The Next Three Years for MSP Services

As the leader of a company providing Managed Service Provider (MSP) services, I see a bright future ahead for our industry in the contingent workforce. Over the next three years, my perspective is that we are poised for remarkable growth, despite the setbacks we faced during the COVID-19 pandemic. According to a recent analysis by’s, here is what we can anticipate in terms of growth of participation in the contingent workforce:


  • Global contingent workforce participation: We expect a significant increase of 34%.
  • U.S. contingent workforce participation: We foresee a substantial 16% increase.


  • Global contingent workforce participation: We’re looking at a 25% increase.
  • U.S. contingent workforce participation: We project a 14% increase.


  • Global contingent workforce participation: We anticipate a 20% increase.
  • U.S. contingent workforce participation: We expect a 16% increase.

In my view, as the workforce landscape undergoes these transformations, the role of MSPs becomes absolutely critical. With the complexity of worker types and regulations on the rise, and the growing utilization of contingent labor, our MSP services are primed to play a pivotal role. We also specialize in managing temporary worker recruitment and contingent talent, offering an attractive option for businesses looking to outsource their contingent workforce management.

Our MSP services bring a multitude of advantages to organizations, and I firmly believe in the value we provide:
  1. Enhancement of the bottom line: We help our clients reduce workforce costs, which directly contributes to improved profitability.
  2. Amplification of business agility and flexibility: In my opinion, adaptability is key in today’s fast-paced world, and our MSP services provide the flexibility needed to navigate the ever-changing workforce landscape.
  3. Facilitation of informed hiring decisions: With our expertise and insights, we empower our clients to make well-informed hiring choices.
  4. Seamless scalability of the workforce: I believe our MSP services are instrumental in enabling organizations to scale their workforce up or down swiftly, as needed.
  5. Provision of timely access to the right talent: We ensure that our clients have access to the right talent precisely when they need it.
  6. Optimization of talent acquisition and management expenditures: By streamlining processes, we assist organizations in optimizing their talent-related expenditures.
However, I am acutely aware that to fulfill these promises and meet the evolving needs of our clients, we must adapt to the rapidly changing landscape. These are some key considerations from my perspective:
  1. Technological Integration: I believe it’s imperative that we incorporate new platforms and technologies. Emerging technologies are reshaping talent acquisition through avenues like direct sourcing, freelancing, and talent pools. Collaborating with established and emerging platforms empowers our clients with diverse channels to discover suitable workers.
  2. Holistic Talent Ecosystem: I see the future of work as demanding a multi-channel approach. We need to evolve our models, bringing together all channels into a unified talent ecosystem. Swiftly implementing this approach, in my opinion, will result in an enhanced talent experience for our clients.
  3. Simplified Client Experience: From my perspective, balancing automation with operational excellence is crucial. We must tailor experiences for various user groups – from high-touch users to savvy managers. Automation, combined with strategic operational insights, enhances program differentiation and client satisfaction.
  4. Strategic Client Shift: Clients must embrace a paradigm shift, and I firmly believe we can guide them in this transformation. Embedding the contingent workforce within their overall talent strategy is crucial. Prioritizing contingent workforce strategy, especially at senior levels, is pivotal for shedding outdated practices.
  5. Consultative Support: In my opinion, our clients require comprehensive guidance. Seasoned contingent workforce experts benefit from external counsel to validate concepts and gain holistic perspectives. A neutral voice, like ours, aids in navigating the intricacies of the contingent workforce ecosystem.

As the contingent workforce landscape evolves, I believe it’s our responsibility to align our strategies to meet the forthcoming challenges and opportunities. The next three years will be transformative, and I firmly believe that by adapting and prioritizing proactive measures, we can lead the industry. The time is now for us to reassess our priorities and shape our path to success in the dynamic landscape that lies ahead. To implement an MSP in your business, contact Suna today!


Scott Ortes