At Pipeline, we’ve been around the industry long enough to know that your company needs a complete solution that remains flexible, allowing you to make changes based on the many factors that influence your hiring. Our team of experienced, well-respected veterans provides strategies and solutions in managed services programs (MSP), data analytics, vendor management systems (VMS), statement of work (SOW), direct sourcing, recruitment process outsourcing (RPO), independent contractor (IC) compliance, and payrolling.
Our solutions allow every client to optimize its workforce, no matter what the composition. By listening and uncovering specific problems and concerns, we’re then able to create individualized plans that meet your company’s short- and long-term goals. There are no one-size-fits-all solutions at Pipeline.
MSP services are provided by our internal teams, led by experienced program directors and managers. Our teams cover every aspect, including program governance and management, best practice guidance and risk management, procurement and assignment management, VMS system administration, supplier management, reporting and analytics.
We create and manage strategic, discriminating programs that ensure every program runs at optimal levels.
As part of every workforce management solution, the Pipeline team will bring in members of our Workforce Alliance to provide additional solutions and services, as needed. We believe that our consultative talent acquisition and management ecosystem composed of industry experts sets us apart, bringing our clients uniquely individualized solutions.
Learn more about the types of solutions and services we offer.
In today’s data-driven labor market, data and analytics are often the most important component in strategic workforce management decisions. By collecting and analyzing data from multiple sources, both internal and external, companies are able to anticipate trends in the marketplace and realize how those will impact their current and future hiring requirements.
For optimal outcomes, companies should integrate technologies and align data sources, creating a conglomerated resource that is accessible by the right decision-makers. When data and analytics become part of a company’s strategic operations, it is then ready to make tactical and strategic decisions based on business metrics. Companies can move beyond backward-looking descriptive data, acting on forward-looking prescriptive data – the why, how, and what happens next – that results in a serious competitive advantage.
When companies need support filling certain types of contingent labor positions, they often find success by using direct sourcing, which takes place when companies decide to fill open roles using their internal processes, without the help of a staffing or recruiting firm. This can happen when hiring managers use their networks, which may include internal sources, procurement partners, and HR resources. With the growing number of available contractors in so many fields and industries, companies are expanding their searches, using third-party resources to locate talent. The initial offering was a talent marketplace, which aggregates potential workers in a single online location.
Companies seeking a more complete solution often adopt a freelance management system, which is technology that provides talent marketplaces to house candidates and can post jobs, fill open positions, manage hiring processes and invoicing. Talent clouds (also sometimes called networks, benches, and communities) store potential hires in ways that work for each user. Companies can establish groups for alumni, veterans, and worker with specialized skill sets.
A process that often goes beyond filling job openings, recruitment process outsourcing differs from direct sourcing in that a third party is engaged to handle all or part of a company’s total recruitment process. A company turns over most or all components of recruiting, including company staff, technologies, and reporting; all permanent and contingent positions can be part of the RPO program. This differs from a relationship with a staffing suppliers because the RPO provider becomes the de facto hiring manager and assumes responsibility for outcomes, often employing a more strategic approach.
The number of independent workers continues to rise at a rapid pace, and with that comes confusion surrounding proper classification of the various types of non-employee workers. It’s vital for companies to correctly differentiate between their W-2 and 1099 workers. Complying with all legal standards saves companies from tax and employment law violations that can result in fines and criminal penalties. Understanding the intricacies of federal, state, and local laws can prove daunting, so working with a third-party expert can remove those issues.
IC compliance providers offer a number of services including freelancer certification, compliance screening, agent-of-record services, invoicing, and 1099 issuance that remain in place throughout the entire contractor lifecycle. These services should be built on a foundation of legal and tax expertise, bolstered by company and contractor training, when needed. And a reputable provider will stand with its clients – audit support and other accuracy guarantees should be a part of every IC compliance solution.
A managed service provider offers complete strategic workforce management to its clients. MSPs establish program teams, led by managers and directors that ensure contingent labor workers are vetted, onboarded, verified for compliance, and managed throughout their tenure. MSPs can serve companies of any size and in most industries. Engaging an MSP gives companies the ability to shift employees away from time consuming operational tasks so they can use their time more effectively. MSPs are brought in to manage non-employee labor programs and all ancillary services, which often include workforce management, vendor management technology support, payroll, statement of work, and compliance.
Companies often find that working with an MSP can almost immediately uncover cost savings and reduce risk. In the long term, experienced MSP teams are able to create tactical and strategic business plans that result in more efficient operations, a stronger pool of available workers, and better suppliers. The greater visibility and insight gained into a workforce program can lead to better decision making based on data and analytics. An effective MSP becomes an extension of a company, supporting its culture and operations so growth and efficiency become the norm.
Managing payroll can be a complicated matter, especially when contract workers are involved. Since many internal payrolling systems are set up to handle traditional employees, companies often rely on payrolling firms to ensure all federal, state, and local laws are followed. If employees and contractors operate in multiple locations, whether regional or global, withholdings and tax requirements become even trickier. And every contract can have specific components that can impact invoicing. Outsourcing payroll to an expert saves time and money; reduces risk and error rates; improves security for companies and workers; and ensures compliance.
Many companies use statement of work documents, defining the aspects of projects that often include non-employee workers. A well-crafted SOW outlines the project parameters, responsibilities, team members, timelines and work products. In some instances, SOWs are misused with regard to non-employee labor, creating confusion and hiding costs that are forgotten or grow out of control.
Incorporating SOW management into a company’s strategic workforce management increases visibility into total non-employee spend. Working with an SOW management expert can ensure a complete solution encompassing cost controls, contract management, non-employee work parameters, supplier performance, and risk mitigation. Other benefits include increased productivity, better-informed hiring decisions, and tracking of worker performance, which can all result in greater productivity and increased profits.
At its most basic level, a vendor management system is a technology tool that enables companies to manage, and often automate, many of the administrative and operational components of a non-employee workforce program. Most VMS tools have functionalities that can be configured to meet specific needs like contractor and supplier sourcing; requisition creation and tracking; contract management; compliance and risk management; onboarding and offboarding; dispute resolution; data collection and reporting. Incorporating a VMS can streamline processes and increase visibility while helping to control costs. Supplier relationships are often improved because clarity surrounding needs, expectations, and timelines improves.
All VMS technologies are not created equal, and companies need to be sure their chosen partner meets their needs. Working with a technology-agnostic MSP with a keen knowledge of the VMS landscape can make the difference between having technology and having technology that truly improves your business. An MSP partner can manage the VMS, ensuring best practices are implemented that help companies meet their strategic goals.