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How a professional services leader regained oversight
The situation | A regulated environment without the rigor
A global professional services firm operating across banking, finance, mining and utilities had built its contractor workforce the way many do: organically, without a centralised process. What started as ad hoc hiring turned into a complex web of contractor engagements, each managed differently.
And in high-risk, tightly regulated industries, that’s not just inefficient. It’s dangerous.
The challenge | No process, no visibility, big risk
They knew things were inefficient. What they didn’t realise? Just how much it was costing them in time, money, and strategic opportunity.
Here’s what wasn’t working:
- Procurement, HR, and finance were buried under contractor admin.
- Engagement models varied wildly, with no contract consistency.
- Strategic hiring stalled as teams scrambled to keep up with process.
They needed a partner who could:
- Streamline contractor engagement across every business unit
- Ensure compliance with evolving global and local regulations
- Provide visibility and control from one consolidated system
We were operating in the dark. No oversight, no insight. And no time to focus on strategy.
— Head of Talent
The fix | One platform. One partner. Full control.
CXC delivered a tailored contingent workforce management solution, integrating policy, technology, and people across three custom-built portals.
Client portal
Executive-level dashboards, instant document generation, and compliance tracking, designed for decision-makers.
Contractor portal
Self-serve onboarding, timesheets, expense management, and document uploads, all aligned to governance and easy to use.
Manager portal
Approval workflows, spend tracking, and performance insights for hiring managers, in real time.
We also wrapped around full-service delivery, including:
- Global and local tax and legislative compliance
- Automated engagement aligned with internal governance
- Clear comms plans for contractors and line managers
- Ongoing support through our contractor care program
- Deep analytics on spend, tenure, and workforce performance
The results | Firefighting to future-proofed
The outcome? True transformation, not just cleaner processes, but measurable business impact.
| Metric | Before | After |
|---|---|---|
| Contract variation | 43+ types | One compliant, centralised model |
| Admin load (talent teams) | 40–50% of bandwidth | <15%, freeing capacity for strategic hiring |
| Cost visibility | Fragmented | Real-time insights by unit, region, project |
| Compliance management | Manual and inconsistent | Automated, auditable and scalable |
| Strategic workforce planning | Reactive | Proactive and data-driven |
They also unlocked the ability to:
- Monitor contractor performance across regions
- Identify conversion opportunities to permanent roles
- Manage budgets with precision
Scaling further | SAP Fieldglass integration
To support growth and governance, we integrated SAP Fieldglass. This brought end-to-end contractor lifecycle management into one streamlined platform.
“CXC didn’t just fix our contingent workforce. They helped us turn it into a competitive advantage.
— Procurement Lead
Still going strong
Since 2012, this client has trusted CXC to power their workforce strategy. We didn’t just plug a gap, we’ve helped them build a future-ready model for engaging non-permanent talent across borders, functions, and industries.
Want the same clarity and control over your workforce?
Let’s talk
About CXC
At CXC, we want to help you grow your business with flexible, contingent talent. But we also understand that managing a contingent workforce can be complicated, costly and time-consuming. Through our MSP solution, we can help you to fulfil all of your contingent hiring needs, including temp employees, independent contractors and SOW workers. And if your needs change? No problem. Our flexible solution is designed to scale up and down to match our clients’ requirements.
