A Fortune 500 financial services provider with 65,000+ employees and $30B revenue struggled with excessive contingent worker spending and administrative burden. Their Procurement department managed third-party staffing providers with 200-300% markups. MBO implemented consolidation, transformation with custom tech-enabled direct sourcing platform, and executive-level performance dashboards.

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A national nonprofit organization with 6,700 employees and $1.7B revenue partnered with MBO's Independent Talent Network to fill 35 marketing roles during the critical 2024 holiday season. After losing access to marketing talent due to compliance concerns with a previous workforce partner, MBO leveraged their community of 130,000+ independent professionals to deliver pre-vetted candidates aligned with organizational values.

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A midmarket professional services firm with 3,200+ employees and $476.5M revenue needed to achieve significant revenue growth without expanding permanent headcount. They faced persistent talent shortages in digital transformation, cybersecurity, organizational performance, and financial services. MBO provided Agent of Record (AOR) and Employer of Record (EOR) services with compliance tools, PMO services, and four curated talent pools.

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A Big 4 accounting and consulting firm with 330,000 employees and $47.6B revenue sought flexibility in recruiting specialized independent talent while scaling their direct sourcing program. MBO leveraged 25 years of professional services experience to source and procure qualified independent contractors, grouping 7,000+ top-tier contingent talent.

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A professional services firm with 227,000 employees and $29.2B revenue struggled to retain independent talent due to limited engagement flexibility. Professionals working as W-2 employees wanted contractor status for tax advantages. MBO introduced Business Services allowing professionals to work as contractors without W-2 payrolled status or full 1099 requirements.

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A Big 4 company with 65,000+ employees and $5B+ revenue faced identity fraud risks in its contingent workforce, including inability to verify that interviewed candidates were actually performing the work. MBO's Anti-Impersonation Service features real-time government ID verification, facial recognition technology with liveness detection, and 24/7 monitoring with instant alerts.

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An American multinational consumer electronics retailer with 125,000 employees and $40B revenue attempted to transition their independent contractor workforce to a payroll-based program. However, 25 skilled independent workers refused the transition, preferring to maintain independent status. MBO maintained a direct relationship with both the retailer and the talent.

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A Big 4 professional services firm with 328,000 employees and $50 billion revenue implemented MBO's Business Services model to control costs and reduce compliance risks in contingent workforce engagement. The unique model offers cost-effective independent professional engagement, streamlined onboarding, infrastructure and insurance options support, and full indemnification for compliance classification decisions.

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A Fortune 500 financial services provider with 65,000+ employees and $30B revenue struggled with excessive contingent worker spending and administrative burden. Their Procurement department managed third-party staffing providers with 200-300% markups. MBO implemented consolidation, transformation with custom tech-enabled direct sourcing platform, and executive-level performance dashboards.

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Project Details

A leading, publicly-traded healthcare improvement company with 2,200 employees and $350M revenue needed to reduce contingent workforce costs by bypassing third-party supplier markups. MBO built an enterprise-wide independent contractor engagement program with direct platform access to skilled professionals in healthcare, technology, supply chain, and marketing.

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A global healthcare company with 10,000+ employees and $19.8B revenue across 52 countries needed to fill a senior-level project manager position requiring big pharma experience and change management expertise. Traditional staffing suppliers failed to deliver qualified candidates. MBO's Independent Talent Network identified top candidates in 3 days through targeted market research.

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A global management and IT consulting firm with 27,000 employees and $6.7B revenue in 80+ countries struggled with independent contractor engagement and management. MBO consolidated their independent contractor population under a unified program, handling proposal support and contract administration with enhanced time and expense tracking.

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A mid-size American bank with 30,000 employees, $45B revenue, and operations across 50 countries sought to eliminate expensive markups and extended hiring timelines from traditional staffing agencies. MBO implemented a two-phase approach: baseline compliance program development and talent marketplace deployment.

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A Fortune 500 retail company with 60,000 employees and $13B revenue discovered their 1099 workforce—comprising IT professionals, models, and photographers—largely failed to meet self-employability standards, creating exposure to worker misclassification and co-employment liability. MBO developed diverse engagement programs tailored to their independent contractor population.

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A global healthcare company with 10,000+ employees and $19.8B revenue across 52 countries needed to fill a senior-level project manager position requiring big pharma experience and change management expertise. Traditional staffing suppliers failed to deliver qualified candidates. MBO's Independent Talent Network identified top candidates in 3 days through targeted market research.

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Project Details

A global management and IT consulting firm with 27,000 employees and $6.7B revenue in 80+ countries struggled with independent contractor engagement and management. MBO consolidated their independent contractor population under a unified program, handling proposal support and contract administration with enhanced time and expense tracking.

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Project Details

A Fortune 500 retail company with 60,000 employees and $13B revenue discovered their 1099 workforce—comprising IT professionals, models, and photographers—largely failed to meet self-employability standards, creating exposure to worker misclassification and co-employment liability. MBO developed diverse engagement programs tailored to their independent contractor population.

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Project Details

A leading, publicly-traded healthcare improvement company with 2,200 employees and $350M revenue needed to reduce contingent workforce costs by bypassing third-party supplier markups. MBO built an enterprise-wide independent contractor engagement program with direct platform access to skilled professionals in healthcare, technology, supply chain, and marketing.

Skills

Project Details

A Big 4 professional services firm with 328,000 employees and $50 billion revenue implemented MBO's Business Services model to control costs and reduce compliance risks in contingent workforce engagement. The unique model offers cost-effective independent professional engagement, streamlined onboarding, infrastructure and insurance options support, and full indemnification for compliance classification decisions.

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Project Details

A mid-size American bank with 30,000 employees, $45B revenue, and operations across 50 countries sought to eliminate expensive markups and extended hiring timelines from traditional staffing agencies. MBO implemented a two-phase approach: baseline compliance program development and talent marketplace deployment.

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A global IT, networking, and cybersecurity solutions business with 77,500 employees and $2.19B revenue needed to achieve compliance with new IR35 legislation while maintaining their contingent workforce program. MBO implemented their 'Discover, Design and Deploy' methodology including gap analysis, policy creation, and training protocols for 500+ contractors.

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