We have been providing high-quality Managed Service Programme (MSP) solutions for more than 30 years. Sanderson work with clients across a variety of industry sectors to provide tailored MSP solutions that deliver service excellence, risk mitigation and cost savings through a combination of great people, robust process, and innovative technology.
Rather than merely filling roles, our approach is geared towards a true partnership, working together to drive added value, foster innovation, and ensure that our MSP service evolves to meet the changing needs of each client.
A Managed Service Provider is responsible for managing contingent worker recruitment for an organisation. An MSP will manage the full contingent worker lifecycle from resource planning and approvals, through the end-to-end recruitment process, to onboarding, payroll, extension management and offboarding. In addition, an MSP partner provides market intelligence and guidance, access to great talent, consistency of process, compliance, cost management and reporting across the contingent workforce.
In our Master Vendor MSP solutions, we take responsibility for managing the end-to-end contingent workforce process and fulfil circa 95% of hires through our direct sourcing capability, delivering cost savings and amplifying your employer brand within contingent worker communities.
In our Neutral Vendor MSP solutions, Sanderson manages a diverse supply chain of recruitment agencies, delivering process excellence, mitigating risk and offering a wider access to talent.
Sanderson’s Total Talent Solutions blend our Master Vendor MSP service with our permanent RPO capability to take responsibility for all hiring in a long-term, strategic partnership.
Benefits of MSP vary from client to client but typically include:
Our expert team will work with you to identify the benefits that can be realised through MSP and guide you through scoping and implementation to deliver the change effectively.
We deploy quickly, scale to meet peaks in demand and evolve in line with your business requirements.
Our outstanding direct sourcing capability combined with structured cost management programmes delivers significant cost savings.
Our dedicated client services team operate as an extension of your business, providing support to hiring managers throughout the process.
Our expert delivery team build extensive contingent worker communities, providing you with access to top talent, at pace.
Consistent processes, technology, contracts, pre-engagement screening, timesheets and invoicing mitigates risk and helps to navigate changes to legislative and regulatory requirements.
Our VMS technology captures all activity, providing full visibility of your contingent workforce. We blend enhanced reporting with real time market intelligence to help you make data driven decisions.
Access to the latest tools and technology to deliver efficiencies through automation and enhance both candidate and hiring manager experience.
We look for ways to simplify, innovate and enhance our service.
Our specialist Government & Defence team provide talent solutions to the UK Government sector and their critical supply chains.
Our expertise lies in sourcing hard to find, hard to reach talent for a wide range of public sector opportunities.
With 20 years experience, we understand the protocols, frameworks and policies that surround delivering resource solutions into this sector.
Sanderson’s MSP solutions deliver benefits for organisations with contingent worker populations which range from 20 to 1000. Every MSP solution is tailored to the needs of the individual business and our experienced solutions team can guide you through the process. If contingent workers are a consistent part of your workforce strategy, contact one of our experts to explore the benefits of moving to an MSP.
Building a business case to move to an MSP model involves careful analysis and strategic planning. Sanderson can work with you to understand your current challenges and identify the potential benefits of moving to MSP.
These could include cost savings, improved compliance, enhanced agility, better quality of talent, reduced administrative burden, and increased scalability.
Sanderson can work with you to deliver a comprehensive contingent workforce audit, in which we identify the number of contingent workers you have in your business as well as capturing the cost and tenure and identifying any compliance risks.
This data, aligned with your strategic objectives will help to build a compelling case for MSP.
Both MSP and RPO models involve outsourcing all, or part of the recruitment process to a partner. MSP typically refers to the recruitment and management of contingent workers, whilst RPO is a more common term for permanent hiring.
The length of MSP implementations can vary greatly depending on the nature of the required solution. The geographic locations in scope as well as the number of contingent workers, suppliers and technology platform all have an impact on implementation time.
We estimate a typical MSP implementation for one country to be 12 weeks. Your MSP supplier should take on the bulk of the implementation workload to minimise business disruption but will need access to stakeholders in HR, procurement, legal, technology and the hiring manager community secure sign off and effectively communicate the new service.
Karen joined Sanderson in 2020 and leads our RPO and MSP Solutions team as Managing Director and has a proven track record in delivering personalised recruitment solutions to her clients with the goal of driving change and enabling performance. Karen’s passion for barrier-free recruitment and equal opportunities for all means she is a perfectly placed partner to help our clients enable their own business objectives.
Wondering what the most in demand and most hired roles in the financial services sector were last year? We explore here and explain what this tells us about trends we can predict for the rest of the year.
Sanderson Government & Defence is pleased to present this new White Paper produced in partnership with The HR World. The Paper provides a vital insight into the importance and potential of the multi-generational workforce and brings together the...
In this blog we’ll get stuck into the three most common pain points that might arise when managing your contingent workforce and how working with an MSP partner can help to take them away.
With signs of growth on the horizon we get stuck into latest trends so you can get ahead of the curve and win the best talent in what's shaping up to be a competitive market place.
In this blog, we run you through the different MSP models available and how they might benefit your organisation so that you can decide which one is right for you.
We’re now well into 2025 and it’s been a busy start to the year for Sanderson Government & Defence. But what can we learn from the last few months, and what can we expect from the rest of 2025 in the world of recruitment?
Our latest Annual Report delves into how hiring demand was split across the UK and what the most in demand roles were across the financial services sector. But what did the data show us about trends in London?
The digital landscape is evolving rapidly, and with this change means a different set of skills is now required in the workplace. So what sort of opportunities and challenges does this present to the UK government and defence sector?
We’re pleased to present Sanderson’s brand-new hiring trends report focusing on Digital, Technology, Change and Transformation hiring in the Financial Services sector in 2024.
In todays competitive job market the role of a talent consultant goes beyond simply matching resume to job description. This blog covers the important role empathy plays in a talent services context as well as the impact implementing coaching skills...
If you’re looking to deliver real business value from your contingent workforce and are ready to get started with an MSP, download our Ultimate Guide to getting started today.
Did you know that London is starting to lose Data Engineer talent to other UK markets like Manchester and Bristol, with 5 and 4% of the talent pool being based in these cities respectively?
