Your contingent workforce program, run by people you'll know by name.
We assess, build, run it for you, or hand it off. A steady-state team manages your staffing suppliers and contract workers, technology from our partner handles the routine work in the background, and pricing improves as the program grows. One partner, one team, one invoice.
Advisory, build and hand off, or fully managed.
Most MSPs only sell the long-term deal. We offer three ways in, and you can move between them as your program matures.
Advisory
We assess your program and give you a plan you keep. Rate cards, supplier panel, classification risk, and governance, with written findings and a roadmap your team can run.
Build & hand off
We set it up, train your team, and hand you the keys. Supplier contracts, SLAs, workflows, and reporting built with your people, then transferred to them on a schedule we agree up front.
Fully managed
We run it for you. One team, one invoice. Program Manager, Supplier Relations Lead, and Compliance Specialist on your account over the long term, with first-year onsite support where it fits.
SOW and project-based work. Statement-of-work engagements run under the same program: same team, same supplier governance, same invoice, with milestone and deliverable tracking alongside your contingent requisitions.
Retirees, interns, redeployment, and advisory, under the same program.
An MSP that only manages staffing suppliers leaves a lot of talent on the table. These programs run inside your MSP with the same team, the same governance, and the same invoice. The people are employed through our Employer of Record, so nothing lands on your payroll.
Retiree & alumni programs
Bring back people who know your business for projects, mentoring, knowledge transfer, or peak periods. Pension and benefit rules checked before the offer, rehire paperwork handled by us.
Intern & early-career programs
Seasonal and year-round interns and co-ops employed, paid, and onboarded consistently across locations, with school calendars, hour limits, and conversion-to-hire tracked in the program.
Redeployment
When a project ends, good people move to the next open role instead of leaving. Redeployment candidates are presented to hiring managers before a requisition goes to suppliers, and we report the redeployment rate monthly.
Program & technology advisory
Rate cards, supplier panel, governance, and the technology your candidates and hiring managers touch, assessed by our Altitude Advisory team with written findings you keep. Altitude Advisory →
Want these without a full MSP? Every program above is also available on its own through our Employer of Record and Direct Sourcing services.
A steady-state team on your account.
Every engagement is staffed with three dedicated roles from kickoff. We plan for continuity, so those people stay close to your program. They are tenured, and Program Managers typically bring 10 to 15 years in workforce programs, with direct industry experience in aerospace, manufacturing, healthcare, financial services, or technology, matched to your program at assignment. You can meet your Program Manager before you sign.
Program Manager
Owns the outcome end-to-end. Your primary contact, the voice on your weekly call, and the person whose name is on the monthly executive report. Runs supplier performance, hiring-manager satisfaction, and program KPIs. If something in your program isn't working, the Program Manager owns the plan to fix it.
Supplier Relations Lead
Runs the supplier side of the program as a genuine partnership, not a gate. Owns supplier onboarding, scorecarding, tier rebalancing, and performance conversations. The best suppliers on your panel return our calls because we treat them as collaborators, which shows up in your fill rates every week.
Compliance Specialist
Classification, credentialing, I-9, background-check adjudication, and jurisdiction-specific risk. Works alongside our attorney panel when a case warrants escalation. The Compliance Specialist is the person who keeps your program audit-ready on day 180 and day 1,800: retention, chain of custody, and written opinion included.
A note about what working with us is actually like.
We are a Service-Disabled Veteran-Owned Business Enterprise, and that shows up in the work in two ways our clients tell us they feel. First, accountability: commitments are commitments, and delivery dates are not moving targets. Second, tenure: our average operating-role tenure is over nine years, and our clients benefit from long-term relationships with their program team. We plan for continuity, so there is no junior rotation and no quarter spent bringing someone new up to speed.
We say no to engagements we aren't the right fit for. We tell clients when a supplier in their panel is the wrong choice for a specific role. We flag our own mistakes before they become the client's problem. It's a slower path to a commercial relationship, and a faster path to a durable one, which is why our average client tenure is measured in years, not quarters.
Where most MSP programs fall short.
We have spent 19 years inside contingent workforce programs, running them, fixing them, and rebuilding them, and we know exactly where the money, the supplier trust, and the audit-readiness leak out. The four failure modes below are predictable. With the right operating model and the right team, they are also avoidable.
Your best suppliers stop submitting
Incumbent MSPs often stand between the client and the supply base, gatekeeping access and compressing margins until the A-tier suppliers quietly deprioritize your requisitions. Fill rates decline, quality-of-submit degrades, and nobody can quite explain why. We run a supplier partnership model: scorecarded, transparent, and structured so the best firms actually want your work.
Costs live in the footnotes
Flat markups, transaction fees, compliance surcharges, platform passthroughs, "regulatory adjustments", the real cost of a program is rarely the rate card. Our fee structure is tiered, published, and scales with you: rebates grow as your spend grows. No passthroughs, no per-transaction escalators, nothing recoverable in the footnotes.
Classification lives in a spreadsheet
1099 classification, I-9 verification, background checks, state-specific overlays, country-specific risk: most MSPs outsource the judgment, re-aggregate the results in Excel, and hope nothing breaks. Our platform scores every engagement against the strictest applicable jurisdiction, with borderline cases escalated to attorney review.
Nobody can answer "how are we doing?"
Quarterly business reviews arrive as 40-slide decks narrating last quarter's anecdotes. We run real dashboards (real-time KPIs, SLA adherence, spend analytics, supplier scorecards) visible simultaneously to your team, your hiring managers, and the suppliers on your panel. QBRs become conversations about what's next, not debates about what happened.
Built around your gaps, not a savings template.
Most MSPs lead with a standard cost-savings pitch. We start by learning how your organization works and where your program falls short, then design the MSP around those gaps. Savings still matter, and we track them, but they follow from a program your hiring managers and suppliers actually want to use.
We learn your culture first
Interviews with hiring managers, procurement, HR, and your key suppliers before we propose anything.
A program built for you
Policies, workflows, supplier panels, and reporting shaped around your specific challenges, not a one-size package.
First-year onsite support
For new programs, we decide together with each client whether first-year onsite support is the right fit, so a program lead can work alongside your team while the program is established.
How we deploy and run your program.
Most MSP transitions fail inside the first 120 days, not because the new provider is wrong, but because there's no shared definition of what "working" looks like. We start every engagement with a written operating plan, a documented SLA set, and a steady-state team introduced on day one.
Deployment, in four phases (five if you take the keys)
Discovery
Weeks 1–2
Current-state audit. Supplier roster review. Rate-card diagnostic. Classification-risk snapshot across the existing population. Hiring-manager interviews. Written findings document at week 2.
Baseline
Weeks 3–6
SLA set codified with your TA leadership. Supplier panel segmented and tiered. Legacy requisitions re-platformed into Altitude Workspace, or into your VMS. First wave of compliance scoring run on active engagements. Program Manager embedded.
Deploy
Months 2–3
New requisitions route through the Program Manager. Supplier scorecards go live. Weekly operating reviews begin. First monthly executive report at day 60. Any Yellow/Red classifications remediated before deploy gate.
Optimize
Month 4 onward
Reporting goes live and savings tracking begins. Supplier tier rebalancing. Time-to-fill targets tightened. First QBR at day 90. Rebate schedule activates once the program crosses its agreed threshold.
Hand off
Optional · build & hand off
We train your team and transfer the program: supplier contracts, SLAs, workflows, reporting, and the playbook behind them, on a schedule agreed at kickoff. We stay available for advisory afterward.
Operating cadence
Four rhythms, each with a clear purpose and a clear owner. The schedule stays predictable, so there are no surprises.
Requisition standup
Program Manager and Supplier Relations Lead review open requisitions, urgent fills, at-risk engagements, and any supplier or classification exceptions from the last 24 hours.
Operating review
Joint review with your TA leadership. Fill-rate trending, supplier performance by tier, SLA adherence, open exceptions, and any decisions needed from your side to unblock the pipeline.
Executive report
Written report to your VP TA and Procurement: program KPIs, savings to date, risk posture, supplier health, and forward-looking hiring-plan alignment. Delivered day 5 of every month, no exceptions.
Business review
Strategic session: rate-card pressure tests, supplier re-tiering, contract-term optimization, upcoming regulatory changes, and a written improvement plan for the next 90 days.
Pricing that improves as you grow.
Most MSP pricing is designed to be inscrutable. Ours is designed to be defensible at an audit, explainable to your CFO, and structurally aligned so that when the program gets bigger, the economics get better for both sides.
Tiered program fee, published in the contract
One published fee schedule that tiers with program spend. Your CFO sees the same number we see. The fee is the fee, no supplier-side surcharges, no separate compliance adjustments, no "platform modernization" line items that appear on invoice 14.
Rebates as the program scales
Once the program crosses contractual volume thresholds, rebates return capital to you. Written into the MSA. Reviewed quarterly. It is a contractual right, not a negotiating lever.
Supplier rates are the rates you see
We don’t re-price supplier rates, and we don’t allow suppliers to pass through background check, drug screen, I-9, training, or ACH costs. Any program-level administrative fees, such as screening administration for EOR workers or international wire and transaction fees, are agreed up front and itemized on your invoice. Platform access is included in the fee.
Savings tracked jointly, reported monthly
Rate optimization, tenure management, overtime reduction, supplier consolidation: every savings category is defined in your MSA, tracked by category in the monthly executive report, and reviewed jointly at QBR. What you save is on the record. What we deliver is on the record.
The technology that supports your team.
Credentialing, compliance scoring, COI monitoring, time capture, document retention, and the 1099 Risk Scorecard run continuously on Altitude Workspace, powered by Elevate VMS from our technology partner, Elevate SaaS. Ask MEL, Elevate's AI assistant, handles routine status queries and requisition creation for hiring managers and suppliers 24/7. Platform access is included in the fee, and if you already run Beeline, SAP Fieldglass, or another VMS, our team works there too.
Results our clients measure.
"ER always provides on-time responses, very effective actions, and great help when needed. The team demonstrated a very high level of professionalism."
"I have been working with Heather on a new contract worker role for my site, and she has been an absolute pleasure to work with. She took extra care in working with me to make sure I was following proper protocols and relaying comments professionally to our suppliers. My role and my team's role are based on customer service, so I really enjoy when someone takes the time and effort to make their customer happy. Top notch stuff!"
Pair MSP with RPO, EOR, and IC Compliance.
Programs rarely stay in a single lane. A client that starts with MSP often adds RPO for direct-hire capacity, EOR for international workers, and IC Compliance for 1099 defensibility. When those disciplines stay under one partner, the integration is invisible. When they don't, the seams are where the work falls through.
Unified hiring, contingent and direct
A single pipeline for contingent and permanent requisitions: one Program Manager, one set of suppliers and sourcers, one candidate experience SLA. Most of our clients run both, and the integration is where the real savings live.
Explore RPOExpand internationally without new contracts
Your MSP program extends into 14 countries direct or partner under one governance layer. No entity stand-up, no separate MSA, no local-law risk transferred back to you. One invoice in your preferred currency.
Explore EORZero-gap classification inside the MSP workflow
Every 1099 engagement is scored against the strictest applicable jurisdiction. Yellow and Red classifications route to attorney review before deploy. Written opinion and 7-year audit-ready retention on every engagement. Not a separate service: part of the program.
Explore IC ComplianceThe technology that supports your team
Altitude Workspace, powered by Elevate VMS, is included in the fee. Ask MEL handles hiring-manager queries 24/7. The 1099 Risk Scorecard runs continuously. Shared dashboards are visible to your team, your hiring managers, and your suppliers at the same time.
See the technologyFrequently asked questions.
If you're evaluating us against an incumbent provider or a larger MSP, these are the questions that usually come up. Plain answers, no sales deck.
How long does implementation actually take?
Our standard deployment is 90 days from signed MSA to full operating cadence, structured as a 4-phase plan (Discovery, Baseline, Deploy, Optimize). We have run accelerated 60-day deployments for programs in crisis, and longer 120-day deployments for globally fragmented programs that require country-by-country rollout. The variable is almost always supplier contract novation, not platform or team readiness on our side.
Can you work inside our existing VMS?
Yes. Altitude Workspace, powered by Elevate VMS from our technology partner, is where our AI features, risk scoring, and dashboards are fully integrated, but we operate inside Beeline, SAP Fieldglass, and other platforms for clients already standardized on them. Our steady-state team runs the program regardless of which platform we operate on. We're clear about what capabilities we give up when we don't operate on Altitude Workspace, typically continuous compliance scoring and Ask MEL, and we cost it into the proposal in writing.
What happens if a supplier's performance drops?
Supplier Relations Lead identifies the degradation in the weekly scorecard review. The supplier is notified with specific metrics and a 30-day improvement plan, reviewed jointly with your TA leadership. If improvement doesn't land, the supplier moves to a lower tier (which deprioritizes their requisitions without removing them from the panel). Full offboarding is rare: our model is designed to catch drift at 60 days, not crisis at 180. Written scorecards and decision logs are retained on every supplier for the life of the program.
What's actually included in the fee vs. passthrough?
The fee includes the steady-state team, platform access (Altitude Workspace, powered by Elevate VMS, including Ask MEL, risk scoring, document retention, and dashboards), compliance scoring and attorney escalation, supplier onboarding and performance management, program reporting, and quarterly business reviews. Background checks, drug screens, and third-party credential verifications are billed at cost with no markup, you see the vendor invoice in your monthly report. There are no per-transaction fees, no "platform modernization" line items, and no compliance surcharges.
How do savings actually get tracked?
Every MSA defines 4–6 savings categories: typically rate optimization, tenure management, overtime reduction, supplier consolidation, and in some programs, classification-driven reclassification savings. Each category has a documented methodology and a baseline measured at the end of Discovery. Month-over-month movement in each category is reported in the monthly executive report with underlying data, then rolled up jointly at QBR. We don't self-report savings and we don't use composite industry-benchmark math, every number traces to a line item in your program.
Can we see the Program Manager's background before we commit?
Yes. The proposed PM is identified in the statement of work, with a one-page bio attached: industry background, tenure, certifications, and two recent engagement summaries. Before signing you can interview the PM directly, we consider this table stakes. If the match isn't right for your program, we propose alternates before the ink hits the page. The PM we propose is the PM who runs your program.
Can we run the program ourselves later?
Yes, and we plan for it. Under the build and hand off model, the transfer is scheduled at kickoff: we train your team, hand over supplier contracts, SLAs, workflows, and reporting, and stay on in an advisory role for as long as you want us. Clients on the fully managed model can move to hand off at any contract anniversary. We would rather you own a program that works than rent one that doesn't.
What if we already have an MSP and just want to benchmark?
We run a written 2-week program diagnostic for qualified opportunities, no charge, no obligation. You provide a redacted sample of your current rate cards, SLA document, supplier roster, and a recent QBR deck. We come back with a written findings document: where your program stands against benchmarks, specific savings opportunities we would target, compliance gaps we would close, and a point of view on whether a provider change is actually warranted. Sometimes the answer is "stay where you are and fix these three things", and we say so.
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.