Frequently asked questions

GRI is the world's largest independent MSP, providing contingent workforce solutions to Global 1000 clientele since 1995. 

The company was formed in August 2014; a result of the merger of MSP divisions of MSXI and IQNavigator, which was founded in 1999.

Today, GRI supports more than 200 programs, annually managing more than $6 billion in contingent workforce spend.

In January 2017, GRI received an unprecedented opportunity for transformational growth when GRI was acquired by Bain Capital, a Private Equity firm committed to investing in our future and supporting our already strong growth efforts. With the backing of Bain, GRI is currently investing in organic growth, innovation and acquisition strategies.

MSP stands for Managed Service Provider. A Managed Service Provider (MSP) is an outsourced partner that manages a client company’s contingent workforce population and supplier marketplace.

GRI was founded with a commitment to independence – since GRI isn’t owned by a larger staffing or payrolling company, GRI isn’t obligated to make business decisions that protect a parent company’s position, interest and market share. We’re free to investigate all channels for talent for every client - talent clouds, SOW, independent contractors, and traditional staffing suppliers.

GRI’s experience and status as the industry’s largest independent MSP has guided our maturity into dynamic, strategic account execution, and challenging the status quo. GRI operates with one goal: to create the most effective, innovative and efficient contingent workforce management programs for our clients. We’ve evolved beyond the traditional MSP and offer a full suite of contingent workforce solutions including MSP, SOW, Payrolling, IC compliance and Talent (Direct Sourcing) solutions.

GRI maintains a Vendor Neutral position by always putting our client’s best interest first because GRI is not owned by a larger staffing, payrolling or technology company. We maintain a neutral and conflict-free position which allows GRI to engage the highest quality VMS technology partners, staffing providers, payrolling independent contractor compliance providers, direct sourcing, and statement of work providers for clients.

As a leading contingent workforce solutions provider managing more than $6 billion in non-employee labor spend, GRI maintains an independent market position with regard to staffing suppliers, SOW providers, talent cloud providers, and VMS technologies

This allows GRI to meet the multi-faceted needs of some of the world’s largest and most complex companies. As the industry’s first MSP provider more than 20 years ago, GRI has evolved into a leader in contingent workforce solutions, services, and strategies that support workers in more than 70 countries. Our integrated programs revolve around intelligent, innovative solutions that investigate all channels for talent, reaching previously untapped sources.

GRI is a technology-enabled services company that manages the full lifecycle contingent workforce processes. GRI creates the most effective, innovative and value-driven programs for our clients through managing our client’s contingent workforce population from contracting, supplier management, payment services, and advanced analytics.

GRI is the industry’s only vendor-neutral Managed Services Program provider with business process optimization encapsulating our nine core value drivers. These value drivers, while prioritized across our customers are as follows: Access to Talent, Cost Savings, Visibility & Analytics, Supplier Management, Risk Management, Quality, Compliance, Automation, and Program Governance. 

GRI has a robust cost savings methodology used to drive cost savings through the program. Each year goals are redefined in strategic account planning sessions and are tracked throughout the year. Typical savings vary by spend type. Professional positions like IT and engineering typically provide the largest opportunities for savings. It is not unlikely to see savings percentages in the double digits for hard cost savings in the first year of a program. As programs mature, year-over-year savings on the incumbent populations decrease, but are strengthened by savings in net new spend areas. Common hard cost saving levers include: rate negotiation, rate card/mark-up reductions, discount programs, and talent clouds/IC compliance/payrolling.

GRI's is responsible for researching and documenting risk mitigation strategies and communicating those to our Program teams. US examples include: ACA & FLSA standards, as well as the UK's AWR policies. GRI is engaged with industry analysts, legal experts, and regulatory & compliance partners, while closely engaged with our supplier base; all of whom are valuable information resources. GRI provides our clients with the information they need to make appropriate business decisions based on their tolerance for risk.