What to Look for in an MSP Partner if You’re New to Outsourced Workforce Management

Businesses today are facing growing pressure to not only access specialist talent as quickly as possible, but to control workforce costs adequately all while remaining agile in increasingly competitive markets.

It’s a lot of plates to spin for busy hiring and procurement managers, which is why many businesses are turning to outsourced workforce management solutions to help share the load. And one of the most established and effective models here is the MSP (or Managed Service Programme) where a dedicated partner will take on the responsibility of overseeing an organisation’s contingent workforce, including temporary workers, contractors and agency-supplied talent.

But for organisations that are new to outsourced workforce management, handing responsibility for contingent talent to an external partner can feel daunting.

There’s a lot to consider, which is why we’ve put together this blog exploring the key qualities businesses should look for when selecting an MSP partner for the first time.

Let’s get stuck in!

Why is selecting the right MSP partner important?

First up, why is selecting the right MSP partner so important?

Well, choosing an MSP partner is about far more than just filling vacancies. It’s about choosing a strategic partner that can help transform the way contingent talent is sourced, managed and optimised across the business. Choosing an MSP partner for the first time can be particularly challenging because organisations are not simply selecting a service provider. They’re choosing an entirely new approach to managing contingent talent, which makes the decision far more strategic than a standard supplier review.

A strong MSP partner will bring the expertise, processes and technology needed to streamline workforce management, improve visibility over spend and performance, strengthen compliance and create efficiencies that support wider business objectives. They should act as an extension of your organisation, helping to ensure that the right talent is available when and where it’s needed.

However, not all MSP providers offer the same level of expertise, technology, service or strategic support, making it essential to evaluate potential partners carefully.

And for businesses taking their first steps into outsourcing their contingent workforce recruitment and management, this support is even more important.

Transitioning to an MSP for the first time involves implementing new workflows, navigating stakeholder engagement, reviewing supplier management processes and establishing effective governance structures. An experienced MSP partner can guide this change, helping to minimise disruption, drive stakeholder buy-in and create a foundation for long-term workforce success.

Key qualities to look for in an MSP partner

So, if you are implementing an MSP for the first time, what exactly should you be looking for in an MSP partner?

We recommend checking:

1.Experience with implementing first-generation Managed Service Programmes

Make sure the provider has experience with implementing first-generation MSP models. Providers that mainly run mature enterprise programmes may not be best placed to support early-stage adoption, stakeholder engagement and change management.

2.Industry Expertise and Track Record

An MSP partner should have proven experience managing contingent workforces, ideally within your industry. Experienced providers are better equipped to understand workforce challenges, anticipate market trends and recommend solutions that align with your business objectives.

3.Service design flexibility

The provider should be able to present MSP models that reflect your maturity, governance needs and hiring complexity rather than force you into a standard template.

4.Direct sourcing and recruiter capability

Ask how the provider will access talent, protect quality and maintain speed, especially in specialist areas. Look for a partner with established relationships across the talent ecosystem and a proven ability to source skilled candidates quickly, even in competitive or niche markets.

5.Cultural alignment and partnership approach

Perhaps most importantly, an MSP should feel like a genuine partner rather than simply a service provider. Look for a team that understands your organisation’s culture, values, and goals, and demonstrates a collaborative approach to problem-solving and continuous improvement.

6.Compliance and risk management

Managing a contingent workforce involves navigating employment legislation, right-to-work requirements, IR35 considerations, supplier compliance and internal governance processes. Check that the provider has clear compliance frameworks, audit processes and risk mitigation strategies that protect both your organisation and workforce.

7.Technology that supports the programme

Technology should enable the workforce strategy rather than dictate it. Ask potential MSP partners how their technology supports hiring managers, suppliers and reporting requirements and whether it can scale alongside future workforce needs.

What good partnership looks like

A strong MSP partner should challenge assumptions, ask thoughtful questions and help clarify what good looks like for your organisation. They should understand that success in a first-generation MSP is not simply about operational metrics, it’s about adoption, stakeholder confidence and long-term workforce improvement.

This also means being honest about design choices. Not every organisation needs the same level of centralisation, supplier change or technology dependency. Remember that good partners do not sell complexity where it’s unnecessary, they’ll build for fit.

Common mistakes organisations make when choosing an MSP partner

Organisations selecting an MSP partner for the first time often focus heavily on cost, technology or supplier numbers. While these factors are important, they rarely determine long-term success.

The most successful MSP implementations are built around stakeholder engagement, programme adoption, governance and partnership. Choosing a provider that understands organisational change can often have a greater impact than selecting the provider with the most complex technology platform.

Thinking about implementing an MSP?

Our MSP team has extensive experience supporting organisations through the implementation of award winning first-generation Managed Service Programmes. Whether you’re exploring outsourced workforce management for the first time or looking to gain greater control over your contingent workforce, we’re here to help.

Get in touch with our team to discuss what an MSP could look like for your organisation.