A Fortune 500 technology company faced major challenges in contingent workforce hiring. Fulfillment rates were 12% in 2021, limiting the company’s ability to staff needed roles. The organization needed a more reliable way to improve hiring outcomes while controlling costs. The company partnered with an external provider to transform its contingent workforce hiring program. The program focused on improving fulfillment performance and building a U.S. talent community. The approach created a structured pipeline to support contingent staffing needs over time. The program increased fulfillment rates from 12% in 2021 to over 50% by 2024. It also grew a U.S. Talent Community to over 68,000 members. The company reported millions in annual savings as a result of the transformation.

Capgemini needed to streamline an extensive contingent workforce program while prioritizing the identification and re-engagement of former workers. The organization aimed to build robust global talent communities to better support its contingent hiring needs. This required a scalable approach that could work across multiple regions. A Direct Sourcing technology initiative was implemented to efficiently source experienced talent and create global contractor talent pools. A user-friendly platform supported re-engagement of high-performing former staff. The program also incorporated strict data privacy practices, working with local privacy offices to meet region-specific requirements and align Procurement, HR, and Curation teams globally. Capgemini expanded the program into India, the UK, France, the Netherlands, and Belgium. The effort built a global Talent Community of 200,000+ members. This included over 17,000 trusted former workers who could be re-engaged for future needs.

A San Francisco-based financial services company faced pressure to strengthen its contingent workforce strategy amid a tight talent market. It needed to fill roles faster while improving the quality of contingent hires. Traditional third-party sourcing approaches created added time and cost burdens. The company also required an approach that aligned with extended workforce management practices. The company implemented a direct sourcing solution through its partnership with Beeline. The approach enabled hiring contingent workers from the company’s own private talent pools rather than relying on third parties. The integrated setup supported building a curated talent community under the company’s employer brand. The implementation aligned the direct sourcing capability with its broader extended workforce management processes. The program delivered higher-quality talent and faster fill performance. Reported results included faster fill times and a reduced average time to fill. The direct sourcing approach also produced cost savings and high candidate completion performance per assignment. These outcomes demonstrated measurable improvements in both speed and efficiency of contingent hiring.