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FREE REPORT:

The Great Talent Shift: Contingent Workforce Challenges & Global Talent Outlook for Consulting & Professional Services in EMEA

A practical, data-backed report on how consulting and professional services firms are navigating talent shortages, compliance pressure, and the shift to global, flexible workforces.

Unlock your advantage, download the report

The Rules of Talent Have Changed. Most Firms Haven’t.

Consulting and professional services firms have always depended on contingent talent to stay agile. In 2026, that dependency is harder to manage than ever.

Regulatory reform is accelerating across 15+ EMEA jurisdictions. Skilled talent is at an all-time scarcity, with 74% of employers unable to find the people they need. Western demographic pipelines are drying up. And the compliance, visibility, and sourcing gaps that seemed manageable two years ago are now creating real audit and delivery risk.

The Great Talent Shift is a free, in-depth briefing from CXC for CHROs, procurement leaders, and compliance teams at large consulting and professional services firms. It covers seven forces reshaping how leading firms manage, source, and govern contingent talent across EMEA and globally, and what the best are doing in response.

INTRODUCING:

The Great Talent Shift

Download the report to turn workforce complexity into a competitive advantage. Learn what’s changing, what it means for your business, and how to respond with confidence.

You’re not short on talent. You’re short on control.

Across consulting and professional services, the same issues keep showing up:

Talent shortages are getting worse
Costs are rising – especially for specialist contractors
Compliance risk is increasing across every market
Workforce planning feels reactive, not strategic

And yet…

Contingent talent is no longer optional. It’s mission-critical.

90% of companies now rely on it for flexibility

The problem is:
Most organisations are still managing it like it’s 2015.

What This Report Covers

Inside this report, you’ll get clarity on what’s actually changing – and what to do about it.

You’ll learn:

Why 74% of employers can’t find the talent they need – and what that means for your hiring strategy
How regulatory pressure (IR35, EU directives, cross-border rules) is reshaping workforce models
Where AI is actually impacting hiring, planning, and cost efficiency
The shift from agencies to direct sourcing and talent marketplaces
How leading firms are building agile, scalable workforce systems
Why Africa and emerging markets are becoming critical talent pools

This isn’t theory.
It’s how firms are adapting right now.

The firms winning in 2026 won’t be the biggest. They’ll be the most adaptable.

The report shows a clear shift:

From hiring → to orchestrating talent ecosystems

From reactive staffing → to data-driven workforce planning

From providers → to strategic workforce partners

If you’re still:

Managing contractors manually

Lacking visibility on spend and performance

Struggling with compliance across regions

You’re already behind.

This report gives you three things:

1. Clarity

What’s actually happening in the market (not opinions)

2. Direction

Where workforce strategy is heading

3. Action

What you need to rethink now to stay competitive

Who should read this report

This is built for leaders managing complex, cross-border programmes.

CHROs | Balance agility with compliance risk

Procurement leaders | Control supplier sprawl and external spend

Compliance teams | Strengthen classification and audit readine

Talent & project leaders | Improve speed without increasing exposure

Programme owners (MSP, EoR, direct sourcing) | Identify gaps in current models

If you’re responsible for talent, delivery, or workforce strategy - this is for you.

Because the shift isn’t coming.

It’s already here.

Download the report and get ahead of it.

FAQ's

Is compliance risk increasing in EMEA?

Yes. Regulatory reform is accelerating, with tighter enforcement on classification, tax, and labour laws.

Why are consulting firms more exposed?

They rely heavily on cross-border contractors and project-based talent. That increases complexity and risk.

What should a strong strategy include?

Central visibility. Clear classification controls. Blended sourcing. Strong analytics.

Is this report practical?

Yes. It includes benchmarks, real examples, and frameworks you can apply immediately.

Don’t Just Read the Risks. Solve Them.

Book a free, confidential strategy call with a contingent workforce expert. In 30 minutes, uncover hidden gaps, reduce exposure, and future-proof your delivery model.