A quick snapshot of your current program

• Tell me about your current contingent labor program, including who manages supplier relationships and how your spend is recorded
• How many suppliers regularly supply temporary or contract workers in a typical month Options: 1-5, 6-15, 16-30, 31-50, More than 50
• When was the last time you completed a procurement audit or focused spend review on contingent labor Options: Within 6 months, 6-12 months, 12-24 months, More than 24 months, Never
• Walk me through a recent example when a hiring manager engaged a supplier outside the central process, what happened and why
• Who in your organization signs off on supplier selection, rate approvals, and worker classification questions Options: Procurement lead, HR shared services lead, Legal/compliance, Business unit leader, Finance/CFO, Other
• Rate how visible your true contingent labor spend is across locations and business units Options: Fully visible, Mostly visible with gaps, Sporadic visibility, No consolidated view

Where the cost actually sits

• If your CFO asked for a 15% reduction in contingent labor spend by year end, what immediate tradeoffs would your team face
• Which cost drivers are responsible for most of your overspend Options: Rate card variance across suppliers, Agency margins and fees, Unplanned contract extensions, High time-to-fill delays, Duplicate or shadow suppliers, Other
• How many roles or job families made up roughly 80% of your contingent spend in the last 12 months Options: 1-3, 4-6, 7-10, More than 10, Unsure
• Describe a recent time supplier rate variation surprised you and the downstream impact on budget or delivery
• What single budget reality or metric would make you pull the plug on a managed program pilot today

Compliance and classification pressure points

• Which compliance gap would immediately derail a program rollout for you Options: Lack of classification controls, Payroll tax exposure, Local labor law conflicts, Supplier consent missing, Data privacy concerns
• Who in legal, HR, or compliance must sign off on classification controls and co-employment mitigations Options: HR legal counsel, Corporate compliance, Payroll leader, Local country legal counsel, Other
• How often have you faced a classification audit, misclassification claim, or payroll tax exposure in the past 24 months Options: None, One, Two to three, More than three, Prefer not to say
• List the specific regulatory or local labor rules that regularly complicate classification across the locations you operate in
• If the program required a shift from supplier-payroll to buyer-payrolled roles for a subset of workers, what decision gate would block that move

How work actually gets filled

• Walk me through the last time a critical role went unfilled for more than two weeks, what caused the delay and what did it cost
• Which hiring channels do your managers use most often for contingent roles Options: Agency portals, Direct supplier calls, Internal referrals, Internal contractor pools, Ad hoc job postings, Platform/vendor management system
• How do you currently measure supplier fill rate, time-to-start, and quality of hire for contingent workers Options: We track all three consistently, We track some but not all, We rely on anecdotal feedback, We do not track these
• Who owns training and onboarding for contingent workers and how consistent is that process across sites Options: Central HR/onboarding, Local site HR, Supplier-led onboarding, Mixed approach, Not consistent
• What operational failure in sourcing or onboarding would force you to stop a vendor consolidation effort immediately

Data and integration reality check

• Which integration failure would delay your go-live the longest, HRIS, procurement, timekeeping, or payroll Options: HRIS, Procurement/P2P, Timekeeping/attendance, Payroll, Supplier portal/API
• Who owns the API or SFTP endpoints for HRIS, procurement, and timekeeping integrations and can they grant access within 30 days Options: Yes, internal team can, Yes, external vendor can, No, access will take longer than 30 days, Unsure
• How clean and complete is your supplier and worker data for matching, deduplication, and rate mapping Options: Highly clean and usable, Mostly usable with gaps, Significant cleanup required, Not available in a usable format
• Which data sources currently feed your contingent spend reports, payroll records, or supplier invoices Options: Accounts payable, Payroll system, Supplier invoices, Procurement system, Manual spreadsheets, Other
• If your HRIS vendor cannot provide the needed integration, could you authorize a manual CSV workflow for the pilot or would that stop the project Options: CSV fallback is acceptable, CSV could work short term with effort, CSV is not acceptable and would stop the project

The alternatives you are weighing

• Who are you currently shortlisting or talking to for managing contingent labor, including internal options Options: Incumbent supplier(s), Major managed workforce providers, Build in-house, Consulting firms, No other options
• Which incumbent supplier or in-house approach would need to change materially for you to switch to a new managed program Options: Pricing model, Service levels, Reporting transparency, Classification controls, Nothing would change
• How compelling would your current approach need to be in cost savings or compliance improvement for you to remain with it Options: Match current projections, 10% better, 20% better, Other threshold
• Has any internal leader proposed building this capability in-house and if so who would lead that effort
• If a competitor demonstrated identical savings but lacked reliable classification controls, would that eliminate them from consideration Options: Yes, Maybe depending on mitigation, No

Decision levers and success metrics

• If the pilot achieves the savings and compliance targets you expect, what would allow you to sign within 30 days
• Which three metrics will your CFO or CHRO use to approve a full rollout Options: Cost reduction percentage, Reduction in classification risk/incidents, Supplier consolidation count, Time-to-fill improvement, Improved invoice accuracy, Other
• How much budget and for what duration is pre-approved for a pilot program this fiscal year Options: No budget, Under $50k, $50k-$200k, $200k-$500k, Over $500k
• Who are the must-have stakeholders for steering and governance and how often would they need to meet during the pilot
• What single contractual or commercial term would you require to be present in any pilot agreement to move forward this quarter

Practical timeline and blockers

• Which single approval, vendor consent, or legal clearance would stop your program from starting on your target date Options: Legal sign-off on contract, Supplier consent to rates, Budget approval, Data sharing agreement, Integration approvals
• On average, how many working days does procurement need to complete supplier onboarding paperwork today Options: Less than 10 days, 10-20 days, 21-40 days, More than 40 days, Varies widely
• Do you have named owners ready to run integrations, data transfers, and supplier outreach or would you need to staff those roles Options: Named owners in place, Partially staffed, Need to staff all roles, Unsure
• Which suppliers will likely refuse consolidated invoicing or rate governance and how many of your top 10 suppliers fall into that group Options: None, 1-2, 3-4, 5 or more, Unsure
• If budget approvals slip beyond your target go-live date, is there a fallback plan that preserves the pilot scope or does the project pause Options: Fallback plan exists, Scope reduction possible, Project pauses, Unsure

Final practical checks before we proceed

• Which single missing artifact would stop an immediate kickoff, signed SOW, supplier consents, or API credentials Options: Signed SOW, Supplier consents, API credentials, Data access permissions, Other
• What is the earliest realistic pilot start date given approvals, integrations, and supplier onboarding Options: Within 2 weeks, 2-6 weeks, 6-12 weeks, More than 12 weeks, Unsure
• How long of a pilot would demonstrate credibility to your finance and HR leadership Options: 2 weeks, 1 month, 3 months, 6 months, Other
• Which reporting feeds or dashboards do you need delivered during the pilot to validate savings and compliance Options: Real-time spend dashboard, Weekly supplier performance, Classification risk register, Invoice reconciliation report, Other
• Would having a named program manager and a clear weekly governance cadence make you more comfortable committing to a pilot Options: Yes, Maybe, No

• Solution Experience — Managed Contingent Workforce

• Confirm the current state and its cost
• You confirm that the modeled rate governance and consolidation eliminates the inconsistent rates and delivers specific modeled savings.
• Provide a 12-month contingent labor spend extract broken down by supplier, job category, location, and cost center.
• You confirm that the demonstrated classification controls and documentation materially reduce audit and misclassification risk.
• Proof: modeled rate governance and supplier consolidation
• Provide current supplier rate cards and any existing supplier agreements or SLAs relevant to contingent labor.
• Proof: classification and audit-readiness workflow
• You confirm that the analytics shown answer the CFO's visibility and savings-tracking needs and define what evidence remains for a decision.
• Run a sample rate optimization on the provided spend file and deliver a modeled savings report plus a proposed consolidated rate card before the next session.
• Proof: supplier governance and performance controls
• Draft a proposed pilot scope including target sites, candidate suppliers for consolidation, key milestones, and a target go-live date.
• Proof: near-real-time spend analytics for the CFO and procurement
• Confirm the internal decision stakeholders and the CFO's target savings percentage or threshold for moving forward.
• Validate the demonstrated future state
• Agree next steps and required evidence for decision

• Solution Experience — Managed Contingent Workforce
• Solution Experience Deck
• Solution Brief

• meeting
• slides
• document

• Onboard Suppliers to Managed Platform
• Negotiate and Lock Rate Cards
• Enforce Rate Cards at Order Level
• Operate Vendor Management and Supplier SLAs
• Provide Payrolled Worker Employment Administration
• Manage Compliance and Worker Classification Controls
• Consolidated Invoicing and Single Billing
• Invoice Audit and Payment Reconciliation
• Integrate Platform with HRIS Systems
• Integrate Platform with Procurement/ERP
• Workforce Spend Analytics and Real-Time Dashboards
• Operate Timekeeping Verification and Attendance Intake
• Execute Supplier Consolidation and Offboarding

Onboard Suppliers to Managed Platform

• Do you have a current supplier master list with vendor IDs, tax IDs, and contact emails? Options: Yes, No
• Which supplier documents do you require uploaded to supplier profiles (W-9, certificate of insurance, signed master service agreement)? Options: W-9 / tax forms, Certificate of insurance, Signed master service agreement, Background-screening evidence, Other
• How many active staffing suppliers must be onboarded initially from your supplier master? Options: 1-10, 11-50, 51-200, More than 200
• What is your preferred supplier onboarding sequence by business artifact (by region, by spend band, by job family)? Options: By region, By annual spend, By job family / skill group, By strategic supplier tier, Other
• Do you require supplier attestation to your worker classification policy or background-screening standard to be stored on the platform? Options: Yes - attestation required, No - attestation not required, Partial - only for payrolled suppliers
• What evidence will validate supplier onboarding is complete (completed supplier profile, COI uploaded, vendor number assigned in ERP)?

Negotiate and Lock Rate Cards

• Which job families or pay bands should be included in the initial rate-card negotiation (for example: IT contract developers, administrative temps, healthcare clinicians)? Options: IT / technical, Administrative / clerical, Healthcare / clinical, Professional services, Other
• How many rate tiers per job family do you require (example: standard, overtime, premium weekend)? Options: 1 tier, 2 tiers, 3 tiers, 4+ tiers
• Are there existing rate benchmarks, prior rate cards, or market surveys you will provide (rate card spreadsheet, historical invoices)? Options: Yes - full rate card spreadsheet, Yes - sample benchmarks, No benchmarks available
• Describe the approval workflow required to lock a rate card (cost center approver, procurement sign-off, legal review).
• Select the file format you will supply for rate-card upload to the platform Options: CSV template, Excel with mapping sheet, API feed, Manual entry via UI
• Who will own rate-card change requests and ongoing governance in your organization (procurement lead, category manager, finance owner)? Options: Procurement lead, Category manager, Finance owner, Shared services

Enforce Rate Cards at Order Level

• How should a purchase order or requisition reference the locked rate card (rate-card ID, effective date, PO line mapping)? Options: Rate-card ID on PO, Effective date reference, Both ID and effective date, Custom PO line mapping
• Can your current procurement workflow prevent manual rate overrides at order creation? Options: Yes - prevents overrides, No - overrides allowed, Partially - requires approver
• List the requisition fields that must be validated against the rate card (job code, hours per week, billing rate).
• Who is permitted to request a rate exception and which approvers must sign off? Options: Hiring manager only, Hiring manager + procurement, Procurement + finance, Custom approval chain
• When a supplier submits a quote above the locked rate, how should the platform handle it (notify approver, block order, allow with exception)? Options: Notify approver, Auto-block order, Allow with documented exception, Route to escalation
• How will order-level enforcement be tested before go-live (sample POs, sandbox validation with sample supplier quotes)? Options: Sandbox with sample POs, 3 supplier quote tests, End-to-end PO to invoice test, Other

Operate Vendor Management and Supplier SLAs

• List the SLA metrics you require tracked in supplier scorecards (fill rate, time-to-fill, quality rejection rate).
• How often should supplier performance reviews occur and which roles should attend (monthly ops, quarterly exec review)? Options: Monthly ops review, Quarterly business review, Biannual executive review, On-demand following breach
• Should automated escalation rules trigger when a supplier misses SLA thresholds? Options: Yes - auto-escalation, No - manual handling, Yes - after repeated misses
• Identify recipients for supplier scorecard reports and preferred formats (PDF summary, dashboard link, CSV export). Options: Procurement team, HR shared services, Finance, Executive sponsors
• Describe acceptable remedial actions when a supplier consistently fails SLAs (supplier improvement plan, financial penalty, offboarding). Options: Improvement plan, Financial penalties, Temporary suspension, Offboarding
• Should SLA obligations be embedded in the supplier master agreement templates stored on the platform? Options: Yes - embed in MSA, No - reference SLA separately, Partial - only for strategic suppliers

Provide Payrolled Worker Employment Administration

• Select the payroll model for payrolled workers Options: Your existing payroll provider, In-house payroll run by you, Professional employer organization (PEO) model, Hybrid
• Specify the worker data fields required by payroll (tax withholding forms, bank account, pay rate, hire date).
• Name the payroll administrative contact role for payrolled worker operations (HR payroll manager, shared services payroll lead). Options: HR payroll manager, Shared services payroll lead, Outsourced payroll admin, Other
• Select payroll frequency and pay-rule requirements to support (weekly, biweekly, overtime calculation method). Options: Weekly, Biweekly, Semi-monthly, Overtime rules required
• Are tax filings, year-end reporting, and statutory benefits administration for payrolled workers included in scope for the engagement? Options: Included, Out of scope, Included for certain countries only
• How will time and absence data be transferred to payroll (timesheet export, API push, SFTP batch)? Options: Real-time API, Hourly API sync, Nightly batch SFTP, Manual export/import

Manage Compliance and Worker Classification Controls

• Specify the worker classification framework your legal team follows for contingent workers (internal policy, IRS guidance, local labor statute). Options: Internal policy, IRS guidance, Local labor statute, Combination
• Provide the evidence your compliance team requires to validate contractor classification (engagement letters, job descriptions, timekeeping records).
• Indicate required background or credential checks to record on supplier profiles (criminal, drug screen, professional license verification). Options: Criminal check, Drug screen, Professional license verification, Education verification
• Identify the approver role for classification risk exceptions and the location of the exception log (GRC tool, shared drive). Options: HR legal approver, Compliance manager, Procurement lead, Other
• When an audit surfaces potential co-employment exposure, what remediation steps must be available (reclassification, payroll correction, supplier termination)? Options: Reclassification and back-pay, Payroll correction, Supplier remediation plan, Supplier termination
• Define the reporting cadence and KPIs required for compliance dashboards (misclassification incidents per quarter, percent of workers with valid COI).

Consolidated Invoicing and Single Billing

• Indicate whether you currently aggregate supplier invoices or pay suppliers individually. Options: Aggregate into single statement, Pay suppliers individually, Hybrid model
• Provide the invoice and remittance file formats your accounts-payable system accepts (CSV AP remittance, EDI 820, XML). Options: CSV AP remittance, EDI 820, XML, Other
• How frequently do you want a consolidated billing statement issued (weekly, biweekly, monthly)? Options: Weekly, Biweekly, Monthly, Other cadence
• Name the accounts-payable contact for billing disputes and preferred contact format (email, ticketing system). Options: AP manager email, Shared mailbox, Ticketing system
• Provide a list of tax or regulatory documents that must accompany consolidated invoices (1099 reporting, VAT invoices, local tax certificates).
• State the acceptance criteria that confirm consolidated invoicing is configured correctly (sample consolidated statement, validated remittance file).

Invoice Audit and Payment Reconciliation

• Define the invoice validation rules to apply during audit (rate vs PO match, timesheet verification, duplicate detection).
• How will timesheets be matched to invoices for reconciliation (timesheet ID, worker ID, billed hours)? Options: Timesheet ID match, Worker ID + date match, Manual verification
• Confirm whether automated three-way match (PO, invoice, receipt of service) and tolerance thresholds are required. Options: Yes - require 3-way match, No - allow 2-way, Require for high-value POs only
• Assign the owner role for payment exception workflows and supplier credits in your accounting process (AP manager, shared services). Options: AP manager, Shared services, Finance reconciliations
• Define the reconciliation report export requirements for financial close (file format, GL code mapping, invoice-to-PO link).
• When is the cut-off for posting reconciled payments to your general ledger (daily batch, weekly close, monthly close)? Options: Daily batch, Weekly close, Monthly close, Other

Integrate Platform with HRIS Systems

• Enumerate the HRIS systems requiring integration and the available endpoints (employee API, contractor feed, SFTP payroll file).
• Choose the HR data sync frequency required from HRIS to the platform (real-time API, hourly, nightly batch). Options: Real-time API, Hourly sync, Nightly batch, Ad-hoc/manual
• Specify the acceptance criteria that will validate HRIS integration (successful ID mapping for 99% of workers, no data loss across three sample syncs).
• State the HRIS technical contact role and supported authentication methods (OAuth, API key, SFTP credentials). Options: OAuth, API key, SFTP credentials, Other
• Detail the HRIS attributes that must map into the platform worker profile (employee ID, job code, supervisor, cost center).
• Are there data retention or personally identifiable information masking requirements for HR data passed to the platform? Options: Yes - PII must be masked, No special requirements, Country-specific rules apply

Integrate Platform with Procurement/ERP

• Enumerate the procurement systems and ERP instances to integrate and the vendor identifier used (vendor number, supplier tax ID).
• Detail the procurement transactions that must be supported by the connector (PO creation from platform, PO status update, invoice receipt). Options: PO creation, PO status update, Invoice receipt, PO change order handling
• Outline the mapping rules required between platform fields and ERP GL accounts (cost center to GL mapping, job code to expense account).
• Explain how purchase order numbers should be exchanged and reconciled (PO prefix rules, PO line item mapping, change-order handling).
• Assign the ERP/procurement approver role for connector testing and go-live sign-off (procurement lead, IT integration owner). Options: Procurement lead, IT integration owner, Finance approver
• Indicate required testing environments or data subsets for ERP connector validation (UAT sandbox, subset of vendors, test POs). Options: UAT sandbox, Subset of vendors, Test PO set, Full pilot

• Master Services Agreement (MSA)
• Statement of Work (SOW)
• Order Form and Fee Schedule
• Service Level Agreement (SLA)
• Data Processing Agreement (DPA)
• Compliance and Classification Addendum
• Governance and Escalation Plan
• Supplier Onboarding Acceptance and Milestone Sign-off

• Go-live Health Check (weeks 1-4)
• First Measurement Review (weeks 4-10)
• Acceptance Gate (around day 90)
• Monthly Operations Check-in (monthly, first 6 months)
• Quarterly Business Review (quarterly ongoing)

• Correct any data feed or reporting errors and document the verification steps.
• If any criteria failed, agree a remediation plan with deadlines and required verification evidence.
• Confirm the legacy system is decommissioned or retained read-only and that data migration or archiving is complete.
• Publish the formal acceptance record and store the signed decision in the shared workspace.
• Initiate remediation tasks for any failed criteria with documented acceptance checks and resolution deadlines.
• Execute legacy system decommissioning or archiving steps and publish confirmation when complete.
• Metric trend review
• Close or advance the highest priority operational issues and update their expected completion dates.
• Confirm supplier performance improvements or agreed supplier-level corrective plans.
• Ensure reporting feeds are accurate and that any data issues have an assigned remediation ticket.
• Update supplier performance scorecards and publish the monthly summary to the shared channel.
• Confirm success criteria and ownership
• Re-open or escalate outstanding operational tickets that remain blocked and record next-step actions.
• Executive summary of YTD outcomes
• Confirm year-to-date progress against the targets recorded in Solution Scope for realized savings and time-to-start.
• Prioritize enhancement requests and analytics improvements with provisional timelines.
• Close validated remediation items and re-schedule any remaining actions.
• Produce the quarter performance report and publish it to the shared workspace.
• Deliver the prioritized enhancement backlog with estimated timelines and acceptance criteria.
• Reconcile outstanding invoice or supplier disputes and document agreed resolutions in the issue channel.
• Confirm deployment status as complete, partial, or failed with a clear list of outstanding items.
• Create an initial remediation plan for all high-priority blockers with target completion dates.
• Validate that the shared issue channel and reporting access are active for ongoing tracking.
• Distribute the deployment completion report and list of outstanding items to the shared workspace.
• Collect and attach integration logs, API credentials references, and data access proofs to the issue channel.
• Log remediation items in the shared issue channel with target dates and required artifacts.
• Present first measurement data
• Establish whether the primary KPIs, including realized cost reduction percentage and average time-to-start, are trending toward targets.
• Document root causes for any KPI gaps and agree on corrective actions with completion dates.
• Confirm the data and evidence package required for the acceptance gate meeting.
• Produce and circulate the KPI data pack used in this meeting for the acceptance gate pre-read.
• Open corrective action tickets for each diagnosed root cause with expected resolution dates.
• Update rate card mappings or supplier assignments as agreed and record changes in the shared configuration log.
• Restate acceptance criteria and targets
• Produce a documented acceptance decision with a named signatory and pass/fail status for each criterion.
• Open issues and remediation status
• Present outcome data against each criterion
• Root cause diagnosis for gaps
• Deployment and integration validation
• Supplier performance and rate governance review
• Early adoption and usage signals
• Enhancements and analytics-driven improvements
• Document pass or fail per criterion and collect signatory
• Supplier performance and corrective actions
• Operational corrective actions
• Confirm readiness for acceptance gate
• Open issue burn-down and verification
• Reporting and analytics feed health
• Agree remediation items for any failed criteria
• Blockers and open issues
• Agree next-quarter operational priorities
• Agree immediate remediation actions
• Legacy system wind-down and data archiving
• Agree operational actions for next month