adoption, portfolio mix, value delivered, scope of services offered, innovation & investments, delivery footprint, and vision & strategy Membership(s) Recruitment Sourcing and Vendor Management

Organizations worldwide have had to overcome unprecedented challenges to sustain business activity in the last 22 months. The COVID-19 pandemic’s onset in 2020 was followed by an almost complete collapse of supply chains, businesses, industries, and healthcare systems. In contrast, 2021 was marked by the optimism accompanying the widespread availability of vaccines and the reopening of major economies, but subsequent waves of infection continued to pose a challenge. Amid these disruptions, organizations have renewed their focus on creating an agile and diverse workforce that is ready for the future of work. Everest Group’s Future of Work research presents our insights over a series of three viewpoints. Our research leverages existing intellectual property and data from a survey of 200 senior HR leaders across geographies, industries, and organization sizes. In particular, we examine the three key questions confronting the workforce and workplace mechanics: Where will the work be done? Who will do the work? How will the work be done? This study, the second in the series, answers the question Who will do the work? As organizations increasingly look at ways to create a highly diverse and agile workforce augmented by next-generation employment models, HR leaders will need to be at the forefront of such transformation efforts. This research provides practical advice to HR leaders and organizations on how to navigate the next normal for their organizations. Scope Domain: Contingent Workforce Management (CWM), recruitment, HR All industries and geographies Contents In this report, we examine: Workforce design principles for the future of work Creating a diverse workforce and improving Diversity, Equity, and Inclusion (DE&I) in the workplace Creating an agile workforce by leveraging contingent workers Membership (s) Contingent Workforce Management Services Human Resources Recruitment Sourcing and Vendor Management

The outplacement and career transition services industry has experienced strong growth over the last decade, with demand accelerating during 2020 because of the volatile employment situation across industries. In an effort to preserve employer brand, enterprises have shifted focus to provide employees with the necessary support they require as they undergo any transition due to employment uncertainty. Career transition support is also a great way to ensure that employees receive the right kind of professional and personal support during the transition period. This report examines the market dynamics of the global outplacement and career transitions industry in 2020 and maps 16 service providers on Everest Group’s Outplacement and Career Transition Services PEAK Matrix® evaluation. We recognize these providers as Leaders, Major Contenders, and Aspirants in the field based on their offerings and capabilities. The report will assist buyers in choosing the right-fit service provider to address their needs, while service providers will be able to benchmark themselves against their competitors. Scope Global Contents The report analyzes the performance of 16 outplacement and career transition service providers and includes: The outplacement and career transition service provider landscape The Outplacement and Career Transition PEAK Matrix® assessment for 2021 Everest Group’s critical analysis of the service providers Overall service provider outplacement and career transition capabilities assessed by evaluating the providers on seven dimensions: market adoption, portfolio mix, value delivered, scope of services offered, innovation & investments, delivery footprint, and vision & strategy Membership(s) Human Resources Sourcing and Vendor Management

The COVID-19 pandemic affected multiple industries, including talent acquisition. While the Recruitment Process Outsourcing (RPO) market was among the fastest-growing outsourcing markets globally, posting double-digit growth over the past several years, it experienced 13% contraction in 2020 due to a substantial fall in enterprises’ talent demand during the pandemic. A sharp recovery is expected in 2021, as deal activity accelerates with economic recovery. In fact, the RPO industry is expected to evolve into RPO 4.0 – expected to be a more dynamic, reliable, and significantly more agile version, which will drive and shape next-generation talent needs. An Integrated Talent Acquisition Platform with an ecosystem of tools and solutions covering the entire spectrum of talent acquisition processes will enable the RPO 4.0 evolution, and service providers are accelerating their digitalization and automation initiatives in this direction. This research provides comprehensive coverage of the 2020 RPO market and analyzes it across aspects such as post COVID-19 recovery, regional overview, adoption trends, value-added services and capabilities, digital trends in permanent recruitment, and next-generation RPO trends. Scope This report analyzes and draws insights from active RPO deals in 2020 – across various geographies, industries, and job families – which meet the following criteria: The deal should include a minimum of four or more recruitment processes The deal should be active in 2020 The deal scope should not be limited to temporary hires The deal should involve service providers that offer RPO as a stand-alone outsourcing service Industry: Recruitment Process Outsourcing (RPO) Geography: global Contents: This report studies: Evolution of RPO market Changing RPO adoption characteristics Future of RPO market Membership(s) Recruitment Sourcing and Vendor Management

Organizations globally have had to overcome unprecedented challenges to sustain business activity in the last 18 months. Before 2020, rapid technological advances, changing workforce demographics, and evolving customer expectations were already shaping work and the modern workplace, and COVID-19 accelerated this momentum. This push created an increasing need for organizations to relook at their workforce and the mechanics of work and the workplace afresh. Everest Group and Talent Solutions have collaborated to undertake the Future of Work research and will present the findings over a series of three viewpoints. Our research leverages existing intellectual property and data from a survey of 200 senior HR leaders across geographies, industries, and organization sizes. In particular, we examine the three key questions confronting the workforce and workplace mechanics: Where will the work be done? Who will do the work? How will the work be done? This paper, the first in the series, answers the question, “Where will work be done?” As organizations increasingly look at ways to support and grow their businesses in an environment characterized by extreme uncertainty, HR leaders will need to be at the forefront of such work management efforts. This research provides practical advice to HR leaders and organizations on how to navigate the next normal for their organizations. Scope: Recruitment Process Outsourcing (RPO) Industry: all Geography: global Contents In this report, we explore: Disruptions in work and the workplace Workforce design principles for the future of work How to implement a hybrid working model in your organization How to deploy a global talent acquisition strategy at your organization Membership (s) Recruitment Sourcing and Vendor Management

North America continues to be not only the largest Recruitment Process Outsourcing (RPO) market globally, but also one of the most mature and intensely competitive RPO markets, with significant presence across all major global and regional service providers. Service providers in North America are constantly differentiating themselves by upgrading technological capabilities, expanding value-added and consulting offerings, providing a customized value proposition to buyers of all sizes, and catering to clients from upcoming industries. In this research, we analyze the RPO service provider landscape across various dimensions and examine the capabilities and offerings of 31 RPO service providers in particular. These service providers are positioned on the Everest Group PEAK Matrix® and categorized as Leaders, Major Contenders, Aspirants, and Star Performers based on their performance. Scope Third-party RPO deals, excluding shared services or Global Business Services (GBS) Over 3,400 multi-process RPO deals signed as of 2020, with a minimum of 4 recruitment processes and a minimum contract duration of one year Coverage across 31 RPO service providers Contents The report analyzes the performance of 31 RPO service providers and includes: RPO service provider landscape RPO PEAK Matrix and Star Performers for 2021 Classification of the service providers into Leaders, Major Contenders, and Aspirants on Everest Group’s proprietary PEAK Matrix framework Based on the YoY movement of different service providers on the PEAK Matrix, five service providers have been named as the 2021 RPO in North America Market Star Performers Everest Group analysis of service providers Overall RPO capability of service providers assessed on seven dimensions: market adoption, portfolio mix, value delivered, scope of services offered, innovation & investments, delivery footprint, and vision & strategy Membership(s) Recruitment Process (RPO)Sourcing and Vendor Management

The global Contingent Workforce Management (CWM) market is experiencing rapid transformation, as buyers demand increasing services from service providers. In addition to employing traditional temporary labor, buyers are relying on third-party providers to manage additional labor categories, including services procurement / Statement of Work (SoW), Independent Contractors (ICs), and permanent labor. Temporary labor still constitutes a major proportion of spend managed by Managed Service Providers (MSPs), though services procurement has also garnered a significant share over the past few years, with its share in the total spend managed by MSPs increasing steadily. In response to these evolving requirements, service providers are making significant investments across areas including services procurement management, IC management, analytics, and consulting capabilities. Scope Over 1,600 CWM/MSP and services procurement deals Coverage across 25 CWM/MSP– service providers: AgileOne, AMN Healthcare, AMS, Allegis Global Solutions, Broadleaf Results, Cross Country Healthcare, Geometric Results, Inc., Guidant Global, Hays Talent Solutions, HCMWorks, KellyOCG, Monument Consulting, Morson Talent, nextSource, Pontoon Solutions, PRO Unlimited, Randstad Sourceright, Resource Solutions, RGF Staffing, Sevenstep, Talent Solutions TAPFIN (Manpower Group), Volt Consulting Group, Workforce Logiq, Workspend, and Yoh/DZConneX Coverage across 19 services procurement service providers: AgileOne, AMS, Allegis Global Solutions, Geometric Results, Inc., Guidant Global, Hays Talent Solutions, HCMWorks, KellyOCG, Morson Talent, nextSource, Pontoon Solutions, PRO Unlimited, Randstad Sourceright, Resource Solutions, Talent Solutions TAPFIN (Manpower Group), Volt Consulting Group, Workforce Logiq, Workspend, and Yoh/DZConneX Industry: Contingent Workforce Management(CWM) Geography: global Membership(s) Contingent Workforce Management Sourcing and Vendor Management

Recruitment Process Outsourcing (RPO) – Service Provider Profile Compendium 2021 captures accurate, comprehensive, and fact-based snapshots of 24 RPO service providers. It offers a detailed profile of each RPO service provider, with a comprehensive picture of their service suite, scale of operations, recent developments and investments, technology solutions, and delivery locations. The report also provides insights into the global RPO service provider landscape. In addition, each profile specifies the position of the service provider on the Everest Group PEAK Matrix® and offers an insightful analysis of its capabilities. The compendium’s coverage includes the following 24 RPO service providers: ADP RPO, Allegis Global Solutions, AMN Healthcare, AMS, Broadleaf Results, Cielo, Engage2Excel, FlexAbility, Hays Talent Solutions, IBM TAO, KellyOCG, Korn Ferry RPO, LevelUP HCS, Morson Talent, Orion Talent RPO Solutions, PeopleScout, Pierpoint International, Pontoon Solutions, Randstad Sourceright, Resource Solutions, Sevenstep, Talent Solutions RPO (ManpowerGroup), WilsonHCG, and Yoh/DZConneX Scope Industry: recruitment process outsourcing Geography: global Contents Each profile captures the following RPO-specific details: RPO service suite and scale of operations: key leaders, service suite, FTEs, and recent developments RPO client portfolio: major clients and recently-announced contracts, as well as RPO hires split by geography, industry, and buyer size Global RPO delivery locations: details of key delivery locations across the world Detailed assessment of RPO capabilities: market success, delivery capability assessment, and remarks on each service provider’s strengths and areas of improvement Membership(s) Recruitment Sourcing and Vendor Management