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.

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

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

Gig workers are increasingly becoming ubiquitous in the Trust and Safety (T&S) space. They are currently engaged in more transactional services such as data annotation, translation, transcription, and quality review. Gig as a delivery model is experiencing less adoption in core content moderation due to security concerns and sensitivity of the content. Solving for challenges of data security and adopting robust wellbeing policies can help in utilizing the gig workforce in content moderation. This viewpoint explores the adoption of gig workers in T&S; the advantages, challenges, and risk mitigations strategies; regulations for gig workers worldwide, tools and technologies for leveraging gig workers, engagement models to harness the gig workforce’s potential, and the future of gig workforce in T&S. Scope Industry: All Geography: Global Services: Trust & Safety Contents This report looks at: Adoption of gig workforce in T&S Advantages, challenges, and risk mitigation strategies for gig workers Global regulatory landscape for gig workers Tools and technologies used to manage gig in T&S Engagement models for trust & safety enterprises and providers to harness the potential of gig workers Future of gig in trust & safety Membership(s) Trust and Safety Sourcing and Vendor Management

Through the acquisition of WorkMarket, ADP has acquired the final piece of the puzzle it was missing (contingent workforce management) to complete the TTM picture. It has thus fortified its position to face the upcoming headwinds in the global workforce management space. However, ADP still needs to do a lot such as integrate the WorkMarket brand with itself and develop products that can combine the best of both the platforms to prove this acquisition a success. Membership(s) Managed Service Provider Recruitment Process