Digital Talent Manager

Onboarding a Contractor Workforce without the high mark-up costs

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Managers control the cost of resources; net impact is a 'like' cost of an FTE.

• Traditional and Technical skilled non-staff supplemental contractors

• Legacy Knowledge Industry Expertise ​

Cost of attrition is mitigated in high turnover business units​

• Reduces high-attrition rates​

• Optimizes work output for specialty and technical skills ​

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• Work output is measured daily, based on assigned targets​

• Bi-weekly performance management assessment of key ‘success’ skills; online training content accessible from contractor profile ​

• Remove employee engagement blockers timely; active peer community​

• Prioritize lesson learned/best practice asset library; knowledge reused in later projects.​

Eliminates HR overhead for onboarding, program management, performance tracking​

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• College Intern performance metrics are stored in the platform year over year.

• Post college graduation, offers are extended for FTE employment

• Budget Planning & Analysis​

• Vendor risk assessments and remediation​

• Eliminate Vendor contingency cost mark-up​

  • Efficient profile submission for open roles​

  • Managers have access a larger Contractor pool of candidates​

  • Timely contractor selections mitigates foregone revenue for weeks on end​

  • 30-day open role planning enables ‘right skillset’ recruiting​

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• Quality control mechanism provides timely feedback for work output and quality remediation​