Contingent Workforce
Contingent Workforce Management Services
One accountable program for every contract worker, staffing supplier, and statement of work across your pharmaceutical, biotech, medical device, or diagnostics organization.
Viltis delivers contingent workforce management services to life sciences organizations that need a single owner for contract labor. Procurement, HR, and workforce program leaders come to us when contractor spend is scattered across dozens of staffing suppliers, bill rates differ by hiring manager, and nobody can answer a basic question about how many non-employees hold access to GxP systems. We put managed service delivery, vendor management technology, and regulated-industry compliance into one operating model, so the program gives you clean data, defensible rates, and worker records that hold up in an audit, instead of another quarterly reconciliation exercise.
Overview
What a Viltis contingent workforce program covers
Most organizations do not have one contract labor problem. They have five smaller ones that never get reported together. A Viltis program brings every non-employee category under a common intake, approval, and reporting structure, whether the work is billed hourly, by milestone, or at a fixed fee.
Temporary and contract staffing across quality, regulatory, clinical, engineering, and scientific functions
Statement of work and consulting engagements, including milestone tracking and deliverable acceptance
Independent contractors and payrolled workers sourced directly by hiring managers
Direct-sourced talent pools built from your alumni, silver-medalist, and referral candidates
Managed supplier engagements where a third party owns an outcome rather than a headcount
Overview
Technology-enabled, not spreadsheet-managed
Programs that run on email threads and shared workbooks fail the moment volume increases or an auditor asks for evidence. We stand up a vendor management system as the system of record for the entire requisition-to-payment lifecycle, then configure it around the way your business really approves and funds work.
That means structured intake forms tied to cost centers, approval chains that reflect your delegation of authority, rate cards enforced at the point of submittal rather than discovered at invoice, and integrations that push worker and spend data into the HRIS, ERP, and identity systems your teams already use.
Overview
Compliance built for regulated environments
Life sciences contingent labor carries obligations that general-industry programs never encounter. A contractor supporting batch release, validation, or clinical monitoring has to be trained, qualified, and documented in ways that survive an inspection years after the assignment closes.
We design the program controls alongside your quality, legal, and HR stakeholders so that classification decisions, screening standards, training completion, system access, and assignment tenure are all governed by policy rather than by whoever happened to make the hire.
Overview
Where programs typically start
We rarely recommend a global switch-on. The first engagement is usually a spend and supplier assessment: what you are paying, which suppliers are delivering, and where the compliance exposure sits. From there we scope a pilot, often one business unit, one site, or one worker category, and use it to prove the workflow before going wider.
Phasing keeps hiring managers productive during the transition and gives your procurement team real data to negotiate with before the wider supplier base is renegotiated.
Overview
Who these programs are built for
Our counterparts are usually the people accountable for the numbers, not the ones making individual hires.
Procurement and category managers who own contingent labor or professional services spend
HR and talent acquisition leaders responsible for total workforce planning
Contingent workforce program managers inheriting an unmanaged or underperforming program
Quality, manufacturing, and R&D leaders who need qualified people without adding permanent headcount
Finance partners who need contract labor forecasting they can defend in a budget review
Explore this section
Related capabilities
Life Sciences Solutions
Contingent workforce programs designed for GxP-regulated pharma, biotech, device, and diagnostics environments.
ExploreManaged Service Provider (MSP)
The delivery team and operating process that runs intake, suppliers, onboarding, and invoicing.
ExploreVendor Management System (VMS)
Selection, configuration, integration, and ongoing administration of your VMS technology.
ExploreStaffing Vendor Management
Supplier rationalization, tiering, rate cards, scorecards, and performance governance.
ExploreContingent Workforce Compliance
Classification, co-employment, screening, training, and access controls for regulated work.
ExploreServices Procurement (SOW)
Bringing statement of work and consulting spend under the same visibility as hourly labor.
ExploreContractor Onboarding
Coordinated screening, qualification, training, and system access so contractors start productive.
ExploreWorkforce Analytics
Spend, rate, supplier, and cycle-time reporting that survives a finance or audit review.
ExploreDirect Sourcing
Curated talent pools built on your own brand, alumni, and referral networks.
ExploreProgram Implementation
Assessment, design, supplier transition, configuration, and change management.
ExploreVMS Platforms
Platform-specific support across the vendor management systems life sciences buyers use.
ExploreBenefits
What changes when the program is managed
Spend you can actually see
Every requisition, worker, and invoice lands in one system, so contract labor spend can be reported by business unit, site, supplier, and job category without a manual reconciliation cycle.
Rate discipline that holds
Standardized job categories and rate ranges are enforced at submittal, which removes the rate variance that appears when the same role is filled at three different prices in the same quarter.
Faster time to a productive worker
Structured intake, parallel supplier distribution, and a coordinated onboarding checklist shorten the gap between an approved requisition and a contractor who can get into the systems they need.
Audit-ready worker records
Screening, training, qualification, and access records are captured against each assignment and retained after it closes, so inspection requests do not turn into an archaeology project.
Supplier accountability
Fill rate, submittal quality, time to submit, and assignment performance are measured consistently, so supplier reviews run on evidence instead of anecdotes from hiring managers.
A program that scales with the pipeline
Whether volume rises for a submission push, a tech transfer, or a new clinical program, the same intake and approval structure absorbs it without a new set of side agreements.
FAQ
Contingent workforce management FAQs
What is the difference between an MSP and a VMS?
An MSP is the team and operating process that runs your program: intake, supplier management, onboarding coordination, invoicing, governance. A VMS is the software that holds the data and enforces the workflow. Most programs that work use both. Viltis can provide the managed service layer, the technology layer, or the two together.
Do we have to replace our current staffing suppliers?
No. Most programs keep the suppliers that perform and bring them onto common terms, rate cards, and scorecards. Supplier rationalization is a data-driven exercise we run after the assessment, not a precondition for starting.
Can Viltis run a program for only one business unit or site?
Yes, and that is often the better starting point. A single-site or single-function pilot proves the intake and onboarding workflow with lower disruption, and it produces the internal evidence needed to justify a broader rollout.
How is this different from Viltis consulting services?
Our consulting practice places experts into quality, regulatory, clinical, engineering, scientific, and pharmacovigilance roles. Contingent workforce solutions sit a layer above that: we manage the whole program, including suppliers other than Viltis, the technology, and the compliance controls.
Which worker types can be included in the program?
Temporary and contract staff, statement of work and consulting engagements, independent contractors, payrolled workers, and directly sourced candidates can all be brought into scope. Programs commonly start with hourly contract staffing and add services procurement once the workflow is stable.
How long does implementation take?
Scope drives the timeline far more than technology does. A single business unit with a small supplier base and one approval chain moves quickly; a multi-country program with works council consultation, ERP integration, and dozens of incumbent suppliers takes considerably longer. We size the phases during the assessment, so the schedule comes from your environment and not from a generic estimate.
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Start with the capability you need first
Ready to talk through your program?
Bring us your current spend, supplier list, and compliance obligations. We will show you what a technology-enabled contingent workforce program would look like for your organization.