While the US contingent staffing industry sustained its growth momentum through 2019, the COVID-19 pandemic disrupted the industry in 2020, and the use of contingent staffing plummeted across the country. In 2021, talent demand surged due to a rapid rise in the talent demand-supply gap, labor pyramid distortions, and the Great Resignation. However, providers showed resilience and used the adversity as an opportunity to focus on improvements such as remote service delivery, learning and upskilling, and new technologies. This report examines the dynamics of the contingent staffing provider landscape in the US and its impact on the US contingent staffing market (IT staffing, engineering staffing, and business & professionals staffing) in 2021. It provides a market overview and analyzes areas in which providers have differentiated themselves. We evaluate 33 contingent staffing providers and segment them into Leaders, Major Contenders, and Aspirants based on our comprehensive Everest Group PEAK Matrix® evaluation. Scope Industry: contingent staffing Geography: US Contents The report analyzes the performance of 33 contingent staffing providers and examines: The US contingent staffing provider landscape US IT Contingent Staffing Provider PEAK Matrix: classification of multiple US IT contingent staffing providers into Leaders, Major Contenders, and Aspirants on Everest Group’s proprietary PEAK Matrix framework US Engineering Contingent Staffing Provider PEAK Matrix: classification of multiple US engineering contingent staffing providers into Leaders, Major Contenders, and Aspirants on Everest Group’s proprietary PEAK Matrix framework US Business & Professionals Contingent Staffing Provider PEAK Matrix Assessment: classification of multiple US BPS contingent staffing providers into Leaders, Major Contenders, and Aspirants on Everest Group’s proprietary PEAK Matrix framework Everest Group analysis of service providers US contingent staffing providers’ capability assessment on seven dimensions: market adoption, portfolio mix, value delivered, scope of services offered, innovation & investments, delivery footprint, and vision & strategy Key strengths and limitations for each contingent staffing provider Membership(s) Contingent Staffing Sourcing and Vendor Management

With the struggle to find the right talent and attrition at an all-time high across the globe, the contingent workforce is emerging as the next frontier for disruption and innovation. The thriving market is driving contingent staffing providers to migrate toward a managed services engagement model. This presents undeniable advantages, such as greater business certainty for staffing firms and opportunities for enterprises to attain high-quality outcomes at low-risk levels with minimal management oversight. Watch this webinar where our speakers dived into the factors driving this shift, expected challenges and opportunities, and insights into the journey towards diversification into the managed services space. The webinar answered key questions, including: Why should staffing providers diversify into the managed services space? What are the advantages vs. the challenges? What are the key considerations, potential risks, and pitfalls of a managed services model? What are the learnings from those who have successfully diversified into the managed services space?

The challenge of finding skilled talent within the desired cost and timelines is not new. It has plagued talent acquisition efforts in the technology and healthcare verticals for quite some time. However, in the last couple of years, enterprises globally have been facing increasing difficulties in finding the right talent for almost all job roles, levels, and industries. Additionally, distorted labor pyramids, especially in North America and Europe, indicate that fewer working-age people are entering the workforce annually than those retiring. The pandemic has also triggered a series of changes in terms of where work is done, who does the work, and how it should be done. These changes have helped contingent workforce emerge as the next frontier for disruption and innovation in the talent space. Recognizing market needs, contingent staffing providers are looking to disrupt the space by pivoting to managed services or Statement of Work (SoW) based engagement models. This report examines the key challenges necessitating this operating model shift among providers and the market opportunities for providers to tap into managed services models to serve rapidly evolving enterprise needs. Scope Domain: contingent staffing All industries and geographies Contents This report examines: Key challenges and threats for contingent staffing service providers How staffing firms can unlock new growth opportunities by pivoting to managed services / SoW engagements Key considerations and challenges for staffing service providers looking to shift to managed services / SoW engagements Membership(s) Contingent Staffing Sourcing and Vendor Management

The US contingent workforce (staffing) industry experienced a major disruption due to the pandemic, with the use of contingent staffing falling drastically across the country. However, the market recovered in the latter half of 2020, and strong enterprise demand is expected to fuel its recovery over the coming years. However, with evolving enterprise needs, a rapidly changing competitive scenario, and dynamic workforce trends, staffing providers will need to re-evaluate and re-strategize their operating models to stay relevant in the market. They will need to double down on their investments in areas such as reskilling/upskilling, output-based engagement models, technology and analytics, and Diversity, Equity, and Inclusion (DE&I). This research provides comprehensive coverage of the 2020 contingent staffing market and analyzes it across aspects such as the post COVID-19 recovery, market overview, factors responsible for market disruption, and growth avenues. Scope: This report analyzes and draws insights from year-round coverage across 31 US contingent workforce (staffing) providers. Industry: contingent workforce (staffing) Geography: US Contents: In this report, we: Provide an overview of the contingent workforce staffing market Examine the disruptive forces and their implications on the market Study the differentiating factors and investment areas for staffing providers to navigate through disruption for future growth Membership(s) Contingent Workforce Management Services 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

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