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  • PEAK Matrix®

    June 25, 2025
    VMSs are developing capabilities to support all contingent talent categories, manage compliance, handle invoicing and payments, provide reporting and analytics, create talent pools, and source providers and candidates. Additionally, they are enhancing their VMS solutions’ UI/UX, services procurement, total talent solutions, integration capabilities, and AI integration. In this report, we use Everest Group’s proprietary PEAK Matrix® framework to evaluate 25 VMS providers’ capabilities across two key dimensions – market impact and vision and capability. The research will help buyers select the right-fit provider for their needs, while providers will be able to benchmark themselves against the competition.
  • Viewpoint

    April 25, 2025
    In an increasingly volatile and fast-paced business environment, contingent labor is becoming a key driver of agility and specialized talent access. However, managing this workforce segment comes with challenges, including sourcing, compliance, planning, and visibility. Hence, leveraging advanced analytics and integrated technologies is essential to stay ahead. The need for data-driven, smarter, tech-enabled approaches is urgent. Organizations can gain real-time insights, optimize decision-making, and forecast talent needs more precisely by leveraging predictive and prescriptive analytics, along with technologies such as Artificial Intelligence (AI)/ Machine Learning (ML), Natural Language Processing (NLP), and Robotic Process Automation (RPA). In this Viewpoint, Everest Group explores how data-driven strategies and advanced analytics transform Contingent Workforce Management (CWM). It offers a strategic roadmap to embed analytics into CWM programs, improve efficiency, and deliver long-term value across stakeholder groups. Scope All industries and geographies Contents In this report, we explore: The rising importance of data and analytics for an effective CWM program A robust data-driven CWM program’s key components Strategies to infuse data analytics into existing CWM programs
  • Provider Compendium

    April 21, 2025
    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

  • April 09, 2025
    In today’s dynamic talent market, organizations must actively monitor key roles and skills, both in-demand and emerging, to enable strategic workforce planning. Higher demand may indicate more significant competition for talent or a higher risk of attrition, making it vital to analyze talent demand trends to anticipate external competition and identify leading industries for talent acquisition. Everest Group’s half-yearly report offers insights into monthly IT services talent demand trends across India, highlighting top industries, roles, and skills based on H2 2024 demand. Leveraging data from our Talent Genius™ tool, this report comprehensively analyzes the current talent market, empowering organizations to stay competitive, plan for future workforce needs, and make informed talent acquisition decisions. Scope Industry: IT services Geography: India Contents In this report, we analyze talent demand trends in India's IT services sector on a national scale. Additionally, we provide detailed profiles of 15 major Tier-1 and Tier-2 cities, offering insights into talent demand trends, top industries, key roles, and essential skills in each location.
  • PEAK Matrix®

    March 26, 2025
    Organizations are shifting from traditional fixed employment models to more agile, hybrid workforce strategies integrating freelancers and Independent Contractors (ICs) with full-time employees. As freelancers become more integral to business operations, enterprises require structured solutions to manage freelancer sourcing, onboarding, compliance, payments, and performance tracking effectively. Without dedicated systems, organizations face inefficiencies, compliance risks, and lost opportunities for innovation. Freelancer Engagement and Management Systems (FEMS) offer purpose-built solutions for managing the freelancer lifecycle. These platforms enable organizations to efficiently engage, manage, and pay freelancers while ensuring compliance and seamlessly integrating with business workflows. Leading FEMS providers are enhancing their platforms with improved user experiences, AI-driven matching, automated compliance management, and robust payment solutions. In this report, we evaluate 16 FEMS providers using Everest Group’s proprietary PEAK Matrix® framework, focusing on market impact, vision, and capability. The report helps buyers identify the right FEMS provider for their needs and enables providers to benchmark themselves against their competition.
  • Viewpoint

    Jan. 29, 2025
    This breaking viewpoint provides Everest Group’s view on how AI infusion – integrating AI into existing enterprise workflows – will outpace full AI replacement in key industries. It explores AI's role in financial services, healthcare, and regulatory compliance, where real-time fraud detection, anomaly identification, and instant diagnostics are driving transformation. The viewpoint highlights the advantages of embedding AI within current systems to enhance efficiency, reduce latency, and optimize decision-making. It provides insights into market trends, enterprise adoption strategies, and the evolving regulatory landscape, helping businesses navigate AI-driven innovation while maintaining operational continuity. Membership(s) Available to all membership areas
  • Viewpoint

    Jan. 10, 2025
    The shift from traditional fixed employment models to more agile, hybrid approaches that blend permanent and contingent workers. While freelancers, or Independent Contractors (ICs), comprise the largest segment of the contingent workforce, managing this workforce category has unique challenges. Some Vendor Management Systems (VMS), Human Resource Information Systems (HRIS), and Employer of Record (EOR) platforms address specific aspects of freelancer management. However, they focus less on freelancer/IC management and often fail to deliver comprehensive solutions. Freelancer Engagement and Management Systems (FEMS) are transformative platforms that manage the entire freelancer lifecycle, including onboarding, performance tracking, compliance, and payment processing. Moreover, modern FEMS include robust sourcing capabilities and advanced freelancer/IC management capabilities. By adopting modern FEMS platforms, organizations can ensure compliance, enhance operational efficiency, and unlock innovation in a rapidly changing talent landscape. Scope  All industries and geographies Contents  In this report, we examine:  Key challenges in freelancer/IC management How FEMS streamlines freelancer/IC management FEMS platforms’ evolution FEMS in the CWM technology ecosystem Membership(s) Contingent Workforce Management Recruitment Sourcing and Vendor Management
  • State of the Market

    Dec. 30, 2024
    Post-pandemic, volatile business and talent demands have compelled organizations to rethink their workforce strategies while realizing the importance of a contingent workforce. This realization is driving the expansion of the Contingent Workforce Management (CWM) / Managed Service Provider (MSP) and Vendor Management System (VMS) markets. Despite the recent economic slowdown, CWM and VMS providers continue enhancing their service delivery capabilities and advancing process digitalization. MSPs and VMSs are significantly investing in enhancing their capabilities in managing non-traditional talent acquisition categories, including services procurement, independent contractors/freelancers, and direct sourcing. Simultaneously, providers are tailoring their offerings to address the unique needs of specific client segments, such as mid-market businesses and clients in the healthcare and blue-collar industries. They also leverage generative AI, advanced analytics, and automation to build comprehensive, end-to-end CWM solutions. In this report, we evaluate the global dynamics of CWM/MSP and VMS markets, highlighting regional variations, buyer adoption trends, technology trends, and solution trends. The report also explores the market’s future direction. Scope All industries and geographies Contents In this research, we examine: Economic trends influencing talent demands CWM/MSP and VMS market size and growth CWM/MSP and VMS markets’ geographical variations Buyer adoption trends Key trends shaping the CWM/MSP and VMS markets Providers’ key investment areas Membership(s) Contingent Workforce Management Sourcing and Vendor Management
  • State of the Market

    Dec. 27, 2024
    The impact sourcing ecosystem is rapidly expanding due to the growing interest in sustainable and socially responsible business practices. Enterprises and providers are increasingly incorporating diverse and underserved talent into their operations due to cost efficiency, access to specialized talent, and alignment with ESG and SDG objectives. Traditional providers dominate hiring volumes, while specialists see steady growth in revenue and headcount as they refine talent initiatives and partner with NGOs and educational institutions. Buyers recognize the dual value of cost benefits and corporate citizenship, advocating for more robust reporting and impact sourcing policies’ disclosure. In response, providers are investing in enhanced training programs, certifications, and technology upskilling, enabling impact workers to transition to more complex, higher-value roles. Despite generative AI’s disruptive potential concerns, agentic AI emerges as a promising tool to empower the impact workforce. Key market trends include the CXM industry’s increasing contribution to impact sourcing revenue, growing adoption of impact workers in MEA and APAC regions, and alignment with regulatory frameworks promoting fair labor practices. Governments support impact sourcing through incentives and regulations, while providers adopt inclusive hiring strategies and offer tailored employee support to complement workforce diversity and drive social impact. In this report, we explore macroeconomic drivers, buyer feedback, and generative AI’s influence on the impact sourcing space. Africa stands poised to lead the global impact sourcing growth, showing this approach’s transformative potential in fostering a purpose-driven and sustainable business landscape. The report aims to enable enterprises and providers to incorporate impact sourcing and other inclusive talent management strategies in their organizations. Scope Broad industry with a focus on impact sourcing talent strategy Geography: global Impact sourcing programs of both impact sourcing specialists and traditional service providers This report is based on primary and secondary data collection, conversations with market participants (buyers, outsourcing service providers, and impact sourcing specialists), and fact-based research Contents In this report, we analyze: The concept of impact sourcing and the comprehensive impact sourcing market landscape, including market size, trends, and talent portfolio Impact sourcing’s talent management practices across the hire-to-retire cycle Buyers’ take on impact sourcing Impact sourcing engagement case studies Technology’s role on the impact sourcing market and the future of impact sourcing programs Memberships This Market Report is available to All Memberships
  • Viewpoint

    Dec. 05, 2024
    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