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Nabil Kamleh Joins Hudson RPO as Managing Director, Middle East and Africa

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Tampa, Fla., June 11, 2024 – Hudson RPO today announced that Nabil Kamleh is joining Hudson RPO as Managing Director, Hudson Middle East and Africa. In this role, Kamleh will spearhead efforts to increase the firm’s presence and stature throughout the region and will be responsible for overseeing the firm’s talent acquisition efforts there.

Kamleh has nearly 15 years of recruitment industry experience, with more than a decade of those years in the Gulf Cooperation Council (GCC).

Kamleh is an English and Arabic speaking leader in delivering Middle East and Africa recruitment solutions. He has led recruitment delivery teams for regional and global multinationals within the region and has been ultimately responsible for full delivery of service for nearly 2,000 hires per year for leading organizations in several industries, including energy, finance, healthcare and automotive.

Previously, Kamleh was a Co-Founder and Partner with Parisima, a leading end-to-end talent acquisition firm based in Dubai.

He also served as Director, Recruitment Process Outsourcing, for IBM (Kenexa), Middle East and Africa, and as a Senior Talent Acquisition Partner at Michael Page International.

Kamleh has degrees in Business Management and International Business from the University of Lethbridge.

About Hudson RPO

Hudson RPO is a leading global provider of flexible and scalable recruitment solutions. We service all levels of client organizations, from entry-level to the C-suite, focusing on mid-market and enterprise-level organizations worldwide. Taking a consultative and collaborative approach, we partner with talent acquisition, HR, and procurement leaders to build diverse, high-impact teams and drive business success. Learn more at hudsonrpo.com.

Media Contact

Tracy Kurschner
Global Communications Manager, Hudson RPO
[email protected]
612.309.3957

Hudson RPO Recognized as a Star Performer and Major Contender by Everest Group

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Tampa, Fla., June 11, 2024 – Hudson RPO today announced that it has been named as a Major Contender and Star Performer in Everest Group’s Recruitment Process Outsourcing (RPO) PEAK Matrix® Assessment. The Star Performer designation is based on Hudson RPO’s significant Year over Year (YoY) movement up the Matrix.

The report cites several accomplishments in Hudson RPO’s offering that led to its elevated ranking, including demonstrated growth and resilience in terms of hires managed and global revenue amid a global slowdown in the RPO market.

The organization has also seen measurable global expansion with organic growth by setting up an entity in Ireland, and inorganic growth with the acquisition of Hudson Singapore.  Hudson RPO has also enhanced its offering with a dedicated Executive Search team and expanded advisory services.

“Hudson RPO has made concerted organic and inorganic investments to expand its global RPO footprint across most of the major RPO markets. Its expertise in hiring white-collar professionals across key industries, such as pharmaceutical and life sciences, BFSI, and manufacturing, has enabled Hudson RPO to demonstrate significant resilience in the downturn of 2023,” says Arkadev “Arko” Basak, Partner, Everest Group. “Its continued investments in advancing its talent advisory services and its partnership-based technology ecosystem have strengthened its position as a Major Contender and Star Performer on Everest Group’s Recruitment Process Outsourcing (RPO) Services PEAK Matrix® Assessment 2024 – Global.”

“Buyers highlighted Hudson RPO’s strong account and stakeholder management, which leads to significantly superior recruitment outcomes and better candidate fit,” said Hudson RPO Global CEO Jake Zabkowicz. “As we continue to expand and excel in the marketplace, we look forward to offering clients best-in-class results, including DEI, advisory, permanent and contingent workforce planning and technology consulting.”

For the RPO Services PEAK Matrix®, Everest Group analyzes the RPO landscape and the performance of 32 service providers, looking at these providers’ vision for RPO, their capacity to deliver on that vision, the impact that they have had on the wider market, including the scope of services offered, and level of innovation and investments. The assessment also considers third-party RPO deals as well as approximately 5,200 multi-process RPO deals. The report divides RPO providers into three main categories: Leaders, Major Contenders and Aspirants.

About Hudson RPO

Hudson RPO is a leading global provider of flexible and scalable recruitment solutions. We service all levels of client organizations, from entry-level to the C-suite, focusing on mid-market and enterprise-level organizations worldwide. Taking a consultative and collaborative approach, we partner with talent acquisition, HR, and procurement leaders to build diverse, high-impact teams and drive business success. Learn more at hudsonrpo.com.

Media Contact

Tracy Kurschner
Global Communications Manager, Hudson RPO
[email protected]
612.309.3957

The 5Cs of successful MSP implementations

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The 5Cs of successful MSP implementations

Content Team

Are you looking to implement a Managed Services Program (MSP) model within your organization?

MSPs can transform flexible talent management, but only if they are implemented correctly. Organizations managing a contingent workforce know it can be fraught with complexity. Yet, managing your talent flexibly can be a real competitive advantage. This is why organizations turn to Managed Services Program (MSP) providers to help them manage their contingent workforce efficiently.

As MSP experts, we know what works to ensure a successful implementation. Our 5C’s will prepare your organization for success. Read on to find out more about each of these key factors.

1: Clear case for change

The first step in a successful implementation is ensuring that the business case is clearly defined, understood, and shared with all partners and stakeholders. Aligning goals from the outset gets everyone on the same page and heading in the same direction.

2: Collaboration

Our second success factor, collaboration, is vital. It extends from the project management governance to the implementation team. From our experience, we know shared values and a shared team spirit underpin a successful implementation.

3: Client understanding

Part of building the business case and the foundation for collaboration is positioning the MSP model internally. All stakeholders need to understand the why, what, and how:

Why? Why are we making this change to the business?
What? What are the benefits that will be realized because of the change?
How? How will it be done, making the change process and transition easier?

After all, an MSP program is not a copy-paste process; it is a change in the way people work.

4: Communication

Constant communication throughout the implementation is an essential factor for success. Especially considering the complexity of an MSP. When working on a complex implementation at the height of the covid pandemic with our client and technology partner, Beeline, this became even more apparent. The consistency and clarity of our communication ensured we shared a vision from beginning to end.

5: Caliber of the team

Recruitment is about people, so the final C should be no surprise. Having the right people with skills and cultural alignment is essential for a successful implementation. Embedded in your existing teams, they will ensure the program is fully adopted, successfully and seamlessly.

Is an MSP partnership right for you?

Learn more about the way MSPs can transform the way you recruit, onboard, manage, and redeploy contingent workers. Find out more about the MSP solution that helped Australia’s largest gambling entertainment group achieve 380k AUD savings in six months.

Hudson RPO‘s Managed Services Program (MSP) Solution helps companies make smart and effective use of their contingent workforce spend. If you would like to have a confidential discussion with an experienced Talent Expert, please feel free to contact us and we will be in touch.

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

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How to select an MSP partner

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How to select an MSP partner

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Partnering with a Managed Services Program (MSP) provider can streamline contingent workforce management and drive significant benefits. However, with many MSP providers in the market, selecting the right one can be a crucial decision. In this blog, we will explore key considerations to help you choose the right MSP provider for your organization.

1. Consider different MSP models by what level of involvement you need

Managed Services Program solutions exist in different ways and selecting the right model for your talent needs is an essential first step. The three primary models to consider are the Direct Sourcing MSP Model, Master Vendor Model and Vendor Neutral Model.  

In the Direct Sourcing MSP model, one provider manages the contingent workforce management and directly sources a percentage of the workers. The Master Vendor Model involves one provider who is responsible for sourcing and placing candidates. The provider is also responsible for the contract management and payrolling of the contingent workers, including invoicing.  In the Vendor Neutral Model, one provider manages the contingent workforce but via third-party agency suppliers who continue to payroll their own contractors. 

2. Can the provider customize their solution to suit your requirements?

Each organization has unique requirements and preferences. It is crucial to assess how well an MSP provider can customize their solution to align with your specific needs. An end-to-end solution is the standard offering but consider whether the provider offers additional options to customize. This could include automation of administratively heavy tasks, expert insights into process optimization, engagement surveys, and identifying bottlenecks to enhance efficiency.

3. Is the MSP provider suited to your size and geography?

Consider the size of your contingent workforce and the geographical span of your operations. An MSP provider should have experience in managing workforce solutions of similar size and complexity. Make sure the provider can follow labor laws and reduce risks, whether you have a local or global presence. Additionally, a scalable MSP solution is crucial to accommodate fluctuations in the market or changes in talent needs.

4. Do the technology and innovation capabilities match?

Evaluate the technology infrastructure and innovation capabilities of the MSP provider. A robust technology platform can streamline processes, enhance visibility, and deliver data-driven insights. Look for features like real-time reporting, analytics, and integration with other HR systems. Additionally, consider whether the provider is proactive in adopting emerging technologies and industry best practices to stay ahead of the curve.

5. Does the provider have the relevant expertise in your industry?

Assess the expertise and industry knowledge of the MSP provider. Think about their industry experience, talent networks, and understanding of your specific needs. Look for providers that offer dedicated support and a collaborative partnership approach. Effective communication, responsiveness, and a shared commitment to your company’s success are key factors to consider.

Choosing the right MSP provider requires careful evaluation of several factors. Choose the right MSP provider to optimize your contingent workforce. Find out about MSP or contact our talent experts to determine the best talent solution for you.

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

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Introducing Vinay: Meet our new Sales Director, India

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Introducing Vinay: Meet our new Sales Director, India

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As part of Hudson RPO’s continued expansion in the Indian market, we are thrilled to announce the appointment of Vinay Mehta as our Sales Director based in Delhi, India.  Vinay joins our already existing Karani team of 600 employees who provide recruitment services to the local and international markets and our technology specialist recruitment team, Hunt & Badge, in India.

There’s no better way to get to know a new team member than having a coffee catch-up, so we recently set up a virtual coffee to connect with Vinay and asked him a few questions.

Tell us a little bit about your previous work experience.

I’ve enjoyed a diverse career spanning several well-known organizations, including Randstad, GI Group, ManpowerGroup, and Genius Consultants. I have over 12 years of experience in business development, client servicing, vendor management, and team leadership. I have successfully scaled up hiring for greenfield projects and startups, ensuring they have the right talent to drive their growth, and I’ve really enjoyed this aspect of my role. With a proven track record in client acquisitions and strategic account management, I am passionate about supporting organizations in designing the right recruitment solutions for their needs.

Why did you choose Hudson RPO?

I joined Hudson RPO because of its renowned track record in providing customized recruitment solutions, delivering exceptional outcomes, and achieving positive customer satisfaction.

Hudson RPO’s innovative approach to recruitment and strategic expansion initiatives and its focus on leveraging advanced tools and techniques align perfectly with my professional goals and values. I am excited about the opportunity to work with a team dedicated to continuous improvement and excellence in talent acquisition.

What are you excited about achieving in your role?

In my role at Hudson RPO, I am excited about the opportunity to drive business growth, expand our client base, and enhance our recruitment processes. I look forward to implementing innovative strategies to acquire new clientele, secure major clients, and optimize our service delivery. I aim to leverage my extensive experience and skills to achieve outstanding results for our clients and ensure their satisfaction with our services.

What can you share about the Indian talent market, and how can you help organizations?

The Indian talent market is dynamic, diverse, and competitive, making it challenging for organizations to identify and attract talent. With my deep market understanding and extensive experience in client acquisition and management, I can help organizations navigate these challenges effectively. By leveraging advanced tools and techniques, I can streamline recruitment, identify top talent, and ensure a perfect match between candidates and organizational needs. My strategic approach, coupled with leveraging data-driven insights will enable organizations to optimize their talent acquisition strategies and achieve their business objectives.

What does an ideal weekend look like for you?

An ideal weekend for me includes a mix of relaxation and activities. As the cricket captain of my society, I take pride in leading my team in friendly matches, which helps foster teamwork and keeps me physically active.

Additionally, I am a passionate swimmer and love spending time in the pool. Beyond sports, I engage in social welfare activities through my society’s volunteer club, contributing to the community and making a positive impact. These activities make me feel happy and refreshed, preparing me for the week ahead.

We are excited to welcome Vinay and look forward to sharing his success.

If you would like to connect with Vinay to discuss your current talent requirements, we invite you to book in for a confidential, complimentary consultation here.

You can also connect with Vinay via LinkedIn.

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

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When to consider a managed services program (MSP)

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When to consider a managed services program (MSP)

Content Team

Managed Services Programs (MSP) are a business solution where a company outsources the management of their contingent workforce. MSP partnerships have many benefits, including cost savings, process efficiencies and improved quality of hire in temporary workforce management. On average, MSP partnerships can deliver 10-20 percent cost savings in the first year.

The Hudson RPO talent experts have driven exceptional results in many different MSP partnerships. Based on their expertise, these are the four signs that tell you it’s time to consider an MSP.

1. Lack of talent vendor oversight:

Managing a contingent workforce often means managing multiple talent vendors and agencies. A lack of clarity around the size of the contractor workforce, who is employed, how much they are paid or how long they have been employed opens risks around costs and employment claims. If this resonates, an MSP can provide the solution you need.

Acting as a centralized point of contact, your managed service provider can streamline vendor processes, consistent performance, and reduce costs while providing one source of truth. This frees up time for you to focus on your core business with clarity and better insights into your contingent workforce.

2. Rising flexible workforce costs:

When scaling regionally or globally, managing costs associated with a flexible workforce can be challenging. If you find yourself with increasing costs without clearly understanding where the expenses are coming from, an MSP can help.

The MSP model of your choice will either centralize workforce management with one vendor or let the MSP handle vendor contracts. Your dedicated talent experts also bring expertise in optimizing cost structures and identifying cost-saving opportunities. Engaging a Managed Services Program provider will help you manage and control your contingent workforce costs.

3. Concerns about labor laws and compliance:

Navigating labor laws and regulations can be complex, especially when managing a contingent workforce across different regions. A managed services program can provide the necessary expertise to help you meet legal obligations and ensure compliance.

The talent experts in a managed services partnership bring a wealth of knowledge and understanding of legal requirements. They ensure your contingent workforce is compliant while managing the hiring process end-to-end. This opens up all the opportunities of a flexible workforce while minimizing risk.

4. Changing contingent talent needs:

Does your organization experience fluctuating talent needs due to project-based work, seasonal demands, or business growth? An MSP can offer the flexibility required to scale your contingent workforce up and down as required.

MSPs have access to a vast talent pool of qualified candidates and the ability to source talent promptly. They can help you build a dynamic contingent workforce with access to the right talent to drive your business success.

Is MSP right for you?

If any of the above signs resonate, it might be time to consider a Managed Services Program. Learn more about our MSP solution or speak to one of our talent experts today.

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

Follow Hudson RPO on LinkedIn

What is RPO?

Learn More

What is MSP?

Learn More

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