For the first time, three of the largest global MSPs—Pontoon, Allegis Global Solutions, and Impellam—shared a stage to discuss a topic that has long been overlooked in traditional workforce strategy: the growing importance of independent talent and freelancers.
This landmark panel marked a shift in the conversation. Instead of asking who to hire, enterprise leaders are asking: What work needs to get done, and what’s the smartest way to do it? That mindset is reshaping how the world’s most competitive companies deploy resources, manage risk, and stay agile.
What Today’s Leaders Need to Know
Independent Talent Has Shifted From Supplementary to Strategic
Workforce strategy has historically been built around FTEs, temps, and contractors, with freelancers treated as an afterthought or compliance risk. That’s no longer viable. Demand for independent professionals is rising across functions and geographies, and Fortune 1000s now recognize that accessing this talent is key to maintaining a competitive edge.
“None of our customers have a workforce plan they’ll stand behind. But now the exec team wants answers.”— David Gettins, Impellam
Start With the Work, Not the Worker
Across both enterprise and SMB clients, MSPs are seeing a clear trend: start with the work, not the hire. By breaking projects into tasks and evaluating the best-fit delivery model (employee, freelancer, vendor, or automation) organizations are challenging legacy hiring assumptions and unlocking new workforce agility.
“Hiring used to be the default. Now it’s the last resort.”— Bruce Morton, Bruce Morton Consulting
The Biggest Barrier Isn’t Tech or Data; It’s People
The tools exist. The data exists. But the mindset hasn’t caught up. Silos between HR, procurement, and finance leave freelance talent unmanaged. Legacy systems require paper-based CVs, while AI redefines productivity. And executives often opt for safe, familiar advice, even when it’s misaligned with business goals.
To move forward, leaders must align internal stakeholders, simplify decision-making structures, and modernize outdated workflows that slow down access to critical talent.
“We’re behind. We have more data than we know what to do with and we’re not using it.” — David Gettins, Impellam
Global Relevance: One Challenge, Many Markets
While North American companies often treat freelance engagement as relatively straightforward, European and APAC regions face more complex regulatory hurdles, especially for modest freelancer spend. Freelance maturity is inconsistent worldwide, and compliance, classification, and enablement need local nuance.
Leaders should stop assuming a one-size-fits-all model. Instead, they need to regionalize their approach, invest in local compliance expertise, and standardize core principles globally while allowing flexibility at the market level.
Who Owns the Strategy? Still Unclear
Across enterprise organizations, ownership of independent talent is fragmented. Some programs sit with HR, others with Procurement, and many fall through the cracks. But that’s starting to change: the panel noted a trend toward centralized ownership by talent teams, with increasing influence from finance and business leaders who ultimately fund or block agility.
“Procurement used to run this. Now HR is stepping up, but the real power sits with finance.” — Simon Bradberry, Allegis Global Solutions
Next Moves for Enterprise Leaders
- Look inside your organization
You’re already engaging freelancers. Find those use cases. Learn from them. - Make it simple and standardized
Executives want clarity and compliance. Package solutions with process and accountability. - Lead with data, not assumptions
Use spend reports and work mapping to expose how work is getting done and where agility already exists. - Be brave
The companies thriving today are the ones willing to change, listen, and challenge legacy thinking.
“Executives want plug-and-play solutions. Give them something wrapped with a bow.”— Simon Bradberry, Allegis Global Solutions
The Risk of Standing Still
Independent talent is no longer an optional layer, it’s a foundational part of the workforce. Enterprise buyers who fail to modernize how they engage freelance talent will fall behind. As Bruce Morton put it, “We’ve entered an automation-first, employee-last world.” The companies winning today are those willing to rethink everything, starting with the work itself.