The Future of Work is founded on change, whether that change is natural evolution or innovative progression. The world of talent and work has been changing at a rapid clip with the advent of new talent acquisition strategies, shifts in how enterprises optimize how work gets done, and the overall transformation of global business.

Crowdstaffing, a longtime market leader in digital staffing and workforce management technology, was an early pioneer with its Future of Work-driven offerings. Just recently, the company rebranded as Prosperix, a solution that aims to “fuel human, workforce, and business prosperity.” I had the opportunity to chat with the provider’s CEO, Sunil Bagai, about the rebrand, the evolution of the platform, and his outlook on the Future of Work movement.

Christopher J. Dwyer: Sunil, thanks for chatting with us. For our readers, tell us a little bit about yourself and your background.

Sunil Bagai: I have over 25 years of tech experience at companies like IBM, Sun, and EMC, as well as multiple startups. I’ve been working in the talent acquisition space since 2005, and what I love most about it is the intersection between people and technology. Just like in the early days of the Internet, where hardware infrastructure was essential in providing everyone online access, I believe we are in the early stages of deploying similar infrastructure technology that will make it much easier to build and manage a workforce. We’re entering a very exciting time.

CJD: Let’s start with the big news first: Crowdstaffing has officially rebranded itself as Prosperix. Give us the lowdown on the evolution of the solution, the new brand, and what it all means.

SB: When we started Crowdstaffing, we wanted to emphasize the value of building network effects and how the power of the crowd can help in building scalable workforces. While that’s still core to what we do, we’re now inspired by a mission that’s even greater. We believe that hiring can play an instrumental role in helping businesses achieve their dreams and aspirations. Simultaneously, there is an opportunity to influence the design of the modern workforce so it can achieve a level of prosperity that hasn’t been possible in the past. With that in mind, we chose the name Prosperix to align with our long-term vision and mission of helping businesses build an extraordinary workforce and achieve outstanding outcomes.

The good news is that Crowdstaffing is not going away; It’s being transitioned into a product name for our Crowdstaffing Hiring Marketplace and Crowdstaffing VMS offerings. In addition to these core offerings, we have added new offerings to the Prosperix solutions suite, including Direct Sourcing, On-Demand Talent Pools, and a wide range of Workforce Services such as MSP, Payroll, and IC Compliance.

CJD: What strikes me as a major differentiator for Propserix is the sheer breadth of its offerings, from direct sourcing and talent pools to VMS technology.

SB: Our strategy has always been to solve the end-to-end problem of hiring and workforce management. Most clients have a very difficult time using multiple technologies. Not only does data end up living in different places, but you get a poor user experience and it’s very challenging to manage the entire workflow when you use different systems. We believe it’s better to provide a single solution that solves for all facets of workforce management, including talent branding and attraction, sourcing, candidate engagement and nurturing, applicant tracking, candidate assessments, vendor management, onboarding, and redeployment.

CJD: Why do you believe it’s so powerful to have a solution that can literally offer end-to-end workforce management functionality, from talent engagement to total workforce management?

SB: There are many advantages to an end-to-end workforce management solution. First, you simplify the hiring process substantially when you use a single technology rather than several disparate technologies. More fundamentally, you are able to access and utilize data far more effectively to achieve better hiring outcomes. For example, the best candidate can come from a supplier, an internal talent pool, or a variety of public talent pools. When you can see candidates across the entire ecosystem of hiring channels, whether it’s in your VMS, ATS, Talent Pools, etc., you can match candidates more effectively to open jobs, speeding up time to hire.

This is just the beginning. There are multiple other use cases that you can unlock, including large network effects, that are only possible when you impact the entire value chain.

CJD: We’re experiencing a much different summer than we did last year thanks to the business world somewhat returning to normalcy. How do you think the world of talent and work respond to the major shifts it experienced over the past year?

The new normal means that remote work is here to stay. Many businesses are hiring workers remotely even for core positions, especially if they are having a hard time finding talent in their local geography. To hire remote workers more effectively, businesses are requesting a more nuanced way to outline their needs, by specifying whether a position is Local Only, Remote with Local Access, Remote Only, or Offshore.

CJD: What’s the long-term vision for Prosperix?

SB: Our long-term vision is to fuel human, workforce, and business prosperity. We plan to accomplish this by developing innovative solutions that help businesses build and manage an extraordinary workforce.

Tagged in: Christopher Dwyer, Complex Categories, Contingent Workforce, Future of Work, Innovation, People, Process, Solution Providers, Technology