Challenge: As a leading provider of translation services in over 160 countries, the company relied on an extensive network of 10,000+ freelancers. Growth was slowed by cumbersome onboarding, inefficient assignment workflows, and fragmented spreadsheet-based reporting. Internal team members spent hours trying to find workers with the right qualifications. The company also lacked visibility into worker performance and engagement, limiting its ability to scale. Solution: The company used an automated platform to streamline contractor onboarding, organizing, and management. It launched a branded marketing campaign to recruit workers onto the platform and used automated workflows to speed freelancer onboarding. It organized its contractor network into structured talent pools based on skills, locations, and business needs to enable faster deployment. It also centralized assignment, delivery, and payment in a single automated, secure system with accessible reporting. Results: Within a few weeks, hundreds of pre-vetted freelancers were engaged and completing work through the automated onboarding process. Project managers were able to find the right talent in an instant by using 400+ pools of talent, improving productivity. Centralized workflows supported seamless assignment and payment at scale. Improved reporting visibility enabled teams to continuously refine processes and support growth.

The IT staffing firm connected field service technicians to clients worldwide and relied on 2,200 independent contractors to serve 60 enterprises. With demand growing, it struggled to find reliable IT talent, particularly in smaller geographies. It also faced time-consuming administrative work to onboard and organize contractors, which slowed operations. The company implemented an IT Field Services Marketplace to access thousands of technicians with the right skills, certifications, and performance ratings in the geographies it needed. It used automated workflows to collect certification and license requirements, verify U.S. worker tax IDs, and request background checks. It also used Labor Clouds to group talent by skill set and location, enabling faster matching to incoming work orders. The firm filled more jobs in more locations while improving confidence in technician quality. Dispatch time was reduced from 3–5 days to 1.5 days. Client Net Promoter Score (NPS) increased from 80% to 98%.

Challenge: A 30-year-old technical services firm was still relying on a manual contractor management process while shifting to a 1099 workforce. It needed a better way to onboard and vet independent contractors and to route work orders efficiently. The company also struggled to ensure accurate, timely payments at scale. Overall, the existing approach was too slow and expensive for the volume of work it handled. Solution: The firm implemented WorkMarket to organize and manage its independent contractor workforce. It used Labor Clouds to pre-vet talent by skills, experience, and location and to give project managers a 360-degree view of worker performance. Automated work assignment documented job details and routed work orders to the right workers, while the mobile app enabled real-time communication and photo uploads for quality control. For payments, invoices were routed and approved and payment processing was automated. Results: With a steady flow of 300–500 work orders per week, the firm made work assignment easier through automation and clearer documentation. Project teams were able to match workers to jobs more quickly using pre-vetted talent pools and performance visibility. Payment processing was streamlined, reducing discrepancies and saving hours of administrative time. The company no longer needed to manually process 300–500 checks each week, improving the experience for both the business and its contractors.