Rewards and Recognition (R&R) programs are central to cultivating exceptional employee experiences, enhancing engagement, and driving organizational success. These programs have become essential in addressing employee dissatisfaction and intense talent competition by acknowledging achievements and fostering meaningful connections. R&R programs’ adoption, particularly by MNCs, reflects evolving buyer expectations. Buyers now demand AI-enabled automated processes and advanced analytics to reduce manual HR input while delivering strategic, data-driven insights to leadership. Additionally, the growth of emerging markets, such as the MEA and APAC, reflects an increasingly global focus on modern, scalable engagement strategies. The Rewards and Recognition Provider Compendium 2025 is a comprehensive resource that analyzes 28 leading R&R solution providers, offering detailed insights into their offerings and capabilities. The compendium combines information from interactions with technology providers and Everest Group’s proprietary intellectual property to create precise, fact-driven profiles. Each profile in the compendium comprises company overview, recent investments and developments, market adoption trends, client portfolio composition, and strategic partnerships. Furthermore, these profiles feature thorough solution capabilities, detailing recent key enhancements serving as a valuable tool for organizations to make informed decisions for talent management and core HR processes with data-backed evidence. Scope All industries and geographies Contents In this report, we evaluate 28 leading R&R solution providers. For each provider, we examine: Company overview and publicly made announcements R&R market segment focus by geography and buyer size served Solution details, recent enhancements, and a non-exhaustive list of integrations and partners R&R process coverage Market adoption, key clients served, and the client portfolio mix Memberships Human Resources Sourcing and Vendor Management

As the business landscape evolves, Chief Human Resources Officers (CHROs) face growing challenges. They must balance cost reduction with delivering a superior Employee Experience (EX). As AI becomes mainstream, CHROs must lead workforce transformation and mitigate risks. Beyond immediate operational demands, such as improving EX and refining talent management practices, they must drive long-term transformation by integrating data into HR and blending human and AI efforts. Multi-process Human Resources Outsourcing (MPHRO) providers are adapting their service delivery models by investing in AI technologies. AI enables them to deliver personalized services tailored to different employee needs. Providers are also expanding nearshore locations, shifting from cost-saving deals to transformation-focused solutions. In this report, we analyze the MPHRO services market, highlighting key growth drivers, buyer adoption trends, and provider investments. The report evaluates the MPHRO market, including emerging market trends and evolving solution characteristics. Scope All industries and geographies MPHRO deals, including a minimum of three HR processes Deals with a buyer employee size of 1,000 or more Contents In this report, we examine: Enterprise and CHRO priorities Buyers’ perspective of the market Key investment themes MPHRO market overview MPHRO solution characteristics Service provider landscape

Organizations are rethinking payroll, transitioning it from a back-office function into a vital cornerstone of the employee experience. Evolving workforce expectations, such as real-time compensation insights, flexible payment methods, and transparent pay structures drive this shift. In this new model, payroll not only ensures compliance and accurate payments but also plays a vital role in shaping employee satisfaction and retention by providing personalized financial wellness tools and clear, accessible information. Modern technology catalyzes this transformation. Automation, AI, and integrated platforms eliminate repetitive tasks, reduce errors, and offer data-driven insights. These advances enable real-time payroll calculations and interactive dashboards, boosting efficiency and accuracy. Just as technology streamlines processes, managed services add essential human expertise. Organizations benefit from on-ground compliance support, local market insights, and dedicated resources to address diverse challenges across different geographies. By combining advanced technologies with specialized managed services, businesses can achieve a harmonized approach to payroll. In this report, we provide insights into how organizations can unify and transform their global payroll operations. Our goal is to explain global payroll operations’ complexities and emphasize a holistic payroll approach’s significance to ensure a more robust and future-ready payroll function. Scope All industries and geographies Contents In this report, we provide: Emerging workforce needs and payroll’s role in addressing them The increasing role of technology in modern payroll The importance of managed services in payroll management Approach to strategic payroll transformation

Multi-country Payroll (MCP) providers are essential partners for enterprises managing global payroll complexity. They go beyond traditional payroll management, offering tailored services to meet evolving business needs. By delivering integrated solutions, enterprises can centralize operations, standardize processes, and navigate international employment challenges. Amid economic uncertainties, enterprises prioritize cost optimization and operational agility. MCP providers respond with scalable solutions and flexible pricing models, ensuring alignment with organizational needs. As global conditions evolve, MCP providers remain pivotal by delivering compliant, cost-effective, and technology-driven solutions, cementing their role as essential partners in the rapidly evolving payroll ecosystem. In 2025, the payroll landscape is poised for significant transformation due to technology advances and changing business priorities. Enterprises are adopting automation, AI, and data analytics to optimize payroll functions. MCP providers have embraced this shift, integrating advanced technologies to enhance efficiency, accuracy, and compliance. These innovations streamline payroll processes and empower organizations with real-time insights for strategic decision-making. In this report, we analyze the MCP market, highlighting key trends and the transformative impact of next-generation technology elements on revolutionizing payroll. The report examines buyer adoption trends and providers’ investments in this domain. Scope All industries and geographies Service: MCP solutions Contents In this report, we examine: The MCP solutions market size, growth, and deal trends across geographies Investment themes MCP solution characteristics MCP solution provider landscape

Employer of Record (EoR) providers are third-party intermediaries that manage employee hiring, compliance, payroll, and benefits. They enable enterprises to prioritize core operations and avoid labor law complexities. EoR services are particularly valuable for businesses expanding into new markets or hiring remote employees without establishing a local legal entity. By partnering with an EoR, companies can streamline hiring, ensure compliance, and prioritize core business activities while the EoR handles legal and HR complexities. In today’s volatile market, shaped by global economic uncertainty, political instability, evolving workforce models, and AI advancements, EoR solutions offer businesses the flexibility to adapt quickly to changing global economic conditions. EoR enables businesses to scale, access global talent pools, and adjust workforce needs without the challenges of setting up local entities through M&As, strategic partnerships, and capability building. By outsourcing HR responsibilities, organizations mitigate legal risks, ensure compliance, and maintain operational consistency. This outsourcing enhances agility and resilience in uncertain economic conditions. In this report, we analyze the EoR market in-depth, including key growth drivers, buyer adoption trends, and provider investments in advanced analytics, next-generation technologies, and flexible solutions. The report relies on primary and secondary data collection, including conversations with enterprise buyers, outsourcing providers, and EoR specialists. Scope All industries and geographies The report is based on primary and secondary data collection, conversations with market participants (buyers and outsourcing providers), and fact-based research Contents In this report, we examine: The EoR market landscape, including market size, trends, and use cases Buyers’ take on the EOR market Provider landscape Key investment themes in the EOR market and outlook for market stakeholders Membership(s) Human Resources Sourcing and Vendor Management

Rewards and Recognition (R&R) programs are central to cultivating exceptional employee experiences, enhancing engagement, and driving organizational success. These programs have become essential in addressing employee dissatisfaction and intense talent competition by acknowledging achievements and fostering meaningful connections. R&R programs’ adoption, particularly by MNCs, reflects evolving buyer expectations. Buyers now demand AI-enabled automated processes and advanced analytics to reduce manual HR input while delivering strategic, data-driven insights to leadership. Additionally, the growth of emerging markets, such as the MEA and APAC, reflects an increasingly global focus on modern, scalable engagement strategies. Providers are responding with AI-driven tools focused on Diversity, Equity, and Inclusion (DEI), performance management, and skills intelligence. Sustainability is also taking center stage, with vendors emphasizing climate-conscious practices in their partnerships. Flexible reward options, including prepaid cards, experiential incentives, and charitable giving, continue to garner popularity. The industry is also witnessing a shift from reward-centric models rooted in manufacturing, procurement, and logistics to comprehensive solutions emphasizing technology and consulting. In this report, we analyze 28 leading R&R service providers featured on the Rewards and Recognition (R&R) Solutions PEAK Matrix® Assessment 2025. Each service provider profile features the provider’s key strengths and limitations to assist buyers in making sourcing decisions. Scope Geography: global Industry: all Service: R&R solutions This assessment is based on Everest Group’s annual RFI process for the calendar year 2025, interactions with leading R&R solution providers, client reference checks, and an ongoing analysis of the R&R market Contents Assess the R&R landscape Position providers on the Everest Group PEAK Matrix® for R&R solutions Compare providers’ strengths and limitations Membership(s) Human Resources Sourcing and Vendor Management

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

The payroll landscape is rapidly evolving, driven by the advent of cloud-based solutions and a surge in digital transformation initiatives. This transformation is reshaping the user experience for various stakeholders. This report highlights the key trends shaping the payroll landscape and delves into the essential features and functionalities that distinguish a payroll technology platform. We also examine the different categories of providers operating in the payroll technology space and outline the key considerations for enterprises when adopting payroll technology solutions. Additionally, the report outlines some prominent payroll technology providers, highlighting their offerings, capabilities, partnerships, and investment priorities. It aims to enable providers to gauge their capabilities relative to their peers and help buyers evaluate providers based on their competencies and focus areas. Scope Geography: global Industry: all major industries Product: payroll platforms Contents In this report, we examine: The payroll technology market overview Prominent payroll technology providers’ profiles Membership(s) Human Resources Sourcing and Vendor Management

The Employer of Record (EoR) Provider Compendium 2024 is a companion to Everest Group’s Employer of Record (EoR) Solutions PEAK Matrix® Assessment 2024. The report provides a comprehensive snapshot of 17 EoR providers’ recent investments and strategic developments. It also offers an overview of every provider’s solution capability and their market adoption and partnership network. The report also highlights client portfolios and lists direct and partnership-based geographic coverage, offering a holistic view of each provider’s global reach and influence. This compendium report aims to help EoR providers benchmark their capabilities against their competitors and enable buyers to assess providers based on their tailored requirements, enhancements, and industry-specific needs. Scope All industries and geographies Contents In this report, we evaluate EoR providers on their: Recent investments and developments Overview of solution and capabilities Market adoption and partnership overview Client portfolio Direct and partnership-based geographic coverage Membership(s) Human Resources Sourcing and Vendor Management

Multi-process Human Resources Outsourcing (MPHRO) Services – Provider Compendium 2024 is a comprehensive resource that objectively analyzes 15 leading MPHRO service providers, providing detailed insights into their offerings and capabilities. The compendium combines information from interactions with service providers and Everest Group's proprietary intellectual property to create precise, fact-driven profiles. Each profile in the compendium outlines company mission/vision, key offerings and investments, portfolio mix, and MPHRO market segment focus, technology strategy, and a snapshot of clients. By leveraging primary data from providers and Everest Group's internal expertise, this in-depth analysis serves as a valuable tool for organizations that want information on key providers and their capabilities in the MPHRO market landscape. Scope MPHRO deals that include a minimum of three HR processes Deals involving buyer employee sizes of 1,000 or more All industries and geographies Contents In this report, we analyze 15 MPHRO service provider profiles and include: Service capabilities and strategies: company overview, key leadership, target market segment, MPHRO services suite, technology strategy, partnerships, key MPHRO-related developments, and MPHRO FTEs global spread Client portfolio: total number of clients, major MPHRO clients, recent MPHRO wins, revenue split by geography, industry, and buyer size Delivery locations: key delivery locations worldwide Sourcing considerations: providers’ performance assessment and key strengths and limitations Membership(s) Human Resources Sourcing and Vendor Management