Krisha Mirpuri

🎲 Is your contingent workforce RFP set up to fail? Here’s the awkward truth: Most RFPs don’t choose the best partner. They choose the best storyteller. If your current MSP model rewards overspending... If your scoring system favors polished slides over real delivery... If your business leaders disengage halfway through the process... You’re not alone - and you’re not stuck. In my latest Substack essay, I unpack why so many workforce programs fall flat before they even begin. And more importantly, what to do about it. Inside, I cover: ✅ Why the traditional commercial model is broken ✅ What suppliers wish you knew (but never say out loud) ✅ The red flags your RFP is about to fail ✅ A smarter way to structure, score, and succeed If you’re about to run an RFP - or just survived one - this read could save you years of underperformance. 📩 Link to the full essay in the comments 📌 Save it now. Thank yourself later. #ContingentWorkforce #Procurement #MSP #FutureOfWork #RFP #HRStrategy #StaffingLeadership

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Meet the first AI that predicts your workforce costs. 👇🏻 Contingent workforce analytics platforms now offer predictive staffing models, automated spend tracking, real-time compliance monitoring. And this is the range of optimization happening today. It's become a trend to say: → 'AI will revolutionize how we manage contingent workers' But it's true. Major workforce platforms raised over 200 million this year. New machine learning algorithms converting towards making cost prediction possible. The forecasting you see is predictive analytics. The tracking is automated spend monitoring. It might not be used for replacing human judgment. But what about identifying overspend patterns? But what about predicting seasonal staffing needs? But what about automating compliance risk alerts? ✓ A manufacturing company reduced contingent costs by 23% using AI predictions. ✓ A tech firm avoided 150k in compliance penalties through automated monitoring. ✓ A healthcare system optimized staffing schedules saving 300k annually. I see applications. Do you? Repost to get your network up-to-speed. Check out the link in the comments for access to free resources that will help 👇🏻 #BeTheChangeYouWantToSee #ContingentWorkforce #FutureOfWork #GigEconomy #ModernWorkplace

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🚨 Few companies say their contingent workforce program is “leading edge.” Because here’s the problem ... 🟠 Most of them think they’re doing just fine. In reality? They’re leaking spend, losing visibility, and getting ghosted by talent — all while juggling outdated spreadsheets and “inherited” vendor lists. I just published my take on the 2025 SIA Workforce Solutions Buyer Survey that reveals: ✅ What separates CW Leaders from Laggards 💸 The real cost of rogue spend (it’s more than you think) 🤖 Why most AI and direct sourcing efforts are stuck in PowerPoint 📉 And the one thing no one wants to admit: your tech stack might be lying to you It’s practical. It’s provocative. And it might just explain why your program feels... stuck. You'll find the link to the full essay in the comments 👇🏻 And if you like candid, high-impact insights about contingent workforce strategy (with a little wit thrown in), hit subscribe while you’re there. Because this is just the first in a short series — and what’s coming next will challenge the way you think about direct sourcing, supplier accountability, and workforce strategy at large.

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💡 Thinking about outsourcing your recruiting? RPO (Recruitment Process Outsourcing) can be a game changer — if it’s done right. A recent post from our team at HireVelocity highlighted the top challenges companies face when partnering with an RPO, like aligning on goals, maintaining your brand voice, and scaling quickly without sacrificing quality. The truth? With the right partner, those challenges turn into advantages. I’ve seen it firsthand — faster hires, better candidates, and less stress on internal teams. If you’re exploring RPO or wondering if it’s the right move for your organization, let’s chat. I’m happy to share what’s working for our clients right now. 👉 Book a Time to Chat! https://lnkd.in/eD8Xek96 #RecruitmentOutsourcing #RPO #HiringStrategy #TalentAcquisition #HireVelocity

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HR Market Update This edition opens with a market review from Amy Morris, Managing Director - UK & Europe, reflecting consistent mid-market hiring activity and a clear uptick in senior appointments. Demand remains strong across core HR delivery and future-focused functions such as analytics and technology. We also share details of our upcoming events, giving you the chance to connect with HR Professionals and hear fresh perspectives from across the HR landscape. Finally, explore the full capabilities of the Oakleaf Group, from executive search to specialist recruitment and supporting clients and candidates across the UK, Europe, US and the Middle East 🔗 Read the update here: https://lnkd.in/eB82tHXy #HRHiring #HRMarketUpdate #OakleafExecutive #HRCareers #HRInsights

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Our latest research, surveying 430+ UK professionals, paints a fascinating picture of how tech talent is thinking, feeling, and planning as we accelerate through 2026. A few standout insights... Tech confidence remains resilient: Despite a dip in overall job‑market confidence post‑Budget, tech professionals are notably more upbeat than in other sectors. Over 54% feel confident they could secure a new role today, a reflection of continued demand for digital skills. Mobility is rising: One‑third of tech professionals are now more likely to change roles. Retention strategies matter more than ever. Progression is king: Yes, salary still tops the list of reasons to explore new opportunities, but tech talent places a much higher premium on clear advancement pathways compared to the wider workforce. Organisations that can articulate progression will win. Flexibility is non‑negotiable: An overwhelming 85.5% rate flexibility as “very” or “extremely” important. Hybrid models (1–2 days in the office) are the clear preference, with 25% favouring fully remote. Skills development is a defining expectation: 40% of tech professionals are prioritising technical and digital upskilling in 2026. Employers that invest in learning culture, certifications, and real development opportunities will stand out. Pay expectations are rising: More than half are expecting a pay-rise soon. Regular benchmarking and transparent review cycles are now essential hygiene factors. The big takeaway? Tech professionals are confident, ambitious, and increasingly selective. They’re looking for employers who offer more than competitive pay. They want flexibility, progression, culture, and continuous growth.

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👀 Check out the latest in employment data from ManpowerGroup in The Times, covering why the UK is facing the world’s steepest drop in hiring confidence.   The Q4 2025 Employment Outlook Survey shows hiring intentions falling to +11%, with Petra Tagg, Workforce Solutions Director at ManpowerGroup UK, sharing expert insight on what’s driving the shift — from cost pressures to AI disruption.   👉 Read and share: #EmploymentOutlookSurvey #hiringtrends #talentshortage #MEOS #Hiring

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Contingent Talent driving critical projects forward. The latest data from the UK's Association of Professional Staffing Companies reveals an increase in contractor recruitment in May, both month-on-month (4%) and year-on-year (11%). This trend aligns with what we are seeing on the ground - the demand for productivity increases through AI usage is constraining perm hiring, already under pressure given rising statutory employment costs. Businesses are having to turn ever more frequently to contingent, flexible talent for essential projects, especially in technology transformation, risk, and finance. Add to this operational strategies that are evolving to incorporate greater access to offshore markets like India and South Africa. The ongoing market adjustments indicate the dynamic shift in the industry has not yet run it's course. #India #SouthAfrica #Technology #HumanResources #Careers #Innovation #Management #Markets

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CATCH UP WITH THE LATEST EPISODE NOW! 📲 I'm joined by Justin Byrne, Founder & Group CEO at Certus Recruitment Group. We discuss the transition from GTM to tech recruitment, key differences in UK vs US recruitment, scaling challenges, 2026 growth plans and much more 👇 Watch or listen to our newest release right here: Spotify - https://lnkd.in/ehx9EHQ6 YouTube - https://lnkd.in/e24zEBwX Apple - https://lnkd.in/egqnAizZ Amazon - https://lnkd.in/e5iuABbp - - - - - - - - - - - - - - - - - - - THE SEARCH PODCAST is proudly sponsored by Ascen. Ascen's all-in-one platform is fully white-labelled and handles onboarding, payroll, invoicing, insurance, benefits, and optional embedded payroll funding.

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Really enjoyed diving into this conversation on how AI is reshaping the future of MSPs and RPOs. One of the biggest shifts? AI is helping us move from reactive recruitment to predictive workforce planning, giving outsourcing providers a real strategic edge. We’re only scratching the surface, but the potential is huge. Listen to the full conversation here: https://lnkd.in/ehuQiUjg

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It's happening......... The RPO market is experiencing significant growth. Projections estimate 10% annual growth in the coming years. If you have a customer who would book a meeting to hear more about: 🌟Reducing the cost per hire by +30% 🌟Accessing expertise and tech 🌟The ability to turn hiring on and off 🌟How to enhance the employer brand 🌟How to build a true talent pool for them Then you should probably innovate and build talent solutions. If you dont, your competetitors will.

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Scaling your business? Then your RPO partner matters more than ever. We’ve outlined what to look for when choosing a provider that can grow with you 👉 https://lnkd.in/dk28yq_4 #Growth #RPO #EmbeddedTalent #BusinessScaling #HiringSolutions

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