The global talent market is being reshaped by accelerated digital transformation, distributed workforces, and mounting enterprise expectations for recruitment partners to deliver not just hiring support but technology-led, advisory, and consulting solutions. As organizations grapple with skill shortages and demand outcome-based engagement, recruitment partners must evolve their service-delivery capabilities to stay ahead of these challenges. In May 2024, Kelly Services acquired Motion Recruitment Partners (MRP) from Littlejohn & Co. The deal brings MRP’s deep expertise in IT staffing, federal subcontracting, telecom staffing, and talent acquisition consulting into Kelly’s workforce solutions ecosystem. It integrates six specialist brands – Motion Recruitment, Motion Telco, Motion Consulting Group, Tech in Motion, TG Federal, and Sevenstep – into Kelly’s global talent solutions portfolio. This Viewpoint examines how the combined entity can leverage its enhanced capabilities to accelerate top-line growth, expand EBITDA margins, and drive meaningful synergies across technology, telecom, federal, and other high-value sectors, positioning the combined entity as a technology-enabled talent acquisition powerhouse.

The global Recruitment Process Outsourcing (RPO) market in 2024 remained subdued amid ongoing macroeconomic uncertainty, creating a difficult operating environment for both enterprises and providers. RPO providers faced another year of muted demand for their services and stepped up by providing tailored and customized services to address the need for greater agility. They also invested in technology advances to support their clients in emerging needs for skills-based recruitment and generative AI. Consulting and value-added services gained utmost importance as buyers looked to their RPO providers to help them navigate the volatile environment through strategic workforce planning, upskilling/reskilling, skills advisory, and graduate and early careers hiring. In this report, we examine the RPO provider landscape and assess 31 providers featured in Everest Group’s Recruitment Process Outsourcing (RPO) PEAK Matrix® Assessment 2025 – Global. Additionally, the report provides an overview of the market and analyzes providers’ differentiation areas. The research will enable buyers to select the best-fit provider for their needs and empower providers to benchmark themselves against their peers. Scope All industries and geographies This report includes third-party RPO deals, excluding shared services or global business services This report examines over 6,700 multi-process RPO deals as of 2024, each involving a minimum of two recruitment processes Contents In this report, we: Examine the RPO providers’ landscape Position the providers on Everest Group’s PEAK Matrix® framework as Leaders, Major Contenders, and Aspirants Assess providers’ overall RPO capabilities across market adoption, portfolio mix, value delivered, scope of services offered, innovation and investments, delivery footprint, and vision and strategy

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

The global talent landscape is becoming increasingly complex due to rapid technology advances, evolving workforce expectations, and persistent skill shortages. The traditional Recruitment Process Outsourcing (RPO) model, which primarily focuses on transactional hiring support, is no longer sufficient to address these challenges. This Viewpoint explores RPO’s next generation, RPO 5.0, moving from traditional outsourcing to a more strategic, technology-driven, and intelligence-led orchestration model. RPO 5.0 introduces the AGILE framework, a holistic and adaptive approach to talent acquisition designed to enhance recruitment agility, intelligence, and scalability. This report provides HR and business leaders with actionable strategies to leverage AI, data-driven insights, and diverse talent ecosystems. By integrating these elements, organizations can future-proof their workforce, optimize hiring efficiency, and drive business growth. This Viewpoint offers practical guidance for talent leaders on transforming recruitment into a strategic enabler by operationalizing RPO 5.0 through the 4P approach – platform, people, process, and partnerships. It equips organizations with the tools to build a resilient, technology-enabled talent acquisition model, ensuring they stay competitive in a rapidly shifting labor market. Scope All industries and geographies Contents In this report, we examine: Recruitment value chain and RPO services’ evolution Factors driving the evolution of outsourcing toward orchestration RPO 5.0 and its value proposition Guiding principles to operationalize RPO 5.0 Memberships Recruitment Sourcing and Vendor Management

Following post-pandemic growth, the global Recruitment Process Outsourcing (RPO) market sharply declined in late 2022, driven by macroeconomic factors, geopolitical tensions, and industrial instability. This slowdown continued into 2024, prompting workforce strategy realignments. The recruitment industry is being reshaped by shifting buyer expectations, a growing focus on comprehensive talent management, and the rising prominence of skills-based hiring. To meet increasingly strategic business needs, RPO providers are enhancing their capabilities and offering specialized services such as consulting, employer branding, market intelligence, internal mobility, and skills-based hiring solutions. As buyer preferences evolve and RPO engagements become more complex, providers are refining their technology ecosystems, introducing cutting-edge solutions in AI, automation, generative AI, and advanced analytics. In this report, we track developments across the RPO industry in 2023 and also examine the regional market dynamics, adoption characteristics, uncertainties associated with 2024, outlook for 2025, and future industry trends. Scope This report draws insights from active RPO deals in 2023 – across geographies, industries, and job families – that meet the following criteria: All industries Geographies: global, North America, EMEA, and Asia Pacific Third-party RPO deals, excluding shared services or global business services (GBS) Over 6,400 multi-process RPO deals active as of 2023, each involving a minimum of two recruitment processes Contents In this report, we examine: RPO market dynamics RPO adoption characteristics Key investment areas to keep up with the market 2024’s market uncertainties and outlook for 2025 Membership(s) Recruitment Sourcing and Vendor Management

As the global talent landscape evolves, driven by geopolitical shifts, demographic changes, and technology advances, organizations must adapt their talent strategies to remain competitive. Growing competition for skilled talent, an aging workforce, and the rise of AI and automation demand a reimagined approach to workforce management. Organizations need a forward-thinking total talent strategy to remain competitive in today's rapidly evolving labor market. Built on talent visibility, strategic planning, and talent sourcing and deployment, this approach integrates permanent and contingent workforces, leveraging data-driven insights and technology to optimize talent pools and improve decision-making. In this viewpoint, we explore strategies that organizations can adopt to future-proof talent strategies and thrive in the dynamic talent landscape.  Scope  All industries and geographies Contents  In this report, we explore:  The shifts shaping the future talent horizon Key enterprise talent challenges and how total talent strategies can help Methods that organizations can use to future-proof their talent strategies Membership(s) Contingent Workforce Management Recruitment 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

Recruitment Process Outsourcing (RPO) is gaining worldwide adoption, driving the demand for regional expertise and consistent delivery across geographies. Amid volatile market conditions in 2023, enterprises sought flexibility, adaptability, and scalability from their RPO providers. Regional domain expertise, augmented by technology and a consultative approach, was key to delivering maximum value. Recruitment Process Outsourcing (RPO) – Service Provider Compendium 2024 offers detailed and fact-based snapshots of 36 RPO service providers. Each profile offers a comprehensive view of the provider’s service offerings, scale of operations, recent developments and investments, technology solutions, major clients served, and delivery locations. This compendium will enable providers to benchmark their capabilities against their peers, while buyers will be able to assess the providers based on their specific capabilities. Scope Industry: RPO Geography: Global Contents In this report, we examine 36 RPO providers profiles and include the following: RPO services suite and scale of operations: leadership, services suite, RPO delivery, RPO technology FTEs, major clients, and recent investments and developments RPO portfolio: RPO hires by geography, job family, buyer industry, and buyer size RPO technology and value-added offerings: partnership and proprietary capabilities in RPO-related technology and value-added offerings Global RPO locations: details of key locations worldwide Membership(s) Recruitment Sourcing and Vendor Management

As Recruitment Process Outsourcing (RPO) gains worldwide adoption, the demand for regional expertise and consistent delivery across geographies is also increasing. Amid volatile market conditions in 2023, enterprises looked for flexibility, adaptability, and scalability from their RPO providers. Regional domain expertise, augmented by technology and a consultative approach, was key to delivering maximum value. In this report, we examine the RPO provider landscape and assess over 50 providers featured in Everest Group’s RPO Services PEAK Matrix® Assessment 2024 – North America, EMEA, and Asia Pacific. The research will enable buyers to select best-fit providers for their needs and allow providers to benchmark themselves against the competition. Scope All industries and North America, EMEA, and Asia Pacific This report includes third-party RPO deals, excluding shared services or global business services The assessment examines over 6,400 multi-process RPO deals as of 2023, each involving a minimum of two recruitment processes Contents In this report, we: Examine the RPO provider landscape Position the providers on Everest Group’s PEAK Matrix® framework as Leaders, Major Contenders, and Aspirants Assess the providers’ RPO capabilities across market adoption, portfolio mix, value delivered, scope of services offered, innovation and investments, delivery footprint, and vision and strategy Membership(s) Recruitment Sourcing and Vendor Management

Post-COVID-19, Talent Acquisition (TA) has become a top enterprise priority, amid disruptions from economic, technical, and demographic perspectives. Gen AI has emerged as a vital focus area, prompting thorough investigation from enterprises and providers. In this report, we explore the transformative potential of gen AI within the TA value chain, illustrating how enterprises are progressing from pilot projects to full-scale deployments. The report examines gen AI use cases across various segments of TA, including candidate attraction and engagement, sourcing and screening, TA admin, and vendor sourcing and management. Each section offers detailed insights into potential gen AI use cases, their impact, and key technologies being leveraged by providers to make significant strides in this domain. The report will empower recruitment professionals to bolster their service delivery and client and candidate experience. Scope All industries and geographies Service: recruitment, contingent workforce management, and contingent staffing Contents In this report, we examine: TA services’ overview, value chain, key business issues, and challenges Gen AI’s impact in addressing TA challenges Market maturity for gen AI adoption High adoption use cases for gen AI in TA based on the study Membership(s) Service Optimization Technologies (SOT) Artificial Intelligence (AI) Sourcing and Vendor Management