Magnit

Fragmented, email-based contingent workforce management across multiple agencies. Limited visibility into spend, supplier performance, and workforce activity. Inconsistent hiring practices and governance due to decentralized processes. Needed a scalable solution to improve efficiency, oversight, and cost control.

Senior Specialist, Talent Acquisition Programs, Blueprint Medicines

Improved visibility into workforce trends, headcount, and labor spend. Standardized contingent workforce processes and strengthened governance. Enabled smarter workforce planning, forecasting, and cost control. Increased hiring efficiency with centralized program management. Achieved a 21% contingent-to-employee conversion rate.

Resourcing strain and hiring risks – Difficulty in sourcing qualified, compliant care workers while ensuring consistency across multiple homes. Cost control pressures – Rising agency and staffing costs without sufficient visibility or mechanisms to manage spend effectively. Continuity of care – The need to maintain high standards of care and stability for residents despite workforce shortages and turnover.

Healthcare Homes faced significant resourcing challenges coming out of the pandemic. Continuity and high standards of care were critical, requiring qualified personnel who met compliance and training requirements aligned with Healthcare Homes’ high standards of care. Download the case study to learn how Magnit Shift drove results.

Ensuring a superior patient experience and maintaining high-quality care. Driving cost savings and profitability while enhancing service quality. Establishing standardized capabilities and fostering collaboration across sites. Cultivating a culture of continuous improvement and long-term growth.

CenterWell Home Health, formerly known as Kindred at Home, is a leading provider of home health services in the United States. To help address their workforce challenges and transform their contingent labor program, CenterWell partnered with RightSourcing. Read the case study to learn how RightSourcing MSP and VMS empowered CenterWell’s contingent program.

Recognized year-over-year cost savings between 7-10% compared to market. 10% of contractors converted to permanent positions. Executed supplier optimizations based off of quality performance, time to-fill and cost savings metrics. 93% of all contracts received positive client feedback.

After realizing the complexities of engaging contingent workers, the company was in need of a partner that could effectively address its challenges by creating increased visibility, streamlining sourcing practices, and establishing a risk mitigation methodology to help it with proper worker classification.

Durham County Council wanted quicker, more effective ways to ensure adult service users were supported by trained professionals. Read the case study to learn how Durham County Council partnered with Magnit to achieve the organization's goals.

Faced financial strain due to high premiums charged by staffing agencies. Experienced lack of system adoptions internally. Lacked a centralized platform for managing agency spend and costs.

ISS Facility Services UK (ISS) faced financial strain due to the high premiums charged by its two main staffing agencies. The lack of a centralized platform for managing agency spend led to a lack of transparency and control, making it difficult for ISS to optimize its staffing costs. Discover how ISS Facility Services partnered with Magnit and Magnit Shift to address its challenges.

20% reduction in high-cost agency spend through strategic use of Magnit Shift. 3x increase in system usage among ISS employees, leading to greater efficiency. 100% in-panel spend achieved, eliminating out-of-panel expenditures. Enhanced transparency and control over staffing costs through centralized management. Developed stronger agency relationships built on mutual accountability and cost savings.

Limited visibility and control across a complex, global contingent workforce. Need for consistent workforce governance, compliance, and standardized processes. Difficulty maintaining cost control and workforce transparency across multiple business functions. Required a solution that balanced workforce flexibility, speed, compliance, and access to high-quality talent. Needed to align contingent workforce management with broader talent strategy objectives.

Recruitment Partner Manager, Jaguar Land Rover

Enhanced workforce visibility through advanced reporting, analytics, and centralized tracking. Improved governance and compliance with standardized workflows and processes. Reduced time-to-fill to an average of 15.46 days, accelerating access to critical talent. Increased cost control through supplier optimization, benchmarking, and strategic workforce advisory support. Streamlined recruitment processes with workflow automation and a more intuitive hiring manager experience. Improved candidate quality and access to highly skilled talent across engineering, manufacturing, and corporate roles.

Enhancing Talent Management Efficiency : Manual tracking systems created inefficiencies and limited visibility into talent management, highlighting the need for a more automated and integrated approach. Improving Spend Consolidation : A lack of centralized oversight led to fragmented professional services spend, creating opportunities to enhance control and cost efficiency. Standardizing Vendor Contracts : Different stakeholders managed separate vendor contracts, leading to inconsistencies and complexity in similar work engagements. Reducing Cost Inefficiencies: Disjointed processes and contract discrepancies resulted in potential cost inefficiencies, underscoring the need for greater alignment.…

4500+ paperless SOW managed within legally defined templates Increased productivity by 25% and faster time-to-market Enhanced compliance and risk mitigation

A leading retail company had begun to rely more on its expanding contingent workforce in more locations. Despite considerable work on controlling rogue spend, the organization continued to lose visibility into its contingent workforce as its growth accelerated. In particular, they wanted increased workforce visibility to better track their large workforce populations

Sought ways to optimize its spend and streamline the hiring process. Required easier access to talent at fair-market rates. Needed cost efficient solutions that would contribute to savings in the program.

Streamlined processes that reduced time-to-fill rates by 50%. Expanded access to diverse and high-quality candidates. Achieved annualized savings through optimized talent acquisition. Accomplished higher submittal and interview rates leading to improved hiring decisions.

Optimizing Workforce Management – Needed better analytics, performance, and cost control. Enhancing Collaboration – Sought stronger alignment with sourcing and suppliers. Managing High-Volume Applications – Required a better system for internship candidate selection. Streamlining Hiring – Managers spent too much time reviewing resumes. Improving Efficiency – Aimed to save costs and optimize resources.

Novartis required a comprehensive assessment of its contingent management program to provide in-depth analytics, improve performance and reduce costs. The company partnered with Magnit to enable the program to operate more efficiently, save costs and resources and optimize the business to realize its goals. Read the case study to learn how Magnit MSP, Direct Sourcing helped Novartis achieve the organization's goals.

187,000 job titles analyzed since 2017 Supplier diversity spend doubled since 2018

Sourcing talent – Struggled to find skilled workers at the right price. Expanding diversity – Needed to build a more diverse workforce. Managing costs – Faced rising labor expenses and talent shortages. Filling roles quickly – Had to meet urgent hiring needs within budget. Scaling efficiently – Vendor couldn’t keep up with growing demand. Streamlining processes – Manual market rate checks slowed hiring. Leveraging technology – Required advanced tools to expand talent reach.

Manager global contingent solutions, ServiceNow

Identified 17.5% of labor talent savings. Decreased time to fill by 7.7 days (on average) across 21 job titles. Optimized contingent workforce spend. Utilized dynamic, on-demand market intelligence. Improved workforce planning decision-making. Increased access to diversified talent pools.

Talent Acquisition: Difficulty in sourcing skilled talent in a timely manner, leading to staffing gaps and potential disruptions in care. Cost Control: High spending on contingent labor, compounded by limited insight into overall labor expenditures. Transparency: A lack of visibility into labor spend and resource allocation complicated budget management. Leverage: Problems negotiating favorable terms with staffing suppliers, impacting cost optimization. Flexibility: The need for a strategic partner capable of adapting to evolving priorities and long-term goals.

Achieved a 15% reduction in average RN bill rate. Realized negotiated bill rate savings of $362,000. Internal agency savings amounted to $1.4M. Time-to-Fill reduced to an impressive 11.2 days. Improved visibility into labor spend and resource allocation.

Identifying several roadblocks impacting overall contingent workforce strategy. Lacking visibility into hiring across the entire organization. Distributing talent across multiple repositories with no standardization. Struggling with existing technology that couldn’t provide streamlined traffic flow, creating a difficult candidate experience. Facing risk and compliance issues due to the absence of a monitoring system, leading to inconsistent contracts and rates. Managing manual work and frequent delays in billing and invoicing across 100+ suppliers. Seeking an automated solution to improve the contingent labor experience, centralize systems, and support diversity goals.

Increased Visibility to Hiring Across the Organization Readily Available Business Insights

Decentralized Internal Processes: Lack of centralized workforce management led to inefficiencies and inconsistent practices. Complex Onboarding and High Time-to-Fill Rates: Individually managed non-clinical staffing created delays in onboarding and prolonged vacancy periods. Absence of a Unified Workforce Management Solution: Limited ability to streamline operations and improve overall efficiency. Financial Pressures in Healthcare: Rising supply costs and insufficient reimbursements from Medicare and private insurers strained budgets.

Cost Savings: $4M in total savings, including $2.5M from nursing and $1.5M from non-nursing roles. Efficiency Gains: Non-clinical roles filled in an average of 14.2 days, while clinical roles averaged 17.9 days to fill. This resulted in a billed headcount of 537 staffing, 72 payroll and 3 SOW. Improved Conversions: A 4% year-over-year increase in conversions, with 117 successful conversions. High-conversion departments included Environmental Services, Pharmacy, Emergency Department, Formula Room, Building Planning & Management, and the Progressive Care Unit.

Limited access to diverse talent pools Manual sourcing and onboarding inefficiencies Lack of visibility into workforce and suppliers No real-time data for hiring decisions Resistance to new processes and tools

Improved Process Efficiency and Speed Reduced contracting lead times by 9 days Reduced pre-employment screening times by 7 days Streamlined contracting processes for faster onboarding Increased Hiring Volume and Quality Increased volume and quality of hires, strengthening the talent pool

Fragmented Workforce Management – Multiple independent staffing agencies created inefficiencies and inconsistencies in workforce oversight. Compliance Risks – Inconsistent vetting and onboarding processes increased the risk of regulatory non-compliance. Limited Visibility into Workforce Spend – Disparate systems and vendors made it hard to track and control labor costs effectively. Operational Inefficiencies – Manual processes and lack of integration slowed down workforce deployment and responsiveness.

Streamlined Hiring Process – A single, easy-to-use system for contingent labor requests across the network. Improved Compliance & Quality Control – Standardized vetting and compliance matrix for consistent hiring. Significant Cost Savings – Stabilized bill rates and reduced overall labor spend with an achieved $13.8M in cost savings. Enhanced Workforce Visibility – Eliminated manual tracking in Excel, providing better reporting on headcount, contract durations, and workforce needs. FTE Conversion Support – Assisted in transitioning contingent workers into full-time employees, reducing long-term reliance on temporary staff which resulted in a 4 out of 5 Worker Quality Rating.…

Addressing persistent workforce challenges in a rapidly evolving energy industry. Lacking a standardized approach to talent management across diverse project-based roles. Experiencing shortages in critical positions like engineering, construction, project management, business analysis, and software development. Balancing full-time employees (FTEs) with contractors for large-scale, high-investment projects. Managing increased staffing complexities driven by a heightened commitment to clean energy initiatives.

Achieved 5% cost savings across all categories, enhancing financial efficiency. Attained a 15% conversion rate, seamlessly transitioning contingent workers to FTEs. Reduced competitive bid time to 33 days, boosting project timelines and operational efficiency. Demonstrated commitment to diversity with a 51% diverse spend, aligning with corporate inclusion goals. Established mature processes, supplier consolidation, and improved stakeholder visibility.