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London: 16th June, UK:  AMS, the global talent solutions business, has announced that it has again been named a Leader in the Everest Group’s Recruitment Process Outsourcing (RPO) Services PEAK Matrix® Assessment 2025, and achieved Star Performer status. This celebrated accolade marks fifteen years in a leadership position for AMS. 

The annual PEAK Matrix® provides an objective, data-driven assessment of 31 RPO providers based on their overall capability and impact across different global services markets, classifying them into three categories: Leaders, Major Contenders and Aspirants. This prestigious recognition validates AMS’s continued strategic leadership and technology driven growth. 

The PEAK Matrix® Assessment 2025 highlighted the significant capabilities of AMS and highlighted industry opinion that domain expertise and flexibility are stand out strengths, alongside: 

  • Significant growth in hires managed and RPO deals agreed despite a more challenging market environment. 
  • Impact of AI and technology with AMS One, which offers market intelligence together with predictive and prescriptive data and insights alongside enhanced AI capabilities for AI-based candidate sourcing, screening, matching and requisition management.  
  • Broad industry experience and domain expertise with a strong portfolio of large enterprise clients across pharmaceuticals; life sciences; banking, financial services and insurance, and manufacturing. 
  • Vast network of specialized Centers of Excellence and regional delivery centers supporting multi-country RPO engagements. 
  • Dedicated consulting practice offering a breadth of talent services in workforce planning, employer branding, skilling, talent technology consulting and implementation as well as AI and digital transformation consulting. 
  • Significant expertise in early careers and graduate programs with a significant number of third-party partnerships in this space. 

Gordon Stuart, Chief Executive Officer at AMS commented: “Our recognition as a Leader and Star Performer in Everest Group’s RPO PEAK Matrix® reflects our deep industry expertise, strong client partnerships and ability to deliver measurable impact at scale. 

“We’ve continued to expand the number of hires managed and the RPO deals secured in a challenging market by closely aligning ourselves to our client’s evolving needs and delivering a technology and data-led approach to talent. AMS One continues to give our clients powerful data insights and analytics and now integrates AI powered sourcing, screening and matching that enables smarter, faster hiring decisions allowing our clients to meet their growth targets. 

“As our global growth continues, particularly in North America, we remain focused on helping organizations navigate complexity with adaptable, insight-led talent solutions that support long-term workforce resilience and performance.” 

“AMS brings strong global delivery capabilities underpinned by its specialized sourcing Center of Excellence. Its expertise in hiring for both white-and blue-collar roles across industries such as BFSI, life sciences, and manufacturing continues to be a differentiator for its RPO clients, said Sailesh Hota, Practice Director, Everest Group.  “It’s continued investments in enhancing the automation and AI capabilities of its AMS One platform, along with the launch of its AI, digital transformation, and skills advisory offerings have contributed to AMS being recognized as a Leader and Star Performer on Everest Group’s Recruitment Process Outsourcing (RPO) Services PEAK Matrix® Assessment 2025 – Global.” 

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    Atlanta:  June 2025

    Luke Kohlrieser, Head of Technology and Analytics at AMS, has been named on Staffing Industry Analysts' (SIA) '40 Under 40, The Americas' list, which has recognized his contributions to the technological evolution of the recruitment industry.  You can review the full list here.

    Now in its ninth year, the list recognizes the most influential leaders under 40 who are driving the evolution of recruitment worldwide. Kohlrieser has been recognized for his leadership, innovative approach to talent acquisition, and significant contributions to the staffing industry's technological advancement.

    Commenting on the recognition, Kohlrieser said: "It's a great honor to be included in this prestigious list.  At AMS, we're constantly pushing the boundaries of what's possible in talent acquisition. With AI rapidly transforming the industry, our partnerships and innovations allow us to help clients seamlessly integrate new technologies into their operations—navigating challenges and unlocking new efficiencies."

    Laurie Padua, Managing Director for Talent Consulting at AMS, added: "Luke’s ability to implement groundbreaking solutions for some of the world's most respected brands has helped to position AMS at the forefront of talent acquisition technology. His inclusion in SIA's '40 Under 40' list is a testament to his vision and leadership.  In addition, Luke’s leadership has been pivotal in driving AI-driven talent acquisition and shaping AMS’s strategy through cutting-edge innovation and strategic partnerships. This recognition underscores AMS’s commitment to leveraging technology and innovation to shape the future of recruitment. Huge congratulations to Luke and all the ‘40 Under 40’ Class of 2025!

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      16 April 2025 – AMS, the global talent solutions and consulting business, today announces the release of its Artificial Intelligence Industry Charter (“the Charter”), which establishes standards for the ethical use of AI in the talent acquisition and management industry, the first-ever external regulations created to provide guidance for professionals across talent management, human resources management, and business management.  

      The Charter is the written constitution of the AMS Ethical AI in Talent Board (“AI Board”) launched in November 2024, with the goal of establishing standards on ethical AI use, optimizing AI tools, and building on the sector’s progress in integrating AI into talent acquisition.  

      According to the UN Trade and Development’s (UNCTAD) Technology and Innovation Report 2025, AI may impact up to 40% of jobs worldwide, and this estimate could be higher as AI-based technologies become more diverse and widespread. In this context, the AMS Charter provides a framework for ensuring that core human values permeate AI deployment across the entire talent lifecycle, from attraction and hiring to off-boarding processes, helping ensure that AI use is ethical, consistent, and minimizes risk.  

      The Charter’s standards comprise the following verticals: Transparency and Explainability; Fairness, Non-Discrimination and Accessible; Validation and Rectification; Data Minimization and Purpose Limitation; Data Privacy and Security; Candidate Experience; Human Oversight and Intervention; Ongoing AI Literacy and AI Upskilling.  

      Commenting on the launch, Gordon Stuart, Chief Executive Officer at AMS, said: “Globally, organizations are experimenting with how to best integrate AI into their talent acquisition and management processes. While these tools offer unprecedented opportunities, their novelty carries risk and up until the release of AMS’s AI Charter, there weren’t any best practices professionals could follow.” 

      “The Ethical AI in Talent Board has gathered some of the most respected and best minds in our industry to address these concerns and provide a baseline to guide our industry into the future. The charter is the first of many foundational materials to come as we continue to encourage the ethical and responsible development, adoption, and use of, AI in talent acquisition.”  

      The AI Board encompasses distinguished AI ethicists and independent professionals from a wide range of industries including business, human resources, academia and not-for-profit all brought together based on their expertise of the ethical application of AI in talent acquisition. The charter was signed and enacted by the following industry experts:  

      Originating Charter Executive Members – AMS Charter Leadership 

      • Gordon Stuart, Chief Executive Officer, AMS 
      • Jo-Ann Feely, Chief Innovation Officer, AMS 
      • Gordon Bull, Chief Legal, Risk & Compliance Officer, AMS  
      • Alan Segal, Chief Digital & Technology Officer, AMS 

      Originating Charter AMS Ethics Board Members 

      • Chairman: Franck Cohen, VC Partner, Board Advisor, Chairman of GoCardless and Cybersecurity Platform, CYE 
      • Dr. Cari Miller, Head of AI Governance and Research, The Center of Inclusive Change 
      • Dr. Fred Oswald, PhD, Professor, Industrial and Organizational Psychology, Rice University 
      • Dr. Eric Sydell, PhD, CEO Vero AI 
      • Hema Lakkaraju, Fellow at For Humanity and Certified AI Auditor 
      • Dr. Avinash Dadhich, Founding Director, School of Law, Dhirubhai Ambani University 

      Contributing guests 

      • Dr. Kathi Enderes, SVP Research and Global Industry Analyst, The Josh Bersin Company 
      • Jennifer Phillips-Kirkwood, CEO Tavana Consulting 
      • John Weigelt, Chief Technology Officer, Microsoft Canada 
      • Brittany Saylor, Technology Strategist, Microsoft 
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        London, UK – 14th April 2025: 55/Redefined, the global platform dedicated to redefining opportunities for over-50s in the workforce, is pleased to announce that AMS, the global talent acquisition and consulting organisation, has been appointed as its exclusive global Recruitment Process Outsourcing (RPO) partner. This strategic collaboration marks a significant milestone in 55/Redefined’s mission to drive multi-generational workforce inclusion across permanent and contingent hiring.

        With five generations actively contributing to the workforce and 53% of unemployed people in the EU between 55 and 64 years old being out of work for over a year , organisations must adapt their talent attraction strategies to ensure inclusivity across all age groups. AMS brings unparalleled expertise in workforce transformation and will support 55/Redefined in scaling its impact across multiple industries and markets, including the UK, Europe, and the fast-growing US market.

        Hiring in excess of 270,000 people a year, AMS has extensive experience advising businesses on creating inclusive hiring strategies that enable sustainable, long-term workforce planning. Through this exclusive partnership, AMS and 55/Redefined will work together to embed age-inclusive hiring practices across industries and help organisations attract, retain, and engage talent at every career stage.

        Lyndsey Simpson, Founder and CEO of 55/Redefined, said:
        “The workforce is evolving rapidly, and businesses that embrace age inclusivity will unlock greater productivity, innovation, and engagement. AMS is the ideal partner to help scale our mission globally, ensuring businesses have the tools and expertise needed to build truly multi-generational teams. By addressing the structural barriers that prevent over-50s from progressing in the workplace, we are making real, tangible change. This exclusive partnership will ensure that our clients benefit from AMS’s world-class recruitment solutions, helping them create sustainable workforce strategies fit for the future.”

        Sharon Bagshaw; AMS Chief Client Officer, APAC, EMEA & UK&I added:
        “AMS is committed to reshaping the workforce by helping organisations build diverse and inclusive talent pipelines. As the exclusive RPO partner for 55/Redefined, we are excited to bring our global expertise across the talent spectrum to drive meaningful impact for businesses looking to future-proof their workforce. The need for a truly inclusive hiring strategy has never been greater, and this partnership represents a critical step in ensuring that talent of all ages is recognised and valued.”

        This significant partnership will address head on the unconscious bias that can exist when it comes to hiring from the over 50’s population. AMS acts on behalf of some of the world’s leading organizations, hiring in excess of 270,000 people per year, and therefore the impact we can have together on influencing talent strategies is considerable.

        Age inclusion is economically as well as ethically logical. The social impact of hiring over 50’s is demonstrable in the financial, psychological and multigenerational benefits. As ageing populations continue to dominate the economic and political landscape of both Europe and the US, business leaders will need to encompass age as a cornerstone of their growth strategies to enable them to find the talent they need to deliver business success.

        From reshaping hiring pipelines to embedding sustainable workforce solutions, this collaboration will drive real change at a global scale. AMS is set to transform how businesses build and sustain multi-generational teams. By applying 55/Redefined’s proven strategies to Redefined, Attract, Grow and Engage with older workforces, AMS will equip organisations with the tools, insights, and expertise needed to make age inclusivity a competitive advantage - not just an aspiration.

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          27 March, London, England: AMS, the global talent acquisition and consulting business, has announced that following a comprehensive process, the AMS board has appointed Paul Carson as Chief Financial Officer, with immediate effect.

          Paul joined AMS in January 2020 as Director of Finance and has served as AMS’s Interim CFO since October 2024. A chartered accountant, he has nearly two decades of experience in global corporate organizations, including Capital and Xchanging, where he led teams across many geographies. Paul has a strong background in leading transformation programs, delivering international growth, and architecting corporate and M&A strategies.

          AMS has grown significantly since Paul joined the business in 2020, doubling in headcount and extending its international reach, particularly in North America. Paul has been at the forefront of much of this growth, providing financial and strategic leadership which has delivered a transformational M&A strategy and focused AMS’s growth in the areas which best support client delivery enabling them to advance their vision.

          Commenting on his appointment Paul said: “AMS has grown rapidly in the 5 years I have been part of the senior leadership team, both in terms of net fee income and EBITDA. Our international reach and strategy to invest in our capabilities in the North American market is contributing to this success and I am very pleased to have been appointed Chief Financial Officer, to support the organization through its next phase of growth.”

          AMS CEO Gordon Stuart said: “Paul’s contribution to AMS has been significant and it gives me great pleasure to announce his appointment to the role of Chief Financial Officer. We have an ambitious growth agenda to fulfil and his leadership and partnership focused approach to our strategy is hugely important to us successfully reaching our goals and in supporting our clients to achieve their vision.”

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            Our recent roundtable discussion covered how technology can be leveraged to help optimise your non-permanent workforce. From AI to the evolving role of MSPs, and the importance of presenting a unified business case for tech change within your organisation, here are our 6 key takeaways:

            1. AI: A Game-Changer Across the Talent Lifecycle

            AI is actively streamlining sourcing and delivery processes, offering opportunities to enhance efficiency and precision. Its adoption, however, has proven much easier within Contingent Workforce Solutions (CWS) compared to permanent hiring scenarios.

            AI should and is being deployed in contracting, writing Statements of Work (SoW), defining milestones, and managing supplier performance.

            Possible resistance, stemming from job insecurity and uncertainty about AI's role, was acknowledged. Participants agreed that addressing this resistance through change management and clear communication is essential.

            2. Future of MSP and Workforce Ownership

            The ownership of non-permanent workforces remains blurred, with Procurement traditionally owning Services Procurement/SoW while HR increasingly seeks visibility and influence in this domain.

            Unified governance, combining input from HR, Procurement, and Finance, was seen as the solution to enforcing meaningful change.

            3. Vendor Management Systems (VMS): Opportunities and Challenges

            Smaller businesses often face difficulties with VMS implementation due to the complexities of vendor relationships and lack of accountability for results. While larger solutions offer robust governance, start-ups can be a cost-effective first step away from basic spreadsheets.

            The importance of identifying a strong tech owner and fostering real accountability emerged as critical to successful VMS management.

            It was agreed that despite impressive demos, many VMS platform implementations and adoption falter in real-world scenarios without the right partner to ensure success.

            4. Technology Maturity and Incremental Change

            Discussions on the technology maturity model revealed variations among businesses. Most participants identified themselves at levels 1 and 2.

            Over-reliance on incremental change was flagged as a potential risk, leading to inconsistencies and complexity, a strategic partner is vital to help businesses navigate this.

            5. Building a Robust Business Case

            CFO alignment and early Finance involvement are critical when it comes to obtaining buy-in for technology change and implementation. Market insights and ROI analysis can further strengthen the case for investment.

            Being clear on the key business drivers for the change, the benefits it will enable and the roadmap to implementation are all crucial factors to consider. Improvement in the time-to-hire metric may be a component along with an emphasis on achieving “more for less”, enhancing efficiency Linking strategic objectives to measurable outcomes will also foster stakeholder support.

            6. AI-Powered Tools and the Road Ahead

            Generative AI was recognised as a powerful ally in reducing the time-intensive burden of administrative tasks. Many VMS providers are releasing tools, supplementing their platforms such as SAP Fieldglass Joule which assist in:

            • Automating the creation of business cases, significantly minimizing the manual effort required from managers.
            • Generating standardised documents such as Job Descriptions (JDs) with precision and speed, allowing HR teams to focus on strategic initiatives rather than repetitive tasks.

            This ability to simplify routine processes is not only streamlining operations but also creating opportunities to redirect human talent towards more value-adding activities. In addition, tools that support with the visibility of the total work force are increasingly popular for key hiring approaches such as skills-based hiring and determining the best route to market, empowering organisations to align talent strategies with business goals effectively.

            The next roundtable in our series will be held in May 2025. You can also read our last article in this series, 6 smart strategies for reducing costs through your non-permanent workforce here.

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              AMS is proud to be the first talent solutions business to make the commitment to become a Fertility Friendly Employer. We look forward to working with Fertility Matters at Work on policy consultancy, awareness raising events and providing training to our workforce as part of our Fertility Friendly Employer Accreditation.

              Alessia Malinverni, Senior Manager and Health and Wellbeing ERG Global Co-Lead, also shared: "At AMS, we believe that the health and wellbeing of our employees are fundamental to our success. With approximately 70% of our workforce in the ‘fertility age demographic,’ it is essential that we provide the right support through education, awareness, and clear policies. Whether our colleagues are on a path to parenthood, choosing to be childfree, or exploring other journeys, we want everyone to be educated on matters regarding fertility so we can collectively support each other during this delicate phase of life."

              This partnership with Fertility Matters at Work is a testament to our commitment to fostering an inclusive environment where our choices are respected and celebrated.

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                18th February, London, England: AMS, the global talent acquisition and consulting business, announced today that following an extensive search process, the AMS board has appointed Gordon Stuart as Chief Executive Officer, with immediate effect. 

                Gordon has been leading the executive team at AMS since September 2024, having previously served as Chief Financial Officer from May 2022.  He is passionate about AMS’s service delivery, innovative technology strategy and on building partnerships with clients which advance their vision and business goals. 

                AMS has grown significantly since Gordon’s previous tenure as CFO from 2008 to 2011, now supporting clients across six industry sectors and 120 countries and making in excess of 270,000 hires a year. A continued investment in technology and innovation, and focus on expanding relevant services for clients, leave it well placed to continue this growth trajectory, particularly in the North American market.  

                As a global leader, Gordon has worked across many geographies in both publicly and privately-owned companies and has extensive experience in leading transformation programmes, international expansion, development and implementation of corporate strategy as well as M&A. 

                Commenting on his appointment Gordon said: “AMS is a dynamic and innovative organisation, driven by passionate and talented colleagues who are dedicated to supporting our client’s goals.  I am proud to have been appointed Chief Executive Officer to lead our business through this next period of growth.   

                “Our ability to develop deep partnerships has always been a differentiator for AMS and I’m looking forward to continuing to empower our clients’ talent strategies with greater agility, strategic capability, and responsiveness.” 

                AMS Chair Rosaleen Blair said: “AMS has always pioneered innovation and prioritised the client experience with an unrelenting focus that has propelled our growth. Gordon has been a core part of that growth story for a number of years. His deep knowledge of driving business value and inspiring teams to create exceptional client experiences leave us well placed to take advantage of a new era of talent acquisition.” 

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                  February 03, 2025, Atlanta, USA: AMS, the leading global talent acquisition and consulting business has welcomed Alan Segal to the role of Chief Digital and Technology Officer. With over 20 years’ experience in AI, cloud native solutions and human capital management, Alan brings considerable expertise in digitally enhancing client experience for organizations. 

                  In this newly formed role, Alan will be responsible for the team continuing the development of AMS’s AI enabled talent platform, AMS One. This proprietary technology, launched in 2023 supports AMS’s clients to deliver better, faster, fairer hiring to enable a data-driven approach to talent acquisition.  

                  AMS is focused on a new era of talent acquisition, partnering with our clients to advance their vision, deliver tangible results and enable business goals.  Technology transformation is playing a key role in the talent industry, disrupting processes, reimagining workflows and building new ways of working which are integral to organizational success. 

                  Alan’s career has focused on enabling this type of disruptive technology transition for clients and organizations in the Human Capital Management industry. Prior to joining AMS, he worked with clients advising them on how to enable their workforce digital transformation strategies and held senior leadership positions with Ceridian, Sability and Workbrain. 

                  Commenting on his appointment, Alan said: “The talent industry has embraced technology and AI as an accelerator to delivering organizational goals and enabling tangible results such as reduced time-to-hire, improved quality of hire and in finding candidate pools for those harder to reach skills, such as those within technology. People are at the core of every great company and AMS takes this to the next level.  I’m excited to be joining AMS at a time when delivering this new era of talent acquisition is fundamental to the success of so many organizations who are critical to our economic growth.  I join a talented team of technology experts who have already achieved great success in bringing digital transformation to clients and I look forward to working with them and our impressive roster of clients closely.” 

                  Gordon Stuart, Interim CEO of AMS said: “AMS has been at the forefront of a data and technology driven approach to talent acquisition for a number of years and our credentials have helped us to attract a technologist of Alan’s calibre to join us on the next phase of our strategy.  We have an ambitious growth agenda, centred on enabling our clients’ success and to achieve this we need to continue to disrupt our industry, enabling the next phase of technology development and process to help us achieve our clients’ vision.” 

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                    November 2024 – AMS, the global talent solutions and technology business, today announces the launch of its Ethical AI in Talent (“AI Board”). Comprised of independent experts, drawn from the worlds of business, academia and not-for-profit, Board members will provide thought leadership and expert guidance related to the ethical application of AI in talent acquisition.

                    Artificial Intelligence (AI) is already transforming the talent landscape, with the potential to bring agility, speed and accessibility to each stage of the talent lifecycle. For many organizations’ navigating this pace of change, against a backdrop of differing and evolving legislation, is complex.

                    The purpose of the Ethical AI in Talent Board will be to engage in thought leadership and expert guidance related to the ethical application of AI in talent.  From the management of talent pools to screening, interview scheduling to assessment, data interrogation and beyond, the potential use cases for AI in talent are huge.  The Board’s mission will be to ensure that the fair, transparent and unbiased use of AI technologies in talent will remain paramount and that in the midst of rapid development and change in the AI space, tools respect the rights and deliver benefits to all individuals, including candidates, hirers, recruiters, TA & HR professionals and other users of the technology.

                    The AMS Ethical AI in Talent Board is comprised of:

                    Chairman: Franck Cohen, VC Partner, Board Advisor, Chairman of GoCardless and Cybersecurity Platform, CYE

                    • Eric Sydell, PhD, CEO Vero AI
                    • Cari Miller, Head of AI Governance and Research, The Center of Inclusive Change
                    • Fred Oswald, PhD, Professor Industrial and Organizational Psychology, Rice University
                    • Avinash Dadhich, Dean, Manipal Law School
                    • Hema Lakkaraju, Fellow at For Humanity and Certified AI Auditor

                    Commenting on the news, Jo-Ann Feely, Global Head of Innovation at AMS said: “When ChatGPT launched, capturing the attention of those outside the industry and bringing AI-powered technologies and their vast potential into mainstream consciousness, it became clear very quickly that the implications for talent acquisition and management were going to be significant. From human biases reflected in the data that powers AI to concerns around privacy, transparency and security, it is crucial for talent leaders to make sure AI is helping and not hurting their most important asset: their people.

                    “Our Ethical AI in Talent Board will play a key role in preventing the risks associated with using AI in the talent space both for us and our customers and will contribute greatly to our wider understanding of this technology which comes with such huge potential but also great responsibility.”

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