The US industrial staffing and strategic solutions market slowed down in 2024 due to persistent economic headwinds, including inventory destocking, elevated interest rates, and a cooling manufacturing PMI. Recent labor regulation changes have added operational complexities for providers managing shift-based workforces. Although market demand remained below pre-2022 levels, the pace of decline moderated compared to 2023, indicating early signs of stabilization. Labor shortages, especially in skilled trades, continued to pose fulfillment challenges. However, resilient sectors such as aerospace and defense, semiconductors, infrastructure, logistics, and food processing sustained hiring needs. High-performing providers prioritized these segments while investing in digital staffing platforms, upskilling and safety programs, and outcome-based delivery models such as onsite and cost-per-unit solutions. This report explores the industrial contingent staffing provider landscape in the US and its market impact in 2024. It provides the market’s overview and analyzes how different industrial contingent talent and strategic solutions providers differentiate based on the Everest Group PEAK Matrix® evaluation.  

Rapid technology advances, regulatory shifts, and economic volatility are reshaping the BFSI industry. Trends such as AI adoption, rising cybersecurity needs, and sustainability focus are transforming workforce demands, creating new roles, phasing out legacy skills, and intensifying the race for digital and niche talent. Enterprises now face mounting pressure to attract, retain, and upskill a dynamic, diverse workforce amid growing talent shortages. Within the subsectors of banking, capital markets, insurance, and FinTech, digital agendas and regulatory demands are fueling distinct hiring challenges. Organizations are rethinking workforce models, balancing permanent and contingent talent, and adopting agile, skill-based hiring. Strategic outsourcing through Recruitment Process Outsourcing (RPO) and contingent workforce management is gaining traction, while employer branding and early talent initiatives are becoming essential in a competitive talent market. This report offers a global and country-level view of evolving BFSI talent trends, talent acquisition maturity, and strategic priorities. It provides actionable insights to help BFSI enterprises optimize talent acquisition through modular RPO, curated managed service providers, and AI-driven recruitment, enabling them to build agile, future-ready workforces aligned with the industry’s rapid transformation.

Candidate engagement and experience platforms are rapidly growing due to shifting workforce dynamics, including the demand for agile talent solutions, personalization, and data-driven decision-making. By enhancing recruitment efficiency and candidate experiences, these platforms have become essential for businesses to remain competitive in a complex and evolving talent landscape. The trend toward total talent acquisition platforms highlights a unified approach, offering end-to-end solutions to manage diverse workforce categories. These platforms leverage AI and automation to build robust talent pipelines, serving active and passive job seekers and ensuring a steady flow of skilled candidates for current and future needs. They are reshaping how organizations approach recruitment by focusing on seamlessly integrating people, processes, and technologies. This compendium offers detailed, fact-based snapshots of 15 technology providers. Each profile provides a holistic view of the provider’s product offerings, key partnerships, scale of operations, recent developments and investments, and integrations with various platforms. It also delves into technology capabilities, client portfolios, and unique offerings, enabling providers to benchmark themselves against industry peers while helping buyers make informed decisions for their specific talent acquisition needs. Scope Industry: candidate engagement and experience platforms Geography: global Contents In this report, we evaluate 15 candidate engagement and experience platforms and include an overview of their: Product, market adoption, and capabilities Partnerships and recent developments and announcements Client portfolio mix Product features and functionalities and unique capabilities

In 2023 and 2024, the contingent talent and strategic solutions industry experienced a notable growth deceleration due to macroeconomic uncertainties and a pervasive global economic slowdown. This economic downturn intensified cost pressures on enterprises across sectors and prompted organizations to reassess their staffing strategies and resource allocation practices. Enterprises encountered tight budgets and increased operational challenges, compelling them to evaluate their workforce needs more strategically, leading to a more cautious approach to hiring contingent talent. Despite these challenges, the fundamental imbalance between talent supply and demand remained a significant issue due to the ongoing talent shortage of niche skills. In this report, we examine key market trends that have shaped the contingent talent and strategic solutions industry during this turbulent period and how these trends have influenced contingent talent and strategic solutions providers’ strategies and investments. The report also explores strategic adjustments that contingent talent and strategic solutions providers have made to the increasing digital adoption, evolving skill landscape, AI emergence, and anticipation around green skills. It also analyzes proactive measures staffing providers took to enhance their service offerings and become enterprise strategic partners. Scope Industry: contingent talent and strategic solutions Geography: the US and UK This report analyzes and draws insights from year-round coverage of over 50 US and more than 25 UK contingent talent and strategic solutions providers Contents In this report, we examine: The contingent talent and strategic solutions market overview Key market trends Major investment themes for providers The contingent talent and strategic solutions provider landscape in the US and the UK Membership(s) Contingent Staffing Sourcing and Vendor Management

Candidate engagement and experience platforms are rapidly growing due to shifting workforce dynamics, including the demand for agile talent solutions, personalization, and data-driven decision-making. By enhancing recruitment efficiency and candidate experience, these platforms have become indispensable for businesses to remain competitive in a complex and evolving talent landscape. The trend toward total talent acquisition platforms highlights a unified approach, offering end-to-end solutions to manage diverse workforce categories. These platforms are leveraging AI and automation to build robust talent pipelines, serving both active and passive job seekers, ensuring a steady flow of skilled candidates for current and future needs. They are reshaping how organizations approach recruitment by focusing on seamlessly integrating people, processes, and technologies. In this report, we leverage Everest Group’s proprietary PEAK Matrix® framework to position candidate engagement and experience platforms as Leaders, Major Contenders, and Aspirants based on their market impact and vision and capability. The research will help buyers select the right-fit provider for their needs and enable providers to benchmark their capabilities against competitors. Scope The assessment is based on Everest Group’s annual RFI process for the calendar year 2023-24, interactions with leading candidate engagement and experience platform providers, client reference checks, and an ongoing analysis of the market All industries and geographies Contents In this report, we: Examine 28 candidate engagement and experience platforms – permanent talent acquisition and classify them as Leaders, Major Contenders, and Aspirants on Everest Group’s proprietary PEAK Matrix® framework Examine 14 candidate engagement and experience platforms – contingent talent acquisition and classify them as Leaders, Major Contenders, and Aspirants on Everest Group’s proprietary PEAK Matrix® framework Assess candidate engagement and experience platforms’ overall capability across eight dimensions: market adoption, portfolio mix, value delivered, vision and strategy, technology capability, flexibility and ease of deployment, engagement and commercial model, and support Membership(s) Recruitment Contingent Workforce Management Sourcing and Vendor Management

In 2023, the UK contingent talent and strategic solutions market faced challenges shaped by a complex mix of economic, political, and global factors. The broader economic context was dominated by high interest rates, which continued to suppress business sentiment despite the easing inflation compared to 2022. Unlike the US, where talent shortages were common, the UK saw high unemployment, pointing at the persistent mismatch between job openings and the available skills in the workforce. Additionally, stagnant productivity further weakened the talent market. Although the contingent talent and strategic solutions market fared better than the permanent staffing sector, the segments experienced an overall slowdown. Only providers with diversified portfolios, focusing on strategic solutions, managed services, and other strategic investments, were able to effectively navigate these challenges. As we look forward to 2024-25, there is cautious optimism for the UK economy. The new government offers hope for modest growth, which could positively influence the contingent talent and strategic solutions market, though a full recovery in business confidence may take time. This report examines the contingent talent and strategic solutions landscape’s dynamics in the UK and its impact on the UK contingent staffing market in 2023 under the lens of IT and business and professionals staffing. It provides a market overview and analyzes the areas where providers differentiate themselves based on the comprehensive Everest Group PEAK Matrix®. Scope Industry: contingent talent and strategic solutions Geography: UK Skills coverage: IT, business and professionals Contents The report analyzes the performance of various UK contingent talent and strategic solution providers and examines: The UK contingent talent and strategic solution provider landscape 17 UK IT contingent talent and strategic solutions providers and classifies them into Leaders, Major Contenders, and Aspirants on Everest Group’s proprietary PEAK Matrix® framework 16 UK business and professionals contingent talent and strategic solutions providers and classifies them into Leaders, Major Contenders, and Aspirants on Everest Group’s proprietary PEAK Matrix® framework Providers’ capability assessment on seven dimensions: market adoption, portfolio mix, value delivered, scope of services offered, innovation and investments, delivery footprints, and vision and strategy Each contingent talent and strategic solution provider’s key strengths and limitations Membership(s) Contingent Staffing Sourcing and Vendor Management

The US industrial staffing and strategic solutions market faced a downturn in 2023 due to reduced consumer demand, lower production activity, and pressures on costs and margins amid an economic slowdown. Additionally, recent labor regulations further disrupted the industrial staffing sector. Despite the overall market deceleration, there are growth opportunities in sectors such as advanced manufacturing, renewable energy, and e-commerce. These segments are expected to drive future demand for industrial staffing, especially in high-skilled and in-demand roles. Successful providers in this market are investing in developing capabilities in these resilient segments, focusing on enhancing associate benefits, safety training, upskilling opportunities, adopting digital staffing approaches, offering onsite solutions, and more. This report explores the industrial contingent staffing provider landscape’s dynamics in the US and its market impact in 2023. It provides the market’s overview and analyzes how different industrial contingent talent and strategic solutions providers can be differentiated using the comprehensive Everest Group PEAK Matrix®. Scope Industry: contingent talent and strategic solutions Geography: US Skills coverage: industrial Contents The report analyzes the performance of 21 industrial contingent talent and strategic solutions providers in the US and examines: Their key strengths and limitations and classifies them into Leaders, Major Contenders, and Aspirants The providers’ capabilities on seven dimensions: market adoption, portfolio mix, value delivered, scope of services offered, innovation and investments, delivery footprints, and vision and strategy Membership(s) Contingent Staffing Sourcing and Vendor Management

The COVID-19 pandemic and the ensuing phases in the market for talent – the Great Rehire, the Great Resignation, and the Great Reset – have compelled organizations to upgrade their hiring processes. Adding to this challenge is the significant talent supply gap in key labor markets, particularly for niche and in-demand skills. To address these challenges, organizations must adopt alternative talent acquisition and management strategies, leverage technology and data-driven decision-making, and develop agile solutions to meet changing demands. By embracing innovative talent practices, organizations can position themselves for growth in this competitive market. This report is the second in a two-part series on the smart trends and innovative talent practices emerging from this volatile business and talent period. (You can access the first report, which covers predictive workforce intelligence for data-driven decision-making, here.) In this report, we examine two additional emerging talent practices that organizations are adopting: agile talent acquisition practices for volatile conditions and removing barriers to the contingent workforce. Scope All industries and geographies Contents In this report, we: Examine key challenges that organizations face in the current talent environment Assess foundational elements and benefits of two agile and flexible Recruitment Process Solutions (RPO) solutions: Project RPO and low-tech tech-enabled hiring Analyze foundational elements and benefits of leveraging contingent workforce Suggest a roadmap to implement these solutions Membership(s) Recruitment Contingent Workforce Management Sourcing and Vendor Management

In recent years, the global talent market transformed significantly due to macroeconomic disruptions. This transformation, fueled by rapid business growth in 2021 and 2022, intensified the competition for talent acquisition due to a supply crunch. This was followed by an economic downturn in 2023 with widespread layoffs across industries. These disruptions have highlighted the need for enterprises to prioritize building more resilience in their talent acquisition strategies. To address these disruptions, enterprises need to design sustainable talent strategies to build a globalized workforce and mitigate talent risks. HR and TA leaders need to prioritize a globalized workforce strategy based on comprehensive workforce planning, employing traditional and alternative talent acquisition models, and leveraging technology to optimize processes. Emerging as strategic partners, Recruitment Process Outsourcing (RPO) providers can help enterprises design sustainable talent strategies due to their specialized recruitment expertise. In this report, we examine strategies that organizations can adopt to tap into the globalized workforce and the role of RPO providers. Scope All industries and geographies Contents In this report, we examine: Why is it essential to expand and tap into global talent pools? How can technology be leveraged to access global talent? How can strategic and innovative RPO partnerships reshape talent strategies through service and engagement models? Membership(s) Recruitment Sourcing and Vendor Management

The US contingent talent and strategic solutions market slowed in 2023, as enterprises faced cost and margin pressures amid the economic slowdown. Notably, while the economic downturn had adverse effects on US staffing providers, a substantial gap in talent supply-demand persisted, driven by the need for specialized skills in rapidly growing industries, technology interventions, and a heightened need for managed services. Enterprise expectations from contingent talent providers also increased, extending beyond transactional engagements to a growing interest in strategic solutions and managed services. This report examines the US professional contingent staffing provider landscape and assesses its impact on the market in 2023. It focuses particularly on contingent talent and strategic solutions in IT, engineering, and business and professional skills. Using Everest Group’s PEAK Matrix® assessment, the report identifies areas where providers are distinguishing themselves and discusses how providers are navigating the challenging yet opportunity-laden market landscape. Scope Industry: contingent talent and strategic solutions Geography: US Skills coverage: IT, engineering, and business and professional skills Contents The report analyzes various contingent talent and strategic solution providers’ performance and examines: The US contingent talent and strategic solutions provider landscape US Contingent Staffing Provider PEAK Matrix® Assessment: classification of 30 US IT contingent talent and strategic solutions providers, 23 US engineering contingent talent and strategic solutions providers, and 24 US business and professionals contingent talent and strategic solutions providers into Leaders, Major Contenders, and Aspirants Everest Group’s provider analysis: US contingent talent and strategic solutions providers’ capability assessment on seven dimensions: market adoption, portfolio mix, value delivered, scope of services offered, innovation and investments, delivery footprints, and vision and strategy Remarks on each provider’s key strengths and limitations Membership(s) Contingent Staffing Sourcing and Vendor Management