TRUSTED BY
Clients around the world
BORING BUILT IN.
Contingent workforce management that just works
We help organisations find, engage and manage contractors compliantly across 100+ countries, so you can scale your workforce without adding complexity.
Built for every stage of your contingent workforce journey
Whether you’re responsible for HR, Procurement, Talent Acquisition or Compliance, the challenge is the same: you need a workforce programme that’s built to grow with your business.
From your first contractor to a global contingent workforce, we’ll help you build the right foundations so, you can scale with confidence, not complexity.
Helping you stay ahead of workforce challenges
Contractor programmes succeed when the right controls are in place from the beginning. We help organisations strengthen the four areas that have the biggest impact on long-term success.
1Compliance
Stay ahead of changing regulations and reduce the risk of worker misclassification, tax exposure and local compliance issues.
2Cost
Improve supplier governance, control workforce spend and eliminate unnecessary costs before they creep into your programme.
3Visibility
Gain a clearer view of your workforce, suppliers and spend, so you can make better decisions with confidence.
4Operations
Simplify onboarding, payroll and contractor management through connected processes that scale as your workforce grows.
Services we provide
Build the workforce you need.
Whether you’re filling one critical role or scaling a project team, we help you find the right people quickly through embedded sourcing, direct sourcing and outsourced recruitment.
Includes Direct Sourcing, Talent On-Demand, RPO and CXC Health.
Hire contractors compliantly, anywhere.
From engagement models and compliance to onboarding and payroll, we make sure every contractor is engaged properly from day one.
Includes Employer of Record, Agency of Record, Nearshoring and CXC Comply.
Keep your workforce running properly.
From supplier management and payroll to contractor lifecycle management and Statements of Work, we bring everything together under one structured programme.
Includes MSP, Contractor Management Outsourcing, Payroll and SoW.
BORING DONE RIGHT
Technology where it helps. People where it matters.
Managing a contingent workforce isn’t just about having the right technology. It’s about knowing when experience, judgement and local expertise make the difference.
Our Human+ approach combines intelligent technology with experienced specialists, so the routine happens automatically and the important decisions get the attention they deserve. That’s how we keep contractor programmes running smoothly, today and as your workforce grows.
Why clients trust CXC
From local contractor programmes to global contingent workforces, organisations trust CXC to simplify complexity, reduce risk and build workforce programmes that scale with confidence.
Our combination of proven technology, experienced specialists and more than 30 years of expertise helps keep your workforce running smoothly, wherever and however you engage contingent talent.
34 years
Trusted experience100+ countries
Confidence, wherever you hire1-10000+ workers
Solution that scale with you98% retention
Trusted by clients long-term6-14% savings
Reduce workforce spend99% accuracy
Payroll you can depend onGlobal capability. Local expertise.
Wherever your contractors are, we’ll already understand the local rules, payroll requirements and engagement models.
Supporting organisations across 100+ countries through local teams and trusted partners.
TESTIMONIALS
Trusted by clients around the world
CXC are a recommended, reliable and trusted partner.
Technology Partner
We have significantly improved the management and visibility of our contingent workforce, as well as reducing our risks and costs. Over time as we bring on more contractors, we will see an improved contractor experience.
TAL
New contingent labour model for IMG, brought visibility, control and business compliance of over 1,000 workers in the UK.
IMG
CXC continue to demonstrate a comprehensive understanding of risk management, contingent workforce management trends and legislative change.
Consultancy Partner
UNSW was looking for the services of a well-regarded and capably resourced independent provider to engage, manage and payroll our contractors.
On an annual basis, we require the services for approximately 100 IT contractors across the university. It was important that we partnered with a provider that had the people, processes and technology necessary to support our contractors and the valuable work they do for the university.
CXC provided us with a comprehensive contractor management solution that met our business objectives…
UNSW
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FAQ's
What are contingent workforce solutions and what do they include?
Contingent workforce solutions are end-to-end services that help businesses source, engage, pay, support and manage non-permanent workers through one coordinated delivery model. They typically bring together talent sourcing, worker engagement, compliance, payroll and reporting, so each stage of the contractor journey is connected rather than managed in isolation.
Unlike standalone tools, these solutions combine technology with specialist expertise and operational delivery, giving businesses access to the people, processes and local knowledge needed to run a contingent workforce effectively.
Companies often choose contingent workforce solutions when building equivalent capability in-house would require more systems, specialist resources and internal coordination than they want to maintain.
How do contingent workforce management solutions differ from standalone HR software?
Contingent workforce management solutions provide managed delivery, specialist expertise and technology, whereas standalone HR software gives businesses a platform they must largely operate themselves. A managed provider supports worker engagement, local compliance, contracts, processes and ongoing administration rather than simply supplying a software licence. This means the provider monitors regulatory changes, updates engagement practices and applies in-country knowledge across each market, reducing the burden on internal HR, legal and finance teams.
That distinction matters for global operations, where rules can vary significantly by jurisdiction and change over time. Businesses choose contingent workforce management solutions when they need accountable service delivery and local expertise, not just another system for their teams to configure and manage.
What does a contingent workforce management programme typically cost?
The cost of a contingent workforce management programme depends on its scope, including worker volume, number of countries, service mix and level of operational support required. A single-country contractor programme will usually have a different commercial structure from a multi-market solution combining engagement, payroll, reporting and ongoing management.
The more useful comparison is not simply provider fees, but the cost of maintaining equivalent capability internally, including systems, administration, specialist expertise and process inefficiencies.
CXC reports typical programme cost savings of 6–14%, although results vary according to workforce structure and programme design. A scoped consultation is the best way to establish the right service model and commercial approach for a specific workforce.
What is contractor management outsourcing and when should a business use it?
Contractor management outsourcing solutions transfer the day-to-day operational management of a contractor workforce to a specialist third-party provider. This can include worker setup, contracts, compliance coordination, onboarding, payroll administration, reporting and ongoing contractor support.
Outsourcing is particularly useful when contractor headcount is growing faster than internal capacity, when HR and finance teams lack specialist multi-country expertise, or when the business is entering new markets and does not want to build local infrastructure from scratch. It can also help standardise inconsistent processes across regions or departments.
Businesses typically use contractor management outsourcing solutions when they need a scalable operating model that reduces internal workload while maintaining a consistent worker and hiring-manager experience.
What should businesses look for in a global payroll solutions provider?
Businesses should choose global payroll solutions that combine in-country expertise, reliable payment performance and the ability to scale across jurisdictions without adding client-side complexity. The provider should understand local tax, social security and employment-related obligations, not simply process payment files through a platform.
Accuracy and on-time payment history are equally important because payroll errors quickly affect worker trust and create additional work for HR and finance teams. Businesses should also assess country coverage, reporting consistency, service support and how easily new markets can be added.
CXC supports services across more than 100 countries and reports 99% payroll accuracy, giving global organisations a practical way to centralise delivery while retaining local knowledge.
How does contractor management outsourcing reduce administrative burden for HR and Finance teams?
Contractor management outsourcing solutions reduce administrative burden by transferring repetitive and specialist workforce tasks from internal teams to an experienced provider. These tasks can include worker classification, contract coordination, onboarding, payroll administration, compliance monitoring and reporting.
For HR and finance teams, that means less time chasing documents, checking local requirements, resolving payment queries or maintaining disconnected spreadsheets across departments. A well-structured outsourcing model also creates a single point of contact, centralised reporting and audit-ready documentation, making oversight simpler without requiring internal teams to manage every operational detail.
CXC’s contractor management outsourcing model is designed to give businesses clearer visibility and more consistent delivery, while allowing internal teams to focus on workforce planning, financial control and strategic priorities.
How does contingent workforce management differ from traditional employee management?
Contingent workforce management covers non-permanent workers engaged for specific projects, skills or periods, while traditional employee management focuses on permanent staff under ongoing employment contracts. The practical differences include the engagement model, the teams involved and the rules that apply.
Contractors may require worker classification checks, project-based contracts and jurisdiction-specific assessments such as IR35 in the UK, while permanent employees are managed through longer-term employment frameworks.
Procurement, legal and finance also tend to play a greater role alongside HR because contractor engagement affects contracts, budgets and payment processes. This added complexity is why businesses often need specialist contingent workforce management rather than relying on standard employee processes alone.
What challenges do companies face without effective contractor workforce management?
Without effective contractor workforce management, businesses face misclassification risk that can lead to financial penalties, back-tax liabilities and regulatory audits. Other common problems include inconsistent onboarding that delays project starts, poor workforce visibility that makes cost forecasting unreliable, and cross-border compliance failures in markets with rules such as UK IR35, Australian contractor tests or the EU Platform Work Directive.
When contractor data, contracts and processes sit across different departments, errors become harder to spot and resolve. The combined impact can include delayed delivery, cost overruns, contractor dissatisfaction and reputational damage with regulators.
CXC helps businesses create a structured contractor management model that improves visibility, consistency and control across markets.
How can contingent workforce solutions help reduce compliance and misclassification risks?
Contingent workforce solutions reduce compliance and misclassification risk by applying the correct engagement structure from the point a worker is hired. This includes assessing worker status before work begins, using jurisdiction-specific contract templates and monitoring regulatory changes throughout the engagement. These controls are particularly important under frameworks such as IR35 in the UK, worker classification rules under the US Fair Labor Standards Act and the EU Platform Work Directive.
A structured approach helps businesses avoid relying on retrospective corrections after an audit or worker dispute. CXC combines local expertise, consistent processes and ongoing oversight to help clients engage contingent workers through the most appropriate route in each market.
Can contractor workforce management streamline onboarding and payment processes?
Absolutely. A smart contractor workforce management system can turn what’s often a chaotic process into a seamless one. Onboarding contractors across multiple regions typically involves contracts, tax documentation, background checks, and setting up payment channels, each step prone to delays and errors if handled manually. With a managed solution, these tasks are centralised and standardised. Contractors receive clear, region-compliant contracts, go through a consistent onboarding flow, and are paid through systems that support international banking and tax obligations. This means faster time-to-productivity and fewer compliance headaches. On the payment side, a centralised system ensures accuracy in invoicing, timely payments, and proper deductions, eliminating issues like late fees, currency conversion errors, or tax misreporting. For companies operating globally, the value here is enormous: streamlined processes save time, reduce admin costs, and make your business a more attractive option for top-tier talent. It’s a win for both efficiency and experience.
How does CXC support businesses with contingent workforce management on an international scale?
CXC acts as a trusted partner for businesses managing contingent workers across borders. With operations in over 100 countries, we help companies navigate the complex web of local labour laws, tax rules, and cultural expectations that come with hiring contractors internationally. Our approach blends human expertise with powerful technology to streamline every stage, from engagement and onboarding to compliance, payroll, and reporting. We tailor our services to each client’s structure, scale, and growth goals, whether you’re entering a new market, responding to project demands, or consolidating vendor relationships. What sets CXC apart is our global reach paired with local knowledge. We don’t apply a one-size-fits-all solution, instead, we work with you to build a compliant, cost-effective contractor workforce that flexes as your needs evolve. Whether you’re in tech, finance, healthcare, or media, we’ll help you take the complexity out of international contractor management, so you can focus on growing your business, not managing red tape.
Why choose CXC as your partner for managed workforce solutions?
Choosing CXC means gaining a partner who understands the complexities of managing a global, contingent workforce, because we’ve been doing it for over 30 years. We don’t just offer services, we build solutions tailored to your business goals, industry pressures, and regional challenges. Whether you’re expanding into new markets, running a multinational project, or simply trying to streamline your current contractor setup, we’ve got you covered.
Our strength lies in our global presence and local expertise: we’re on the ground in over 100 countries, navigating compliance and regulatory requirements so you don’t have to. We help you reduce risk, gain visibility, and create scalable systems that integrate with your current HR and payroll infrastructure. But more than that, we’re easy to work with. We value transparency, partnership, and agility, just like you. With CXC, you get more than a provider; you get a global partner invested in your success.
How can smart companies turn contractor workforce management into a strategic advantage?
Companies that treat contractor workforce management as a strategic function gain faster access to specialist talent, greater workforce flexibility and better control over resourcing decisions. A well-designed programme can shorten time to engagement, helping project teams bring in critical skills faster than traditional permanent hiring cycles. It can also improve cost efficiency, with CXC reporting typical programme savings of 6–14%, depending on scope and workforce structure.
Centralised data on contractor cost, performance and utilisation gives leaders clearer insight into where talent is needed and how effectively it is deployed. CXC works with clients to turn contractor management into a scalable workforce capability that supports growth, market entry and faster project delivery.
What are the typical pitfalls of contractor workforce management?
The most common contractor workforce management pitfalls come from inconsistent, manual or poorly structured processes rather than from having no process at all. Different regions or departments may apply different engagement standards, creating gaps in worker experience and compliance.
Manual spreadsheets and disconnected systems often become unreliable as contractor headcount grows. Businesses may also apply one engagement model across every country, overlooking local tax, classification and contract requirements.
Another frequent mistake is reactive compliance, where issues are corrected only after an audit, complaint or payment delay. These pitfalls can lead to audit exposure, contractor dissatisfaction and project disruption. CXC provides a structured, scalable model that helps businesses manage contractors consistently across teams and markets.
What are the top benefits of effective contractor workforce management?
Effective contractor workforce management unlocks a range of benefits that go far beyond administrative convenience. First and foremost, it reduces risk, ensuring that every contractor is correctly classified and engaged in line with local laws. This minimises the chance of fines, audits, or legal disputes. Second, it increases visibility, providing a clear view of who’s working, where, and at what cost, enabling smarter workforce planning and budgeting. It also speeds up onboarding and payment processes, so contractors can start contributing value faster, and get paid on time. For global organisations, it offers scalability, making it easier to expand into new regions or ramp up teams for specific projects without overwhelming internal teams. And finally, it improves contractor experience, positioning your company as an employer of choice for top-tier talent. In short, it turns workforce complexity into a streamlined, strategic asset that supports growth, agility, and compliance all at once.
Let's build a better contingent workforce programme
Ready to make workforce chaos... quietly disappear?
No sales pitch. No fluff. Just a straightforward conversation about how we can help you manage your contractors, properly, predictably, and without the drama.
Whether you’re scaling, fixing, or just tired of duct-taped solutions, we’re here to make it boring (in the best way).
Australia/New Zealand Head Office
Asia Head Office
EMEA Head Office
North America Head Office
Latin America Head Office
Level 3, 99 Walker Street
North Sydney, NSW 2060 Australia
