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AMS, the global talent solutions business, has won two awards at the 2026 TIARA Staffing & Talent Solutions Awards US – Contingent Workforce Solutions Provider of the Year and, in partnership with Rolls-Royce, Best Use of Technology & Innovation. These wins underscore AMS’s leadership in technology-enabled talent solutions and next-generation contingent workforce strategy. 

Leading the next generation of CWS 

The Contingent Workforce Solutions Provider of the Year award recognized AMS’s differentiated approach, moving beyond traditional MSP models to deliver fully integrated, talent-led workforce strategies. A connected ecosystem brings together contingent labor, services procurement and direct sourcing into a single orchestrated model, giving clients stronger talent pipelines, greater visibility across global programs, measurable cost savings and long-term program stability. 

Underpinning this is AMS One, AMS’s proprietary technology platform, which unifies disparate systems, data and workflows into a single digital layer. With AI and automation orchestrating millions of actions annually, it delivers real-time insight, predictive analytics and productivity gains. 

Recognized innovation: AMS and Rolls-Royce 

The judging panel recognized the AMS and Rolls-Royce partnership for transforming early careers hiring in the United States — reimagining the end-to-end experience through connected technologies and a skills-first, candidate-centered approach. The solution the panel saw in action delivered: 

  • A digital pre-join experience that builds candidate confidence and accelerates work readiness 
  • Relationship-based talent pipelines powered by community engagement 
  • Behavior-led, technology-enabled assessments that improve fairness and decision quality 
  • Automated workflows that reduce administrative burden and cut time to offer 

The result is a seamless, scalable model that strengthens both candidate experience and hiring outcomes. 

Built on deep partnership 

Across both wins, AMS’s approach is rooted in embedding closely with client organizations, co-creating solutions that evolve with business needs and are continuously refined through data and feedback. 

Orli Becker, Managing Director, CWS at AMS, said: “These awards reflect the strength of our partnerships and the way we bring together technology, data and expertise to solve complex workforce challenges. Our work with Rolls-Royce shows what’s possible when innovation is grounded in a deep understanding of talent, and being named Contingent Workforce Solutions Provider of the Year reinforces the maturity of our CWS offering.” 

Lauren Cunningham, Early Careers and Campus Client Director, AMS, said: 
“We’re proud to see our work with Rolls-Royce in the US recognized. It shows how a skills-first, technology-enabled approach can transform early careers hiring, strengthening pipelines, enhancing the candidate experience and delivering better outcomes at scale.” 

About AMS:  

We are people experts. Our 8,500 colleagues power talent acquisition and consulting strategies that deliver results for leading organizations across 120 countries. 

We partner with our clients to help re-define a new era of talent, driven by people, process, data and technology, enabling them to attract and retain the talent they need to achieve their vision. 

Our core areas of service: talent acquisition and orchestration; and talent consulting are amplified by digital capability and strategic technology partnerships that span permanent and contingent workforces. 

We call this… 

People powered partnership 

About AMS

AMS powers talent strategies that deliver results, redefining a new era of talent driven by people, process, data and technology.

50M+ candidates assessed annually

2,000+ enterprise clients

40+ years of innovation

Learn more
Want to drive talent results?

In the race to acquire top talent, AMS offers digital innovation and responsible AI, providing agile talent acquisition solutions and talent consulting services that can scale with your business.

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  • Majority of business leaders say AI is essential, yet 47% admit management isn’t aligned on how to use it in hiring
  • 89% of companies underutilize AI in talent acquisition, despite rising expectations and skills shortages
  • 70% of HR and business leaders fear AI could threaten job security as automation accelerates

 

NEW YORK/LONDON | New research from global talent solutions business AMS reveals the workplace is at a crossroads: while business leaders overwhelmingly agree that AI is now essential to staying competitive in the race for talent, nearly half admit that their HR teams and C-suite are not aligned on how AI should actually be used inside their organizations.

The research, commissioned by AMS in partnership with Wakefield Research, surveyed 300 CHROs, C-suite leaders and HR decision-makers and shows widespread optimism about AI’s potential, but also rising tension as the pace of technological change outstrips many companies’ preparedness. Despite strong belief in AI’s strategic importance, 89% of companies say they are not using AI across all major talent acquisition functions, creating a widening gap between AI capabilities and execution.

AI essential, but leaders can’t agree how to use it

The research reveals major divergence across leadership groups:

  • 64% of all respondents believe their organization’s talent pool will not remain competitive without AI.
  • That jumps to 80% of CHROs, making them the most pro-AI group when it comes to its benefits to the company talent pool.
  • Yet 47% of all respondents say their HR teams and C-suite leaders are not aligned with AI’s role in hiring and recruitment.
  • At the same time, 71% say their organization should be investing more in AI for talent acquisition.

This disconnect appears to be slowing adoption. While leaders widely recognize AI’s value, most organizations have yet to embed it across hiring strategy, talent analytics, and candidate screening at scale.

“Leaders agree AI will define the next era of talent strategy, but this research makes clear that alignment is lagging behind capabilities,” said Gordon Stuart, CEO of AMS. “Bridging that gap is now a business imperative. Without a coordinated approach between HR and the C-suite, organizations risk falling behind in a competitive talent market where speed, skill visibility, and ethical decision-making will increasingly be shaped by AI.”

A workforce split on AI’s impact

Even as AI accelerates, concerns about its impact are rising:

  • 70% of respondents worry that AI will affect job security as more talent acquisition tasks are automated.
  • That concern is highest among CHROs (79%), followed by other C-suite leaders (69%).
  • In contrast, 53% expect to hire more AI-savvy HR leaders in the next two years to support the transition.

This reflects a shift in the talent landscape, where enthusiasm for AI’s efficiency gains sits alongside concern about workforce disruption. This dynamic will shape leadership decisions for years to come and runs throughout the survey’s findings.

Skills Gap Drives AI Adoption

Across all groups, leaders say talent shortages and productivity demands are pushing AI up the agenda.

  • 75% cite skills gaps as a major barrier to winning top talent.
  • 67% say efficiency, not cost savings, is the primary driver for using AI in hiring.
  • 43% expect most or all talent acquisition processes to be handled primarily by AI by the end of 2026, including 37% who expect human contribution.

However, human judgment still matters, with more than three-quarters of respondents saying they value soft skills more due to rapid developments in AI. This signals that technology is sharpening, not replacing, human judgment.

Ethical Guardrails Becoming Standard Practice

Encouragingly, as AI adoption grows, organizations are not racing ahead without safeguards:

  • 88% of companies already have formal ethical AI guidelines, approved by leadership and communicated to talent teams.
  • Only 12% lack any guardrails whatsoever.
  • 87% believe it is ethical for candidates to use AI to improve their résumés.

This reflects a maturing approach to responsible AI, with CHROs taking a leading role: 93% say their organizations have established ethical AI standards, the highest of any group surveyed.

“As we begin 2026, C-suites and the talent industry are knee-deep in strategizing how their business will be affected by the ever-evolving impact of AI. Our data lays out a blueprint for how leaders are thinking and taking action around talent and AI, which grows workforce productivity and business commerciality. Leaders integrating the ethical use of AI into the talent processes now will outpace their peers as AI fluency and digestible value adds only continues to grow,” said Stuart.

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About AMS

AMS powers talent strategies that deliver results, redefining a new era of talent driven by people, process, data and technology.

50M+ candidates assessed annually

2,000+ enterprise clients

40+ years of innovation

Learn more
Want to drive talent results?

In the race to acquire top talent, AMS offers digital innovation and responsible AI, providing agile talent acquisition solutions and talent consulting services that can scale with your business.

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London, UK – 26 November 2025. AMS announces that its near-term and long-term climate targets have been officially validated by the Science Based Targets initiative (SBTi), reinforcing the company’s commitment to ambitious, science-aligned climate action across its global operations and value chain. 

AMS joins a select group of companies in the talent and workforce solutions sector with validated net-zero targets and committed to reaching net-zero greenhouse gas emissions by 2050, with targets aligned to the 1.5°C pathway, the most ambitious goal of the Paris Agreement. These targets cover Scopes 1, 2, and key Scope 3 emissions, and reflect AMS’s proactive approach to sustainability — going beyond compliance and demonstrating real progress. 

AMS’s validated targets include 

  • Overall Net-Zero Target: AMS commits to reach net-zero greenhouse gas emissions across the value chain by 2050. 
  • Near-Term Targets (by 2030)
    – Reduce absolute Scope 1 emissions by 42% from a 2024 base year
    – Increase active annual sourcing of renewable electricity from 1.1% to 100%
    – Ensure 85% of suppliers by emissions (covering purchased goods and services and capital goods) have science-based targets
    – Reduce Scope 3 emissions from business travel by 51.6% per FTE 
  • Long-Term Targets (by 2050)
    – Reduce absolute Scope 1 and 2 emissions by 90% from a 2024 base year
    – Reduce Scope 3 emissions (including purchased goods and services, capital goods, fuel- and energy-related activities, business travel, and employee commuting) by 97% per FTE 

These targets aligning AMS with global climate goals and also respond to growing expectations from clients and employees, for whom transparency and a path to sustainable growth are important.  

AMS believes that meaningful climate action is essential to building resilient business models and contributing to a healthier planet. Our targets reflect a strategic approach to emissions reduction that integrates sustainability into every aspect of our operations and supply chain. 

"Our validated science-based targets reflect our commitment to global climate goals and mark a significant milestone in AMS’s sustainability journey. By setting ambitious targets and holding ourselves accountable, we’re ensuring that AMS leads with integrity and impact." 
Gordon Bull
Chief Legal, Risk and Compliance Officer

 

For more information, visit Our Commitment to a Net-Zero Future (Carbon Reduction Plan – AMS) or explore the Science Based Targets initiative (https://sciencebasedtargets.org). 

About AMS

AMS powers talent strategies that deliver results, redefining a new era of talent driven by people, process, data and technology.

50M+ candidates assessed annually

2,000+ enterprise clients

40+ years of innovation

Learn more
Want to drive talent results?

In the race to acquire top talent, AMS offers digital innovation and responsible AI, providing agile talent acquisition solutions and talent consulting services that can scale with your business.

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AMS launches Next Gen Talent Acquisition, powered by AMS One

Atlanta, 28 October 2025: AMS, the leading global talent solutions business, today announces the launch of Next Gen Talent Acquisition, powered by AMS One.  

This transformative solution is designed for a new era of hiring combining data, personalization and an optimal blend of human and artificial intelligence to deliver faster hiring decisions, reduced costs and improved candidate quality. 

Next Gen Talent Acquisition, powered by AMS One is a flexible, AI-powered hiring model that aligns talent strategy with business outcomes through: 

  • Real-time insights for smarter, faster decision-making 
  • AI powered workflows that enhance recruiter and candidate experiences 
  • Unified data across permanent, contingent, and early careers hiring 
  • Scalable delivery across global talent programs 

Built on AMS’s deep expertise across Recruitment Process Outsourcing (RPO), Contingent Workforce Solutions (CWS), and Early Careers & Campus hiring, this new approach empowers organizations to build future-ready workforces with greater precision, insight, and impact. 

Gordon Stuart, CEO of AMS, said: 

“The launch of Next Gen Talent Acquisition, powered by AMS One marks a significant moment for AMS and for our industry.  We’re reimagining how organizations attract, engage and hire talent in a world shaped by rapid change and the continued acceleration of AI. 

“This solution brings together the best of human expertise and artificial intelligence to create a strategic growth engine, putting talent at the forefront of organizational success and empowering CHRO’s and talent leaders to make smarter decisions, faster, and with greater confidence.  

“At AMS, we believe partnership means shared purpose and with Next Gen Talent Acquisition powered by AMS One, our clients can build future-ready workforces that drive impact today.” 

Sailesh Hota of Everest Group, said:  

“AMS’s ‘Next Gen Talent Acquisition, powered by AMS One’ launch showcases its sustained commitment to bring advanced technology to its clients. Providing a flexible human + AI-powered solution that could enable businesses to respond quickly and accurately to a changing workforce is the need of the hour. With its capability to unify external and operational data across one or multiple types of hiring categories (permanent, contingent, early careers), this solution could provide a much-needed support ecosystem for organizations to react effectively to the changing talent dynamics. It could be a strong differentiator for AMS and one we at Everest Group will be watching closely.”   

Josh Bersin, Founder, The Josh Bersin Company said:  

“The talent acquisition process is highly complex. AMS One is the only platform that manages and measures this entire process, giving companies data and tools to improve efficiency, speed, and quality. I applaud AMS for this major innovation in the highly fragmented world of global recruitment.” 

About AMS

AMS powers talent strategies that deliver results, redefining a new era of talent driven by people, process, data and technology.

50M+ candidates assessed annually

2,000+ enterprise clients

40+ years of innovation

Learn more
Want to drive talent results?

In the race to acquire top talent, AMS offers digital innovation and responsible AI, providing agile talent acquisition solutions and talent consulting services that can scale with your business.

People in a meeting room around a laptop
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London: September, UK: – AMS, the global talent solutions business, has announced its highest ever ranking in the Everest Group’s EMEA Recruitment Process Outsourcing (RPO) Peak Matrix Assessment 2025.  This celebrated accolade marks fifteen years in a leadership position for AMS.

The full report includes a comprehensive assessment of 50+ RPO providers offering a comprehensive overview of the market and analyses the areas where providers differentiate themselves. This prestigious recognition validates AMS’s continued strategic leadership and technology driven growth.

 

The PEAK Matrix® Assessment 2025 for EMEA highlighted AMS’ flexibility in offering solutions and engagement models and also noted its superior stakeholder experience as clear strengths, alongside:

  • AMS is one of the leading providers in EMEA, with significant presence in the UK&I and Western Europe, with meaningful presence in Central and Eastern Europe and parts of Middle East and Africa, and leverages its shared services centres in Poland and the UK to deliver services in the region despite a more challenging market environment
  • Significant experience in hiring across sectors – manufacturing, pharmaceuticals and life sciences clients in the rest of EMEA, as well as BFSI and professional services in the UK
  • Supports mid-sized and large enterprises through both single-country and global deals
  • Offers significant consulting services, including EVP and employer branding, technology, early careers, generative AI and skills
  • Leverages its robust proprietary AMS One platform to augment its services in the region

Sharon Bagshaw Chief Client Officer, UK&I, EMEA & APAC at AMS commented:

“We’re honored to be recognized by Everest Group for our continued leadership in the RPO market in the EMEA region. This year, we reached our highest ever ranking as well as being awarded the coveted star performer status which showcases year on year improvement on the Peak Matrix. Whilst acknowledging volatile market conditions, our increased leadership position reflects both the dedication and hard work of our colleagues as well as the ongoing trust our clients place in us to drive meaningful impact throughout their own talent journey. This recognition reflects our deep industry expertise, strong client partnerships and ability to deliver measurable impact at scale. Our AI powered talent orchestration platform, AMS One, continues to provide our clients with powerful data insights and analytics enabling smarter, faster hiring decisions allowing them to meet their growth targets. As we enter a new era of talent acquisition, AMS remains focused on helping our clients navigate complexity with adaptable, insight-led talent solutions that support long-term workforce resilience and performance.”

“AMS has established itself as a leading RPO provider in EMEA by leveraging its strong multi-country delivery capabilities and domain expertise across sectors such as Pharma and life sciences, BFSI, and manufacturing,” said Sailesh Hota, Vice President, Everest Group. “Its sustained investments in advanced technology and increasing adoption of the AMS One platform, along with robust value-added offerings in early careers, skills creation, and AI/digital transformation consulting have contributed to its position as a Leader and Star Performer in Everest Group’s Recruitment Process Outsourcing (RPO) Services PEAK Matrix® Assessment 2025 – EMEA.”

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    London, UK – 17th September 2025 – Public Sector Resourcing (PSR by AMS) has achieved a remarkable double success at the 2025 APSCo OutSource Awards for Excellence this year, being named MSP of the Year for the second year running and celebrating Leader of the Year for Managing Director, Melanie Barnett. 

    The MSP of the Year award recognises PSR as Europe’s largest and most impactful Managed Service Programme, supporting over 17,000+ contract workers and providing services to over 130+ Government Departments. Judges highlighted PSR’s ability to deliver at scale while embedding social value, inclusion, and sustainability throughout its operations – including accessible candidate experiences, DE&I-driven sourcing, and £57.6m of social value generated over the past year. 

    This year’s recognition marks two consecutive wins for MSP of the Year, reflecting PSR’s consistent commitment to excellence, innovation, and positive social impact in the public sector. 

    In addition, Melanie Barnett was awarded Leader of the Year for her outstanding leadership during PSR’s transformation into the new Workforce Solutions framework. Melanie was commended for her strategic vision, operational expertise, and dedication to driving inclusion, social mobility, and opportunity across the sector. 

    Commenting on the wins, Melanie Barnett said:
    “These awards are a tribute to the incredible PSR team. Every day, they deliver excellence, innovate, and create real social value – and it’s their dedication and talent that make achievements like this possible. I am incredibly proud of them, and indeed, the recognition but our focus is firmly on what comes next: continuing to deliver service excellence, expanding opportunities for talent, and driving measurable social value for Government and society.” 

    PSR remains committed to delivering service excellence, value for money and expanding opportunities whilst driving measurable social value across all areas of our work. 

    About PSR
    Public Sector Resourcing (PSR by AMS) is one of Europe’s largest Managed Service Programme for the public sector, providing recruitment, workforce solutions, and talent management services across Government Departments. PSR is dedicated to embedding social value, inclusion, and sustainability into every part of its operations.  

    Find out more about PSR: www.publicsectorresourcing.co.uk 

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    Want to drive talent results?

    When you’re ready to attract, engage and retain the talent you need to succeed, complete this form to connect with us. Alternatively, if you’re looking to work for us, please go to Careers at AMS.









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      OAKLAND, Calif., Sept 16, 2025: 

      The Josh Bersin Company, the world’s most trusted HR advisory firm, today released new research showing that jobs aren’t disappearing—they’re being matched with greater intelligence. The research, produced in collaboration with AMS, reveals major advances in talent acquisition (TA) driven by AI-enabled technology, which are yielding 2–3x faster time to hire, stronger candidate-role matches, and unprecedented precision in sourcing.

      The global market for recruiting, hiring, and staffing is over $850 billion and is growing at 13% per year, despite the economic slowdown, though signs of strain are evident. This means TA leaders are turning to AI to adapt, as AI transforms jobs, creates the need for new roles, new skills, and AI expertise.

      According to the research and advisory firm, even without AI disruption, over 20% of employees consider changing jobs each year, driving demand for a new wave of high-precision, AI-powered tools for assessment, interviewing, selection, and hiring. Companies joining this AI revolution are hiring 200-300% faster, with greater accuracy and efficiency than their peers, despite the job market slowdown.

      According to the report, The Talent Acquisition Revolution: How AI is Transforming Recruiting, the TA automation revolution is delivering benefits across the hiring ecosystem: job seekers experience faster recognition and better fit, while employers gain accurate, real-time, and highly scalable recruitment.

      This is against a context of failure with current hiring. In 2024, less than one in four (17%) of applicants made it to the interview stage, and 60% of job seekers, due to too-slow hiring portals, abandoned the whole application process.

      The research shows how organizations are already realizing benefits such as lower hiring costs, stronger internal mobility, and higher productivity. AI-empowered TA teams are also streamlining operations by shifting large portions of manual, admin-heavy work to specialized vendors.

      Early successes are striking: after deploying conversational AI, a major U.S. resort operator increased scheduled interviews by 423% in 12 months while reducing candidate drop-off by 85%. A new AI TA process at Foundever hit 95% candidate satisfaction rating from over 200,000 applicants in just six months, while a leading global automotive company reported $2 million in savings in its first year using AI-powered interview scheduling.

      The research highlights how AI is helping TA overcome frustrations like vague job descriptions, inconsistent interviews, and labor-intensive processes.

      HR teams now use AI to automate tasks from profiling and sourcing to screening, scheduling, interviewing, and negotiating offers. Companies showcasing these successes include major international brands spanning the hospitality, food, healthcare, and technology sectors, such as Fontainebleau Las Vegas and Compass Group.

      Some organizations are using AI-powered recruiting assistants to manage routine communication and negotiations. Recruiters set parameters for salary, benefits, and start dates, while the AI answers questions, updates offers, and proposes alternatives in real time. By automating tasks and personalizing the experience, AI shortens turnaround times and frees recruiters to focus on strategy.

      The vendor market is transforming, with SAP acquiring SmartRecruiters and Workday acquiring Paradox to stay competitive. Innovations include AI agents enabling automation of the full hiring journey (Eightfold AI, Maki People) conversational AI for candidate engagement (Glider AI, Paradox, Radancy), AI-driven assessments (CodeSignal, HireVue, TaTiO), and platforms that benchmark roles against labor market data (Draup, Galileo, Lightcast, Reejig, SeekOut, TechWolf).

      Report author and Josh Bersin Company Industry Analyst & Senior Research Director, Stella Ioannidou, says:

      “For decades, TA has been viewed as a cost center, focused on using applicant tracking systems to manage incoming candidates and relying on recruiters to screen and interview. This process was slow, expensive, and delivered a poor experience for job seekers.

      “Today, by leveraging AI-powered platforms and integrated data, TA teams can identify, attract, and engage the best talent in the market with unparalleled precision, often before competitors even know those candidates are available—resulting in a proactive, data-driven approach that enables organizations to respond quickly to changing business needs, seize new opportunities, and fuel growth from within.”

      Chief Executive Officer at AMS, Gordon Stuart, says:
      “This research paper captures the urgency and scale of the AI revolution which is transforming TA. It doesn’t just reflect what’s happening now, it helps us understand what’s next. Candidates want speed, clarity, and connection. Recruiters need tools that free them to focus on strategy and relationships. And businesses must rethink how talent acquisition fits into their broader growth agenda. AI is not just automating tasks, it’s redefining roles, workflows, and expectations across the board. The cumulative power of people, process, data and technology is heralding a new era for talent acquisition.”

      Global industry analyst and Josh Bersin Company CEO, Josh Bersin, says:

      “AI is expected to provide CHROs with a data-rich view of talent comparable to an integrated supply chain, enabling them to track and analyze every detail of each hire with the same precision a luxury Swiss watchmaker applies to every component and its origin.

      “This transition transforms HR from handcrafted processes to precision, dynamic hiring—something once unattainable without AI.

      “The implications are significant for all stakeholders, particularly CEOs. Organizations that lacked a precision hiring process have historically faced millions in lost revenue, high turnover, and misaligned talent—but those days are now coming to an end.”

      This new research follows previous Josh Bersin Company findings demonstrating how AI is transforming another core HR function: Learning & Development.

      The Josh Bersin Company’s Galileo Suite delivers both strategic guidance and hands-on tools through its AI Agent for HR, as well as hyper-personalized learning through the exclusive Galileo Learn certificate course, AI Revolution in Talent Acquisition.

       

      About AMS

      AMS is a leading global provider of talent acquisition and consulting services, providing unrivalled experience, driven by technology and underpinned by innovation. We help our clients to attract, engage and retain the talent they need for business success.

      We have three core areas of service: acquisition, advisory and digital, mainly delivered as an outsourced model, and spanning our clients’ permanent and contingent workforce, and internal mobility requirements.

      Our dedicated teams of experts are deeply embedded with our global blue-chip clients, enhancing talent acquisition processes and driving projects which align with overall strategic objectives. This relationship-driven approach is supporting our clients to redefine how they hire and retain top talent. For more, go to www.weareams.com/

       

      About The Josh Bersin Company

      The most trusted human capital advisors in the world. More than a million HR and business leaders rely on us to help them overcome their greatest people challenges.

      Thanks to our understanding of workplace issues, informed by the largest and most up-to-date data sets on workers and employees, we give leaders the confidence to make decisions in line with the latest thinking and evidence about work and the workplace. We’re great listeners, too. There’s no one like us, who understands this area so comprehensively and without bias.

      Our offerings include the industry’s leading AI-powered HR expert assistant, Galileo®, fueled by 25 years of in-depth Josh Bersin Company research, case studies, benchmarks, and market information.

      We help CHROs and CEOs be better at delivering their business goals. We do that by helping you to manage people better. We are enablers at our core. We provide strategic advice and counsel supported by in-depth research, thought leadership, and unrivaled professional development, community, and networking opportunities.

      We empower our clients to run their businesses better. And we empower the market by identifying results-driven practices that make work better for every person on the planet.

       

      Press contacts

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      Amanda Burgess

      +44 7920 052 160

      [email protected]

       

      The Josh Bersin Company

      Katelind Hays

      [email protected]

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      Want to drive talent results?

      When you’re ready to attract, engage and retain the talent you need to succeed, complete this form to connect with us. Alternatively, if you’re looking to work for us, please go to Careers at AMS.









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        Atlanta, 18th August: AMS, a global leader in talent solutions, will showcase its enhanced Contingent Workforce Solutions (CWS) at the upcoming Staffing Industry Analysts’ CWS Summit North America in Dallas. This expanded offering reflects AMS’s strategic investment in advanced technology and experienced industry leaders, most notably the appointment of Orli Becker as Managing Director (SVP) to lead the US CWS service line. This investment marks a significant step in AMS’s commitment to helping organizations unlock the full potential of their non-employee workforce. 

        The event will feature exclusive client case studies demonstrating tangible business impact: 

        • $10M+ in savings for a leading global bank through strategic supplier consolidation 
        • 21.1% cost reduction per placement for a financial services firm via direct sourcing 
        • 40% faster time-to-fill for tech roles at a Fortune 100 manufacturer 

        Reimagining Contingent Workforce Strategy 

        AMS has built a market-leading CWS capability in the U.S., supporting global brands that are multi-state and multinational enterprises. The enhanced solution reflects deep market insight and a commitment to innovation, comprising:  

        • Consulting – Diagnostic assessments to define optimal operating models 
        • Next-Generation MSP – Integrated, talent-centric outsourced workforce models 
        • Branded Direct Sourcing – Employer-branded, direct-to-market talent strategies 
        • Services Procurement – Certified expertise in spend management and worker classification 
        • Insourced VMO – Augmented in-house capability powered by technology, insight, and innovation 

        Delivering Strategic Outcomes 

        AMS’s next-generation CWS suite is designed to deliver: 

        • Cost Optimization – diversified and alternate worker sourcing models 
        • Compliance Assurance – built-in governance and automated risk tracking 
        • Talent Excellence –   client branded sourcing for faster, higher-quality hires 

        “As the pace of change accelerates, the way organizations manage their contingent workforce must evolve,” said Orli Becker, Managing Director (SVP) US Contingent Workforce Solutions at AMS. “We’ve invested in our solution and in advanced technology to really challenge the current CWS status quo —bringing together deep expertise and innovation to help businesses unlock the full strategic potential of their non-employee workforce. It’s a bold step forward, delivering custom designed, more scalable outcomes across cost, compliance, and talent quality.” 

        Industry Endorsement 

        Everest Group: “In today’s dynamic labor market, contingent workforce management has moved from a tactical necessity to a strategic imperative. Organizations navigating economic uncertainty, digital transformation, and evolving talent expectations are increasingly relying on flexible, outcome-driven workforce models. Effective contingent workforce strategies are a key enabler of agility, cost efficiency, and access to specialized skills in today’s age. This expanded offering is well-timed by AMS, and we look forward to learning more about it post-launch.”  Sailesh Hota, Vice President, Everest Group. 

        Ardent Partners: “The continued growth, evolution, and impact of the extended workforce sits at the center of the Future of Work movement,” said Christopher J. Dwyer, SVP of Research at Ardent Partners and Managing Director of the Future of Work Exchange. “AMS is well-positioned to lead this transformation through its investment in expanding contingent workforce solutions, new strategic messaging, and the addition of seasoned industry experts to its North American team. As businesses navigate disruption and opportunity, AMS brings the foresight and innovation required to reimagine how talent is accessed, managed, and empowered across the extended workforce.” 

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