The global MSP market is undergoing a transformation due to evolving business requirements of buyers as well as emergence of new categories such as SOW and IC. As a result, service providers are reshaping their value proposition as well as bringing in innovative solutions, such as gainsharing/painsharing, to cater to the market demand. The service provider landscape of MSP is also undergoing a transition, with increasing number of non-staffing legacy players joining the fray. Technology is becoming increasingly important with the integration of various add-on tools, FMS/SOW capabilities gaining increasing importance. In this research, we analyze the global MSP market across the following dimensions Global MSP market and service provider landscape overview MSP PEAK Matrix 2017 Everest Group assessment of MSP service providers Some of the findings of this report are: Everest Group classified 17 MSP service providers on the Everest Group PEAK Matrix into three categories of Leaders, Major Contenders, and Aspirants. The 2017 MSP PEAK Matrix positioning is as follows Leaders: Allegis Global Solutions, KellyOCG, ManpowerGroup Solutions TAPFIN, Pontoon, and Randstad Sourceright Major Contenders: AgileOne, AMN Healthcare, Broadleaf Results, Geometric Results, Hays Talent Solutions, Impellam Group, PRO Unlimited, and ZeroChaos Aspirants: Capita Resourcing, HCMWorks, nextSource, and Yoh Based on YOY movement of different service providers on the PEAK Matrix, Everest Group identified five service providers as the “2017 MSP Market Star Performers” – Allegis Global Solutions, Geometric Results, Hays Talent Solutions, Pontoon, and Randstad Sourceright Everest Group has a complimentary four-page PEAK Matrix preview document for this service provider landscape report. Membership(s) Managed Service Provider (MSP)

The global Talent Acquisition (TA) industry is undergoing a tremendous change, driven by an influx of tools and technologies built on the emerging digital technology landscape. “Reimagining Talent Acquisition in a Digital-First Era” is the second of a three-part series of reports outlining Everest Group’s take on the impact of emerging digital technologies in the TA space. This paper is essentially a deep dive into the digitalization potential of various TA processes leveraging the next-generation technology levers. The following information is analyzed and captured in the report: Next-generation technologies that can digitalize TA processes: The paper focused on the impact of next-generation technologies such as Robotic Process Automation (RPA), Artificial Intelligence (AI), and advanced analytics, either as stand-alone or in a combination, to digitalize each of the 19 TA processes defined Extent of digitalization of TA processes: The digitalization potential of TA processes was evaluated to estimate the extent of digitalization possible within all the tasks defined under each of these processes. Existing theoretical / recently-implemented technology use cases for digitalizing various TA tasks, as well as possible themes and uses cases that can emerge in the future, have been highlighted where relevant Quantum of benefits generated by these technologies: For each process, the quantum of benefits provided by these technologies in terms of efficiency, experience (both candidate and recruiter), and insights (or net new gains) were evaluated Membership(s) Managed Service Provider (MSP) Recruitment Process (RPO)

The global RPO market continued its strong growth trajectory in 2017 as markets across the globe witnessed positive sentiment towards RPO. The year 2017 saw a few mega-sized deals being signed combined with significant activity in the mid- and small-market space. As the market becomes more competitive, service providers are investing heavily in strengthening their capabilities in different geographies, industries, and recruitment technology. In this research, we analyze the RPO service provider landscape across various dimensions: RPO service provider landscape overview RPO PEAK Matrix and Star Performers for 2018 Service provider delivery capability assessment The scope of analysis includes: Third-party RPO deals; it does not include shared services or Global In-house Centers (GICs) Over 2,500 multi-process RPO deals signed as of 2017, with a minimum of four or more recruitment processes and a minimum contract term of one year Coverage across 21 RPO service providers, namely ADP RPO, AgileOne, Alexander Mann Solutions, Allegis Global Solutions, AMN Healthcare, Cielo, Futurestep, Hays, Hudson RPO, IBM TAO, KellyOCG, ManpowerGroup Solutions, PeopleScout, Pierpoint, Pontoon, Randstad Sourceright, Recruit Career, Resource Solutions, Sevenstep, WilsonHCG, and Yoh Global survey and one-on-one executive-level buyer interviews to understand how organizations perceive their RPO engagements Content The report analyses the performance of various service providers in RPO along six dimensions and includes: RPO PEAK Matrix and Star Performers for 2018 Everest Group classified 21 RPO service providers on Everest Group’s proprietary PEAK Matrix framework into Leaders: Alexander Mann Solutions, Allegis Global Solutions, Cielo, Futurestep, ManpowerGroup Solutions, and Randstad Sourceright Major Contenders: ADP RPO, Hays, Hudson RPO, IBM Talent Acquisition Optimization (IBM TAO), KellyOCG, PeopleScout, Pontoon, Resource Solutions, Sevenstep, WilsonHCG, and Yoh Aspirants: AgileOne, AMN Healthcare, Pierpoint, and Recruit Career Based on the YOY movement of different service providers on the PEAK Matrix, Everest Group identified six service providers as the “2018 RPO Market Star Performers” – Allegis Global Solutions, Randstad Sourceright, WilsonHCG, and Yoh Everest Group analysis of service providers The overall RPO capability of service providers was assessed by evaluating them along seven dimensions – market adoption, portfolio mix, value delivered, scope of services offered, innovation & investments, delivery footprint, and vision & strategy Everest Group has a complimentary five-page PEAK Matrix preview document for this service provider landscape report. Membership(s) Recruitment Process Outsourcing

This report aims to provide an insight into the key factors driving MSP adoption among buyers, in addition to providing an overview of the buyers’ perception of aggregate service provider performance. The analysis in this report is presented at three levels: Key factors driving MSP adoption among buyers MSP provider performance Evolving buyer requirements Some of the key findings are While cost reduction (traditional parameter) stands as the most important driver for MSP adoption, buyers are increasingly driven to adopt MSP due to factors such as making contingent workforce management future ready and, impacting top line growth Overall service provider performance declined owing to a widening gap in expected performance across next-generation requirements Softer parameters, such as relationship management and next-generation solutions, now have a higher correlation to the overall performance as the buyer’s expectations from MSPs evolve Given the rising expectations of the buyers, MSPs’ performance across the next-generation parameters (such as innovation, relationship management, better tools/technology, and making contingent workforce management future ready) not only provide better satisfaction to buyers but also act as areas of differentiation Most buyers are willing to expand the scope of their relationships with their incumbent MSPs, especially around Statement of Work (SOW) / service procurement, total talent management, and digital tools (primarily analytics and automation) Membership (s) Managed Service Provider (MSP)

The global Managed Service Provider (MSP) market is undergoing tremendous change owing to buyer requirements for more strategic solutions. In additional to the traditional temporary labor, buyers are increasingly relying on their service providers to manage additional types of labor including services procurement/SOW, independent contractor (IC), and permanent labor. In order to service these additional requirements of buyers, service providers are continuously investing to expand their capabilities in these new areas. They are gradually increasing their technology leverage in analytics, SOW management, and IC management areas to optimize the contingent workforce programs of their clients. The leaders in the MSP space have developed a unique vision for their clients and themselves to act as a differentiator going forward. In this research, we analyze the global MSP market across the following dimensions: Global MSP market and service provider landscape overview MSP PEAK Matrix 2018 Everest Group assessment of MSP service providers Some of the findings of this report are: Everest Group classified 20 MSP service providers on the Everest Group PEAK Matrix into the three categories of Leaders, Major Contenders, and Aspirants. The 2018 MSP PEAK Matrix positioning is as follows: Leaders: Allegis Global Solutions, Geometric Results, Guidant Global, Inc., KellyOCG, ManpowerGroup Solutions TAPFIN, and Randstad Sourceright Major Contenders: AgileOne, AMN Healthcare, Broadleaf Results, Hays Talent Solutions, HCMWorks, Pontoon, PRO Unlimited, Volt Consulting Group, Yoh, and ZeroChaos Aspirants: Brainnet, Capita Resourcing, Cross Country Healthcare, and Fircroft Based on the year-on-year movement of different service providers on the PEAK Matrix, Everest Group identified three service providers as the “2018 MSP Market Star Performers” – Geometric Results, Inc., Guidant Global, and KellyOCG Membership(s) Managed Service Provider (MSP)

The global multi-country Recruitment Process Outsourcing (MCRPO) market covers the entire gamut of multi-country deals, from small regional deals with a few countries in scope, to large and complex global deals covering more than one region. MCRPO market continues to grow significantly, as buyers across the globe are increasingly looking for a single service provider capable of handling all their requirements at a regional/global level. The year 2017 saw a few mega-sized deals being signed combined, with significant activity in the mid- and small-market space. As the market becomes more competitive, service providers are investing heavily in strengthening their capabilities in different geographies, industries, and recruitment technologies. In this research, we analyze the MCRPO service provider landscape across various dimensions: MCRPO service provider landscape overview MCRPO PEAK Matrix for 2018 Service provider delivery capability assessment The scope of analysis includes: Third-party RPO deals; it does not include shared services or Global In-house Centers (GICs) Over 2,300 multi-process RPO deals signed as of 2017, with a minimum of four or more recruitment processes, and a minimum contract term of one year Coverage across 17 RPO service providers, namely ADP RPO, Alexander Mann Solutions, Allegis Global Solutions, Cielo, Futurestep, Hays, Hudson RPO, IBM TAO, KellyOCG, ManpowerGroup Solutions, PeopleScout, Pierpoint, Pontoon, Randstad Sourceright, Resource Solutions, Sevenstep, and WilsonHCG Content The report analyses the performance of various service providers in MCRPO and includes: MCRPO PEAK Matrix for 2018 Everest Group classified 17 MCRPO service providers on Everest Group’s proprietary PEAK Matrix framework into Leaders: Alexander Mann Solutions, Allegis Global Solutions, IBM Talent Acquisition Optimization (IBM TAO), ManpowerGroup Solutions, and Randstad Sourceright Major Contenders: ADP RPO, Cielo, Hays, KellyOCG, Korn Ferry RPO, PeopleScout, Pontoon, Sevenstep, and WilsonHCG Aspirants: Hudson RPO, Pierpoint, and Resource Solutions Everest Group analysis of service providers The overall MCRPO capability of service providers was assessed by evaluating them along six dimensions – market adoption, portfolio mix, scope of services offered, innovation & investments, delivery footprint, and vision & strategy Membership(s) Recruitment Process Outsourcing

The European RPO market showed the strongest growth among all the regions in 2017. This growth was mainly driven by Continental Europe, rather than by the United Kingdom, which had been the traditional powerhouse of RPO in this region. Germany, France, the Netherlands, Spain, and Poland are some of the major European RPO markets driving this growth in the Rest of EMEA RPO market. The United Kingdom, however, continues to dominate the RPO market in EMEA, accounting for ~59% of the total market. As the market is becoming more competitive, service providers are investing heavily in strengthening their capabilities in this region in various industries, as well as in recruitment technology. In this research, we analyze the RPO service provider landscape across various dimensions: RPO PEAK Matrix 2018 for Europe Service provider delivery capability assessment Scope of analysis Third-party RPO deals; it does not include shared services or Global In-house Centers (GICs) Over 2,500 multi-process RPO deals signed as of 2017, with a minimum of four or more recruitment processes, and a minimum contract term of one year Coverage across 16 RPO service providers, namely Alexander Mann Solutions, Allegis Global Solutions, Cielo, Hays, Hudson RPO, IBM Talent Acquisition Optimization (IBM TAO), KellyOCG, Korn Ferry RPO, ManpowerGroup Solutions, PeopleScout, Pierpoint, Pontoon, Randstad Sourceright, Resource Solutions, Sevenstep, and WilsonHCG Content The report analyses the performance of various service providers in RPO along six dimensions and includes the following: RPO PEAK Matrix Europe for 2018 Everest Group classified 16 RPO service providers on Everest Group’s proprietary PEAK Matrix framework into Leaders: Alexander Mann Solutions, Hays, ManpowerGroup Solutions, and Randstad Sourceright Major Contenders: Allegis Global Solutions, Cielo, IBM Talent Acquisition Optimization (IBM TAO), KellyOCG, Korn Ferry RPO, PeopleScout, Pontoon, Resource Solutions, Sevenstep, and WilsonHCG Aspirants: Hudson RPO and Pierpoint Everest Group analysis of service providers The overall RPO capability of service providers was assessed by evaluating them along six dimensions – market adoption, portfolio mix, scope of services offered, innovation & investments, delivery footprint, and vision & strategy Membership(s) Recruitment Process Outsourcing (RPO)

The global Talent Acquisition (TA) industry is undergoing a tremendous change, driven by an influx of tools and technologies built on the emerging digital technology landscape. “Startups Redefining Talent Acquisition – Trailblazers” is the third of a three-part series of reports outlining Everest Group’s take on the impact of emerging digital technologies in the TA space. This paper identifies and analyzes 450+ startups in the TA space to arrive at a list of 50 high potential startups, and subsequently, a list of 25 top startups (also called “trailblazers”) in the TA space. The following information is analyzed and captured in the report: Digital disruption and the role of tech startups in the TA space: The paper focuses on the role of startups in pushing the envelope in TA, the drivers behind the rapid growth in the TA tech startup ecosystem, and also how different stakeholders are engaging with the TA startup community Key startups driving disruption: The paper identifies and analyzes 450+ startups across the entire value chain of TA, categorized under five distinct areas: candidate attraction, candidate/vendor sourcing & screening, candidate assessment, candidate engagement, and analytics & insights. The 450+ startups were evaluated to arrive at a list of 50 high potential startups, and subsequently, a list of 25 “trailblazers” in the TA space. Assessment of key TA startups: The assessment was done using various parameters around investments/funding received by these startups, the market impact & success garnered, and the technological capabilities & expertise of the startups identified. The report also provides profiles for trailblazers, with a qualitative & quantitative commentary on their market success, technology expertise, and investor confidence. Membership(s) Managed Service Provider (MSP) Recruitment Process Outsourcing (RPO)

The Managed Service Provider (MSP) – Service Provider Profile Compendium 2019 provides accurate, comprehensive, and fact-based snapshots of service providers in the MSP market. The study provides a detailed profile of each MSP service provider assessed, with a comprehensive picture of their service suite, scale of operations, recent developments & investments, technology solutions, and delivery locations. The report also provides insights into the dynamic global MSP service provider landscape. In addition, each profile provides the positioning of the service provider on the Everest Group PEAK Matrix, with an insightful analysis of the provider's capabilities. This compendium of profiles tracks 20 MSP service providers including Agile-1, Allegis Global Solutions, AMN Healthcare, Brainnet, Broadleaf Results, Capita Resourcing, Cross Country Healthcare, Fircroft, Geometric Results, Inc., Guidant Global, Hays Talent Solutions, HCMWorks, KellyOCG, ManpowerGroup Solutions TAPFIN, Pontoon, PRO Unlimited, Randstad Sourceright, Volt Consulting Group, Yoh, and ZeroChaos. Contents Each profile provides the following MSP-specific details: MSP service suite and scale of operations: Includes MSP experience (clients, spend managed, etc.), key leaders, tools & technologies leveraged, and a quantitative assessment of the service provider’s MSP program MSP client portfolio: Includes major clients, recently announced contracts, as well as MSP hires split by industry, job family, and services procurement spend by geography and category Global MSP delivery locations: Includes details of key delivery locations across the world Detailed assessment of MSP capabilities: Includes market success, delivery capability assessment, and remarks on each service provider’s key strengths and areas of improvement Membership(s) Managed Service Provider (MSP)

The HR function is facing a wave of transformation. A new generation with strikingly new preferences is making its presence felt and digital technologies are driving disruption & changing the way organizations engage with their talent. These powerful trends are intensifying the imperative for organizations to quickly move away from the traditional ways of managing workforce to a flexible, fluid, and integrated HR operating model. This means focusing on providing seamless and integrated employee experience as opposed to the siloed view of HR processes. Technologies such as cloud-based platforms, analytics, and automation, which foster flexibility and efficiency, while enhancing employee experience, are gaining rapid prominence. With technology changing so rapidly, organizations need to make sure that they fully embrace the digital transformation and buckle up to face the changes of the future. Many organizations are already working in this direction to make HR ready for the future. This report aims to provide an insight into the next-generation paradigm of HR services and how it differs from the traditional paradigm. It also highlights how the preferences of enterprises have been evolving over time, driving changes in how the HR functions are being delivered. This report also analyzes the key transformation levers that will have the maximum impact on HR services. These are: Automation and other digital levers Analytics Cloud / Business Process-as-a-Service (BPaaS) Advisory services Employee experience It also highlights the advantages of the levers and their current adoption in HRO deals. The report mentions some HR-specific use-cases where the transformation levers can be effectively leveraged. Content This report provides a comprehensive analysis of the key transformation levers for a successful digital-first HR transformation. Some of the key findings of the report are: While each individual technology lever is powerful, the maximum transformative impact is realized when all the levers are applied in cohesion Enterprises must place “digital employee experience” at the center/focal point of their HR functions. All the other transformation levers will typically revolve around this While still in its infancy, RPA has generated immense interest among enterprises due to its numerous advantages Analytics, especially advanced analytics, has tremendous business impact and rapid growth in adoption is expected in the future Enterprises are demanding service providers who have the capabilities across the consult-to-operate spectrum along with diverse experience in various third-party BPaaS solutions such as Workday, SuccessFactors, and Oracle HCM cloud There is a rise in demand for HR transformation consulting as well as technology consulting as enterprises move towards a new age of HR Due to the increasing focus on employee experience, digital employee helpdesk, self-service tools, integrable solutions are becoming an important part of the outsourcing deal discussions Membership(s) Human Resources Outsourcing (HRO)