Core Insights - The U.S. tech sector remains strong, with a Net Employment Outlook (NEO) of 46% for Q4 2025, despite a slight decline from previous quarters [1][4] - Over half (58%) of U.S. tech employers plan to increase headcount, while only 11% expect reductions, indicating a continued demand for digital skills [2][5] - The demand for digital skills, particularly in areas like AI, cloud migration, and cybersecurity, is reshaping the labor market [2][5] Employment Outlook - The NEO for the U.S. tech sector is 46%, which is 10 points above the global average of 36% [1][4] - The hiring expectations in the U.S. are slightly lower than in countries like Belgium (52%), India (48%), and Canada (47%) [4] Skills Demand - Nearly one in four employers (24%) are hiring specifically to keep pace with digital advancements, highlighting the importance of digital skills in the current labor market [2][3] - The rising bar for skills is attributed to advancements in AI, which is seen as a tool for enhancement rather than a replacement for human jobs [3] Challenges for Employers - The tech sector faces challenges such as attracting qualified talent (41%), improving candidate experience (37%), and filling complex tech roles (36%) [9]

Group 1 - Employers are focusing on workforce retention rather than hiring, with a report from ManpowerGroup indicating a shift in talent outlook as organizations prepare for Q4 [3][4] - A significant number of employers are considering workforce reductions, with only a small percentage planning to hire more in Q4 2025 [4] - Career growth pathways are identified as the leading driver of employee retention, surpassing trust in senior leadership [4] Group 2 - A report from Workday highlights that top performers are leaving companies due to stalled career growth and a decline in internal promotions [5] - Despite potential backlash, large employers (84%) are more likely to maintain diversity and inclusion initiatives compared to smaller companies (67%), viewing them as stabilizing forces amid economic uncertainty [6] Group 3 - Employee retention and burnout are critical concerns for employers, with two-thirds of over 4,000 surveyed expressing worries about stress and burnout effects [8] - Only a quarter of employers provide mental health training for leaders, indicating a gap in support for managing workforce well-being [8] - A majority of employers (74%) plan to implement inclusion and diversity initiatives in 2025 to strengthen organizational culture and combat high turnover [8]

Core Insights - Talent Solutions RPO has been recognized as a top provider on HRO Today's 2025 Baker's Dozen list of Enterprise RPO Leaders, ranking ninth overall and achieving top 10 placements for Quality of Service (8) and Size of Deals (7) [1][2] Company Performance - The recognition on the Baker's Dozen list reflects the trust and partnership Talent Solutions RPO has built with clients globally, highlighting the company's commitment to delivering value and meeting evolving talent needs [2][3] - Talent Solutions RPO's ability to manage large-scale, complex RPO projects has been validated through consecutive recognition on the Baker's Dozen list, emphasizing its role as a trusted advisor and partner [2][3] Industry Context - The HRO Today Baker's Dozen Customer Satisfaction Ratings are based entirely on customer feedback, making it a respected benchmark in the RPO industry [3] - Talent Solutions RPO's client-centric approach leverages deep industry expertise, best-in-class technology, and workforce insights to deliver top talent and improved business results [2][3] Company Background - ManpowerGroup, the parent company of Talent Solutions RPO, is a leading global workforce solutions provider, recognized for its commitment to diversity and ethical practices [5][7] - Talent Solutions combines various offerings to address complex workforce needs, providing end-to-end, data-driven capabilities across the talent lifecycle [7]

Core Insights - ManpowerGroup released its 2024-2025 Sustainability Report titled "Working to Change the World: A Human-First, Just Transition," highlighting progress in sustainability across three pillars: Planet, People & Prosperity, and Principles of Governance [1][2]. Group 1: Planet - The company reduced direct (scope 1 & 2) emissions by 32% since 2019 and by 9% year-over-year [6]. - Renewable energy usage increased by 18% in 2024, with France and the U.S. jointly procuring almost 13,000 MWh in renewable electricity [6]. - An electric vehicle fleet expansion included the addition of 100 EVs while removing 200 gas-powered vehicles [6]. Group 2: People & Prosperity - The Manpower MyPath program scaled to over 301,000 associates, enhancing employability and providing career pathways [6]. - The company is on track to upskill 170,000 individuals through Experis Academy in Europe, focusing on AI skills and providing intensive training [6]. - Partnerships with clients enabled over 400,000 individuals globally to enhance their digital skills to meet new market demands [6]. Group 3: Principles of Governance - ManpowerGroup was recognized by Ethisphere for the 16th time as one of the World's Most Ethical Companies, the highest in the industry [6]. - A comprehensive Double Materiality Assessment (DMA) was completed to align with the EU Corporate Sustainability Reporting Directive (CSRD) and European Sustainability Reporting Standards (ESRS) [6]. - The company founded an AI New Projects Review Committee to create guidelines for ethical and responsible AI use [6].

Core Insights - The 2025 Internal Audit Priorities Survey by Jefferson Wells highlights that cybersecurity remains the top emerging risk for the fifth consecutive year, emphasizing the need for strong cyber defenses in a vulnerable technology landscape [2][4] - Generative AI has emerged as the second most pressing concern, influencing audit strategies and the necessary skillsets to manage these risks [2][4] - Economic uncertainty has become a significant factor for audit leaders, with 26% of respondents citing it as a concern, a notable increase from nearly zero in the previous year [2] Group 1: Key Trends - Cybersecurity is identified as the foremost risk, indicating a critical focus for internal audit functions [2][3] - The rise of generative AI is reshaping audit strategies and toolsets, necessitating new skills for audit teams [2][4] - Economic uncertainty is now a prominent concern, reflecting changing market conditions and their impact on audit priorities [2] Group 2: Challenges Faced - Internal audit departments are facing skill shortages in key areas such as cybersecurity, AI, IT audit, and data analytics [3] - Over 85% of audit leaders are relying on external partners to fill critical skill gaps within their teams [3][4] - The need for internal audit functions to adapt to rapid advancements in technology and economic conditions is underscored [4]

Core Insights - The report titled "The Career Equation: What Attracts Talent Isn't What Keeps Them" reveals a significant disconnect between what organizations believe attracts talent and what actually retains them [2][3] - It emphasizes the importance of cultural fit, career development, and purpose in retaining top talent, rather than just focusing on attraction strategies [3] Key Findings - A survey of 1,029 leaders and 2,402 employees across various regions indicates that 53% of leaders believe their employees are fully engaged, while only 37% of employees report the same [5] - In Latin America, 63% of leaders think their teams are fully engaged, contrasting with only 41% of employees [5] - Engagement levels in Europe and Asia-Pacific are critically low, with only 32% and 33% of employees fully engaged, respectively [5] - Employees prioritize cultural fit and career development as key drivers of engagement, yet only 24% of leaders recognize cultural fit as important, and less than 20% cite career development [5] - While pay and perks may attract talent, long-term retention is driven by intrinsic factors such as purpose, growth, and cultural alignment [5] Industry Implications - The findings suggest that organizations must shift their focus from merely attracting talent to implementing strategies that enhance employee engagement and retention [3] - The report serves as a wake-up call for business leaders to invest in employee skills, careers, and well-being to maintain productivity and profitability [3] - A follow-up report in the State of Careers series is expected to provide further insights and practical strategies for organizations [3]

Group 1 - Employers are becoming cautious in their hiring outlook, focusing more on retention rather than new hiring, with an emphasis on selective hiring to maintain organizational resilience [3][4] - Nearly half of employers surveyed identified attracting qualified applicants and retention as their biggest challenges, with AI talent remaining in demand despite hiring slowdowns in other areas [3] - Two-thirds of HR managers have implemented hiring freezes, and nearly half plan to pause recruitment for at least the next 12 months, leading to a focus on reskilling and internal mobility [4] Group 2 - The global hiring market is becoming more measured due to economic uncertainty, with 45% of employers intending to maintain current workforce levels in Q4 2025, the highest since early 2022 [6] - Less than 40% of employers plan to add staff in Q4, while 15% expect to reduce their workforce, indicating a cautious approach to hiring [6] - Employers that do intend to hire are focusing on specific capabilities, particularly in technological advancement [6]

Core Insights - Experis has been recognized as a Leader in Everest Group's U.S. IT Contingent Talent and Strategic Solutions PEAK Matrix® Assessment for the fourth consecutive year, highlighting its strong market position and service offerings [1][5]. Company Overview - Experis is a global leader in technology workforce solutions, part of the ManpowerGroup family, focusing on attracting, assessing, and placing specialized technology talent [6][9]. - The company provides extensive training and development programs through Experis Academy and operates Specialized Centers of Excellence (COEs) to enhance domain expertise [6][8]. Service Offerings - Experis delivers talent across various domains, including application, infrastructure, data, and automation services, serving key industries such as banking, financial services, insurance, manufacturing, wholesale and retail trade, and healthcare [3][4]. - The company emphasizes managed services and specialized practice areas, including tech transformation strategy, enterprise applications, cloud and infrastructure, digital workspace, and cybersecurity [3][4]. Strategic Focus - Experis has a significant focus on leveraging AI, analytics, and automation to improve client and candidate experiences, utilizing proprietary platforms like the Experis PowerSuite™ technology stack [4][7]. - The company has made strategic investments to strengthen its offerings and maintain resilience in a challenging staffing market [4][5]. Recognition and Assessment - The PEAK Matrix® Assessment evaluates contingent staffing providers based on market success, delivery capability, vision and strategy, innovation, investments, and delivery footprint, with Experis being one of only seven companies recognized as a Leader out of 30 assessed [5].

Core Insights - Manpower has been recognized by Everest Group as a Leader and Star Performer, reflecting its strong vision and commitment to addressing workforce challenges [2][9] - The company received high scores for value delivered, scope of services, and vision and strategy, highlighting its robust upskilling programs and investments in managed services and proprietary technology [1][4] Company Overview - Manpower, part of ManpowerGroup, is a global leader in contingent staffing and permanent resourcing, providing strategic and operational flexibility to companies [5] - The company utilizes data-driven insights for talent assessment and placement, and its PowerSuite tech platform aids in predicting performance potential [5] - Manpower's MyPath skilling program focuses on rapid skills development through on-the-job training and market-based certifications [5] Industry Recognition - Everest Group's PEAK Matrix® Assessment evaluates contingent staffing providers based on market success and delivery capability, classifying companies into Leaders, Major Contenders, or Aspirants [2] - The Star Performer distinction is awarded to organizations showing significant year-over-year improvements in market success and capability advancement [3] Strategic Initiatives - Manpower's focus on skilled trades and its Manufacturing Center of Excellence exemplify its commitment to elevating skilled trades [2][4] - Investments in proprietary platforms like Sophie and PowerSuite, along with data-driven tools such as Total Cost of Workforce (TCoW) and Client Stability Index (CSI), demonstrate innovation and operational efficiency [4]

Group 1: Industry Performance - The performance of human resource service providers in Europe and the US showed signs of stabilization in Q2 after a poor start to the year, with companies like ManpowerGroup, Robert Half, and Adecco reporting slight sequential profit growth as employers adapt to geopolitical and economic instability [1] - Adecco's Q2 earnings exceeded expectations due to a faster-than-expected increase in flexible positions, with the company anticipating better earnings in the second half of the year [4] - Robert Half's Q3 guidance fell below expectations, and the company reported a 16% decline in gross profit for the first half of the year due to weak recruitment activity in Europe [5] Group 2: Market Sentiment and Challenges - Despite some positive signs, the overall tone in the industry remains cautious, with companies warning of ongoing challenges ahead [4] - Analysts indicate that the job market is still sluggish, with manufacturing and professional services sectors experiencing slowed employment growth, which are key areas for ManpowerGroup and Robert Half [6] - In Europe, the job market is particularly dire, with the UK's unemployment rate reaching a four-year high and job vacancies falling below pre-pandemic levels, influenced by rising labor costs and government policies [6]