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Our Integrated Solution

Our unique approach seamlessly integrates our managed services solutions and vendor management system to create a comprehensive workforce management solution.

Managed Service Provider

We pioneered the purely vendor-neutral managed service provider model and continue to innovate the space today.

Vendor Management System

Our award-winning SaaS-based Wand VMS platform provides clients with the first true native mobile VMS.

Transforming Contingent Workforce Management

PRO Unlimited is a pioneer in contingent workforce management, laying the foundation with the launch of contract misclassification and co-employment risk management services in 1991. PRO followed this with industry-first managed service provider (MSP) and vendor management system (VMS) offerings. And the innovation has continued throughout the years.

Indeed, in a solutions space that has become increasingly crowded over the past few years, PRO’s unique contingent workforce management approach stands out.  These include:

First, our purely vendor-neutral, global model enables clients to manage international contingent labor spend underneath one consolidated umbrella. Second, our integrated MPS and VMS approach gives clients a single point of contact that delivers better business outcomes than disaggregated contingent workforce management solutions where the MSP and VMS are two separate vendors. Third, as our contingent workforce management solution includes self-sourcing, clients can leverage their brands to attract top contingent talent. Finally, PRO’s executive management team is the most tenured in the industry, with decades of experience in how to gain optimal business outcomes from contingent labor programs while managing risks.

Related Content and Resources

Freelance Marketplace eBook

Wondering when and where the freelance marketplaces fit into your contingent workforce management program? Read the eBook.

Five Tech Trends Webinar

Contingent workforce management is being shaped by five technology trends. These innovations from outside the enterprise can be harvested to produce sustained business outcomes. Watch the Webinar.

Affordable Care Act White Paper

The Patient Protection and Affordable Care Act (ACA) introduces new requirements for contingent labor. Are you and your suppliers compliant? Read the White Paper.

The PRO Insights Blog

The contingent workforce management space continues to evolve with the introduction of both new risks and opportunities. The PRO Insights Blog taps the company’s two-plus decades of experience architecting, building, and managing contingent labor programs—using our integrated MSP and VMS model—for some of the world’s largest and leading global enterprises.

Two-Plus Decades of Pioneering Leadership

July 16, 2015
The Bedrock of Our New PRO Insights Blog When we launched PRO Unlimited back in 1991, the workplace was in the early stages of a dramatic transformation. Large companies were downsizing their workforces for lower costs and greater flexibility, giving rise to a rapid proliferation of temporary staffing providers. Suddenly, growing percentages of the workforce became contingent workers—temps, independent contractors, and freelancers. Especially for large companies, the contingent workforce quickly became an important operational lynchpin, though it also grew into a substantial cost. And with this growth came greater risks around tax and benefit liabilities. Breaking Down the Silos Part of the problem was that contingent labor programs operated in myriad silos, and there was no consolidated view across all of them. They thus lacked visibility in terms of who was using contingent workers and how much they were paying for each resource, whether workers could be classified as contingent labor (versus full-time employees), how long the workers had served in a contingent work capacity, among many other factors. PRO sought to tear down these silos and provide enterprise-wide transparency by building connections and managing the processes between all of the different contingent workforce stakeholders. This was all done with a focus on striking a practical balance between the legal complexities enterprises face and their need to attract top-notch contingent talent. While the marketplace has changed over the years—from new business requirements and technologies to additional regulations—PRO’s vision and mission have remained the same. We believe that with the right contingent workforce management processes and systems, organizations can realize tangible business outcomes. Cornerstones of PRO Leading with innovation and placing customers at the forefront are crucial cornerstones that the company laid when it was first founded. And they remain today. Indeed PRO’s offerings have evolved over the years because we have listened to our customers while keeping a close eye on the marketplace. In doing so, PRO touts a proven track record of innovation (“industry firsts”) that include: Third-Party Payrolling Services in 1991 Purely Vendor-Neutral Managed Service Provider (MSP) in 1994 Vendor Management System (VMS) in 1995 Global MSP Offering in 2002 Statement-of-Work (SOW) Management System in 2004 Native Mobile VMS Apps in 2014 Apple Watch App in 2015 PRO’s journey is not complete. The company continues to look into the future, through the lens of customers and where the marketplace is headed, to determine what the next big innovation will be. The PRO Insights Blog: A Perspective from a Pioneer As a pioneer and leader in contingent workforce management, PRO possesses an immense amount of industry expertise and experience. So when it came time to re-launch our website, we elected to launch a blog with it, believing that prospects and customers are genuinely interested in hearing our perspective. Our blog posts will be organic—germinating from our experiences and our core marketing initiatives—as well as responses to news reports and recently published information. Here, our objective is to add our voice to the conversation in the blogosphere and social sphere

Basking on the Cusp of the Mobile Disruption Wave

June 12, 2015
Mobile Disruption We have come a long way with the Wand® VMS (vendor management system) platform over the past four years. When I was hired, my charter was to build a best-in-class VMS solution that would deliver an unrivaled user experience to our customers. Having just been named a “Cool Vendor” in Gartner’s recent “Cool Vendors in Procurement and Sourcing Technology, 2015” report, I wanted to take a brief moment to “bask” before continuing to scale new heights. Building the foundation As a starting point, we needed to build a world-class product development team in the heart of Silicon Valley. This objective was checked off several years ago; we assembled an exceptional team that routinely delivers new product enhancements that meet and exceed customer requirements. Getting a highly available, scalable, and reliable Software-as-a-Service (SaaS)-based IT infrastructure in place was another checkbox. We now have an infrastructure that delivers four 9’s availability. Taking our Wand Discovery module to a new level was another critical success. Our clients now have a robust platform for business intelligence; virtual real-time data analysis and reporting they use for strategic decision making. Another lynchpin we identified as crucial was the need for leading-edge innovation. After analyzing our customer requirements and use case scenarios, we determined that extending Wand VMS to offer an omnichannel experience would deliver tangible business value to our customers. Riding the cusp of the mobile disruption wave Mobile was the most obvious place to begin. All of the industry data supports our decision: mobile disruption is here to stay—both in terms of user adoption and enterprise adoption. In 2015, 13 percent of people—equating to over 1 billion—will access the Internet with only their mobile device.[1] Enterprises understand the trend: 35 percent plan to develop mobile apps this year.[2] I am pleased to note that we were ahead of the wave in the contingent workforce management space. Last year, we launched Wand Mobile for the iPhone and the iPad, and we just recently released Wand Mobile for Android. A 100 percent native app, Wand Mobile delivers an intuitive, easy-to-use experience—for both managers and workers. Accelerated benefits Using our mobile apps, our customers see three primary benefits: faster execution, faster adoption, and faster decision making. I’ll provide use case examples for each one. The days when the “power” resided with the buyers of talent are in the past. We have seen a shift in the past five years to the worker. These are high-end professionals with specific skill sets who are difficult to find in the marketplace. The result is a “War on Talent.” Faster execution can mean the difference between identifying, interviewing, and securing a highly sought-after candidate or losing her or him to the competition. Consider a vice president of IT who needs a hard-to-find Hadoop architect. She is in an important meeting when a notification for an interview with a candidate pops up on her Wand Mobile iPhone or Android app. Rather than waiting until she gets back in front of her

Contingent Labor and the Affordable Care Act

June 12, 2015
A Study in Complexity Few pieces of legislation have been the subject of rhetoric as hyperbolic—on both sides of the issue—as  the Patient Protection and Affordable Care Act (ACA). But there’s one description of this landmark law that businesses of all types—and people of all political stripes—can agree on: it is complex. Most would also agree that the law’s effects are significant, with both workers and users of talent experiencing major changes in how business is done. Its affect on the contingent workforce industry has not gone unnoticed. Both suppliers of contingent talent and buyers are still grappling with the effects of ACA on employer cost increases and even potential bill rate increases to buyers. The “Pay-or-Play” requirements of the ACA will undoubtedly increase costs for the staffing suppliers that must ensure affordable coverage for their workers, potentially decreasing their margins—especially for lower paid workers. Tracking and reporting on compliance is another big cost for both employers and suppliers. The reprieve has ended Virtually everyone was relieved when enforcement of the “Pay-or-Play” mandate of the ACA was delayed until 2015. But now that 2015 is here, companies have no choice but to comply. Contingent workers pose unique complexities, as their employer of record is usually different from the party benefiting from their work. While most companies with 100 or more full-time employees have to comply with the ACA (and those with 50 to 99 employees must comply in 2016), figuring out which workers are included in that count can be tricky. There are two different measurement options for determining part-time versus full-time status, and there are special rules for seasonal workers, employees with variable hours, and those with short-term assignments. Staffing agencies have their own unique rules for determining full-time status for those for whom they are employer of record.  Getting started With all these complexities, what are the recommended next steps for users of contingent talent? First, as a buyer, you assume your suppliers are in compliance. However, if ACA benefits are not offered or sufficient coverage is not provided, steep penalties apply—up to $3,000 per worker. Second, buyers need to understand how ACA is impacting—or may impact—supplier pricing. Companies with more than 30 contingent workers are recommended to get third-party guidance to ensure compliance with the ACA. If you don’t have a managed services provider (MSP) for your contingent labor program, now may be the time to engage one. If you have one, ACA compliance should be the topic of your next conversation with your MSP, if that hasn’t been covered already. Of course, PRO Unlimited stands ready to help in a number of ways. Our Payrolling Services have been ACA compliant for a long time, and our 1099 Business Validation Services help organizations to avoid worker misclassification, which can lead to ACA noncompliance. And our integrated, vendor-neutral MSP and VMS (vendor management system) solution leverages our deep experience and expertise in contingent workforce management to proactively stay compliant with the ACA and all other regulations and standards. 

Complying with New Paid Sick Leave Laws

June 12, 2015
Managing the Risk Philippe Boucher is one example of a new generation of worker activists. A longtime contingent worker at Microsoft’s Redmond, Washington headquarters, he joined with 33 other contractors to create a union called the Temporary Workers of America. But perhaps more importantly, he launched a blog, wrote a self-published book, and engaged in other social media activities to highlight differences in how that company’s contingent workers were treated compared with employees. Not long after Boucher’s social media posts garnered national attention, Microsoft announced in March that all suppliers with more than 50 employees would be required to provide workers with 15 days of paid leave per year. “We concluded that this is the right step for our business,” blogged Greg Smith, Microsoft’s general counsel. It’s a large-scale example of something that is happening across corporate America. Companies are beginning to see connections between paid leave for contingent workers and improved workforce productivity. At the same time, activists are pushing for paid sick leave, and voters and legislators in local jurisdictions are passing laws requiring it. These converging trends mean that more contingent workers now enjoy a significant amount of paid time off. New state and local requirements On the regulatory front, California, Massachusetts, and Philadelphia recently passed new laws mandating paid sick leave for most employees, joining the state of Connecticut and 15 cities that have enacted such laws in recent years. Now that two large states with technology-heavy economies have joined the list of jurisdictions with such laws, more employers and suppliers across the country are impacted in a big way. The various state and local laws differ in the ways employers are affected, how much sick leave is required, and how it accrues for the employee. With this patchwork of requirements, the challenge for employers is to figure out what is required—and where. This complexity will remain unless and until Congress passes a single national standard. Finding the best way to comply In the meantime, companies need to assess compliance and change corporate policies as needed. They will need to update their processes to avoid accidental noncompliance, while deploying technology that enables sick leave to be tracked—something that is not yet included in many vendor management systems (VMS). This tracking needs to extend across all employers of record—the supplier, the managed service provider (MSP), and the buyer. Even if they already offer a paid sick leave benefit for employees, companies will likely need to make adjustments to that policy to align with these new state and local laws. Some companies may decide to apply the most stringent of the local standards to employees across the board, simplifying policies and potentially generating positive media coverage for the brand. Others will opt to minimize costs by having different standards at different locations. Firms that depend on contingent labor will need to take extra care to ensure compliance for those workers, working with suppliers and/or their managed services provider (MSP) to make sure correct standards are in place. As