Owned by people.
Powered by technology.
Elevated Resources is a veteran-owned enterprise workforce partner, built on trusted relationships with our clients and their workers. A steady-state team runs your contingent workforce, hiring, and global employment programs, and stays with you for years. Proven, AI-assisted technology handles the routine work, so our people can focus on yours. You don't need to know what you need before you call.
Six services. Use one, or combine them.
Each service is run end to end by the same team, and each one lets you choose how much you take on and how much you hand to us. Compliance is built into every one, and the team that runs it is introduced below.
We manage your staffing suppliers and contract workers. Choose advisory, build and hand off, or fully managed. SOW and project-based engagements run under the same program, same team, same invoice. MSP advisory covers your program design; Altitude Advisory covers your technology.
Need full-time hires? Hand us parts of the process, like sourcing or scheduling, or the whole thing.
You pick the people. We employ them and handle pay, taxes, and insurance, including interns, retirees, redeployed staff, and contractors. These programs run under your MSP too.
Every contractor checked against the strictest rule that applies where they work, with attorney review on borderline cases. Built into every service, and available on its own.
We build your own talent pool of alumni, retirees, past contractors, and referrals, then run it and fill roles from it for you.
Independent advice on the technology behind your workforce program: VMS, ATS, onboarding, and the tools your candidates and hiring managers touch. Plus a lab that tests the latest AI automation before you buy it.
Not sure which you need? Most clients start with one service and add others as the program grows. Tell us what isn't working and we'll tell you where to start. Talk to the team
Enterprise workforce solutions, in under three minutes.
How one team runs contingent labor, direct hiring, global employment, contractor compliance, and your own talent pools under one contract, and how the technology behind them keeps the routine work off your desk.
Prefer a conversation? Talk to the teamWhat you'll usually hear, and what you get with us.
Most workforce programs are sold the same way. Here is how ours is different, in the words buyers use when they describe what went wrong last time.
| What you'll usually hear | What you get with us |
|---|---|
| "Sign a long-term deal and we'll run your program." | We'll run it, or build it and hand it to your team. |
| "The bigger your spend, the more attention you get." | We look for clients who share our values. Fit and partnership matter more than spend. |
| "Workers get a start date and a paycheck." | Your workers become part of our team, and we get to know them personally. Your suppliers are treated as partners. |
| "Call the service center with any questions." | A steady-state team you can call directly. |
| "Account teams are measured on spend and margin." | Our team is measured on relationships, accountability, and follow-up. |
| "Four vendors, four contracts, four quarterly reviews." | One team and one invoice across every service you use. |
Meet the people who will run your program.
Before you sign, you meet your Program Manager. Our average operating-role tenure is over nine years, and our clients benefit from long-term relationships with their program team. Our clients hire people, not a call center. That's why our people are the difference.
Program Manager
Owns the outcome end to end. Typically 10 to 15 years in workforce programs, matched to your industry at assignment. The name on your weekly call and your monthly report. You can interview them before you sign.
Supplier Relations Lead
Treats your suppliers as partners, so the best ones keep submitting. Owns onboarding, scorecards, and the performance conversations that keep fill rates up.
Compliance Specialist
Keeps you audit-ready, with attorney review when a case needs it. Classification, credentialing, I-9, and jurisdiction-specific risk, with a written opinion on every borderline call.
The same team for years
We plan for continuity, so clients build long-term relationships with their program team.
A rhythm you can count on
Weekly operating reviews, monthly written reports, and quarterly strategy sessions, even when nothing is wrong. We keep the schedule because that is how trust is built.
Accountability built in
The discipline we learned in uniform carries into the work. Delivery dates aren't moving targets.
Results our clients measure, and the people behind them.
21.4 days is the average time to fill across our active MSP programs. 82→100% and 60 suppliers, 1 invoice are results from individual client programs; details are available on request.
"ER always provides on-time responses, very effective actions, and great help when needed. The team demonstrated a very high level of professionalism."
"We were managing a contingent talent pool of over 2,000 people using a manual tracking program. With Elevated Resources and their technology partner, we now manage resources and fill positions in record time."
"By using Elevated Resources as our outsourced solution for strategic subcontracting management, we have a highly effective, cost-efficient staffing model that drives down our operating costs."
Compliance that holds up, without the paperwork landing on you.
Every contractor is checked against the strictest rule that applies where they work. Borderline cases go to our attorney panel for a written opinion. Records are kept seven years, so you can answer an auditor with a document, not a guess.
See how we classify contractors Take the free 1099 Risk Check
Technology that gives our team more time for yours.
We deliver programs on Altitude Workspace, built on Elevate VMS from our technology partner, Elevate SaaS, or inside the VMS you already use, including Beeline, SAP Fieldglass, and others. The software handles routine work around the clock. Our people handle the judgment, the relationships, and the hard conversations.
Platform access is included in the fee. 99.9% uptime. Azure-hosted, SOC 2, GDPR.
Ask MEL
Elevate's AI assistant answers hiring-manager and supplier questions 24/7, so your team isn't chasing status updates.
Platform answers the routine status question → your Program Manager takes the ones that need judgment.
Continuous credentialing
Flags expiring certifications and insurance before they become a gap, across 1,000+ suppliers in the Elevate network, so no one arrives on site with a lapsed credential.
Platform flags an expiring COI → your Supplier Relations Lead calls the supplier and resolves it before it reaches you.
1099 risk scoring
Checks every contractor against the strictest applicable test, then our analysts and attorneys review the borderline cases, so your managers can engage contractors without guessing at the rules.
Platform scores the engagement → your Compliance Specialist reviews borderline cases with counsel and documents the decision.
Shared dashboards
You, your hiring managers, and your suppliers see the same live view: KPIs, SLA adherence, spend, and supplier scorecards, so everyone works from the same numbers.
Platform keeps the numbers live → your Program Manager walks you through what they mean in the weekly review.
Your VMS, or our partner's. We'll show you the difference.
Most of our programs run on Altitude Workspace, where Ask MEL, continuous compliance scoring, and shared dashboards are built in. If you have already standardized on Beeline, SAP Fieldglass, or another VMS, our team can run your program there, and we will be clear about what you gain by moving.
Regional hubs in the Americas, EMEA, and APAC.
Three hubs support client programs with 18+ hours of combined coverage for urgent escalations. We employ workers directly or through partners in 14+ of these countries under one contract; the EOR page lists where.
Americas
United States · Canada · Brazil · Mexico · Peru · Colombia
EMEA
United Kingdom · Ireland · Germany · France · Netherlands · Turkey · Kuwait
APAC
Australia · Singapore · India · Japan · China · Philippines
Industries we serve.
FAA-regulated operations
Part 120 drug testing, A&P license verification, and co-employment controls.
Explore → Construction & EngineeringSkilled trades on schedule
Craft labor and project engineers with site safety and certification tracking.
Explore → Data Center & Mission CriticalBuilds that can’t slip
Electrical, controls, and commissioning talent with badging and background checks, supported by the same team from groundbreaking to handover.
Explore → Oil, Gas & EnergyField and project talent
Surge staffing for turnarounds and projects, with site-specific credentials.
Explore → Financial ServicesRegulated FinTech
Quarterly compliance audits, COI monitoring, and immutable audit trails.
Explore → GovernmentVeteran-owned (SDVOBE)
Workforce services for agencies and prime contractors.
Explore → HealthcareClinical credentialing
Credential tracking and HIPAA-aligned handling, run by specialists who've staffed clinical programs for years.
Explore → Life SciencesGxP-aware programs
Specialized contractor pools and quarterly compliance audits.
Explore → Manufacturing & IndustrialTouch labor at scale
Multi-shift coverage for launches and seasonal peaks, from a team that knows your shifts and your supervisors.
Explore → Professional ServicesConsulting, legal, and advisory firms
Billable-ready contractors, project teams, and partner-track hiring with conflict and confidentiality checks.
Explore → Software, AI & CloudEngineering talent, globally
Multi-country classification, EOR, and specialist recruiting.
Explore → Your industryDon’t see yours?
Most of what we do transfers. Tell us where the program lives and we’ll show you comparable work.
Talk to us →Latest insights and news.
Regulatory briefings and field notes from the team that runs the programs. See all insights →
The DOL wants to rewrite the contractor test, again. Your classification program shouldn’t swing with it.
The 2026 proposal would rescind the 2024 rule and bring back the 2021 "core factors" framework. Here is what actually changes, what doesn’t, and why jurisdiction-first classification is the only posture that survives each swing of the pendulum.
Read →UK umbrella reform: since 6 April, PAYE liability runs up the supply chain
Agencies (and in some chains, end clients) are now jointly and severally liable when an umbrella company fails to remit PAYE. What changed, who carries the exposure, and the six controls UK contingent programs should have in place now.
Read →EU Pay Transparency: the June 2026 deadline has passed. What global employers, and their EOR, need to do now
Directive (EU) 2023/970 was due in national law by 7 June 2026. Pay ranges before interview, no salary-history questions, and gender pay gap reporting are coming to every EU hire, including the ones you employ through an Employer of Record.
Read →Let’s talk about your program.
Tell us about your workforce, the countries and states you hire in, and what isn't working. A program lead, not a sales queue, replies within one business day. Within five, you'll have a written program review.