Contingent labor programs have never been more critical—or more complex.  And admittedly, we on the provider side have helped make them complex.  Multiple agreements, vendor layers, program rules, etc. If you are on the talent acquisition or procurement side, you likely find yourself managing a maze of vendors, platforms, workflows, and handoffs.  We can do better.  2026 needs to be the year of simplification.  We can do more with less. As with the recent trends to simplify our lives in what we eat, buy, and schedule, thereby reaping the benefits of cleaner budgets, time management, etc., why not apply the same methodology to talent?

As someone who works closely with enterprise leaders every day, I see a common challenge: too many moving parts and not enough alignment. Sourcing teams, payroll providers, direct sourcing platforms, MSPs, and compliance partners are all operating in parallel—but not always in sync.

A holistic approach changes that.

Instead of stitching together disconnected services, organizations work with one integrated partner that manages the entire contingent labor lifecycle—from talent discovery through onboarding, payrolling, and performance optimization. 

What Does “Holistic” Really Mean in Contingent Labor?

A holistic contingent labor model is built around a single, unified delivery framework that brings together:

• AI-powered direct sourcing technology
• Human-led talent curation
• Payroll and workforce management
• Performance tracking and optimization

All delivered through one operating model, one contract, and one accountable partner.

This approach eliminates the gaps that often appear when different vendors own different pieces of the workforce journey. 

The Problem With Fragmented Workforce Programs

Most organizations didn’t set out to build complex workforce ecosystems—it happened gradually as new needs arose.

But fragmented programs create very real challenges:

• More Vendors, More Friction: Each handoff between suppliers introduces delays, miscommunication, and duplicated work.
• Higher Total Cost: When pricing is spread across multiple vendors, organizations often pay overlapping fees and lose visibility into the true cost.
• Inconsistent Candidate Experience: Talent moves between systems and partners, leading to slower responses, mixed messaging, and lower engagement.
• Limited Data and Insight: When information lives in multiple places, it’s harder to understand pipeline health, time-to-fill, or workforce performance.

A holistic model solves these issues by design. 

How a Holistic Model Improves Contingent Hiring

When one partner manages the full lifecycle, the experience becomes smoother for everyone—hiring managers, candidates, and procurement teams alike.

1. Lower Total Cost

Bundled pricing across talent curation, payroll, and direct sourcing technology creates a more predictable and efficient cost structure. One agreement means fewer fees and fewer billing surprises.

2. Seamless Delivery

With one partner owning the entire workflow, sourcing, vetting, onboarding, and payrolling operate as one continuous process—not separate handoffs.

3. Faster, Smarter Talent Access

AI-powered matching—using platforms like Opptly—surfaces qualified candidates quickly, while curators validate, engage, and refine those matches for quality and fit.

4. Stronger Candidate Experience

Candidates experience a consistent, branded journey, from talent community engagement to onboarding and ongoing support.

5. Continuous Optimization

With performance dashboards and KPIs across the full lifecycle, organizations gain insight into what’s working—and where to improve—on an ongoing basis. 

Why One Partner Makes a Difference

When a single partner is responsible for the entire contingent labor model, accountability becomes clear—and execution improves.

Instead of asking:
“Whose responsibility is this?”

There is one answer:
The partner managing the full program.

That clarity reduces risk, accelerates hiring, and creates a more predictable, repeatable workforce strategy. 

The Future of Contingent Labor Is Integrated

As contingent work continues to grow, organizations need more than just tools—they need cohesion.

The most successful programs will be built around:

• Intelligent technology
• Human expertise
• End-to-end ownership
• Data-driven optimization

All delivered through a single, holistic operating model.

A holistic approach to contingent labor isn’t about simplifying for simplicity’s sake—it’s about creating a workforce ecosystem that works better for everyone.

One partner.
One model.
One seamless experience.

That’s how modern organizations hire smarter, move faster, and manage talent more effectively.