04:05 GLOBAL
base. Want to see them?” One pilot. One difficult sourcing requirement. Fill it, report the results, show the workforce mix improvement. Then grow from there. Potential Only Now Coming Clear for EOR Leadership and Investors The top five EOR vendors already account for 47% of market share. Growth projections are 6 - 10% annually, according to Business Research Insights . In a finite, consolidating market, the race to the bottom on price compression is already underway. The EOR offering is not a static category. The providers who win the next decade won’t win by out-EOR-ing each other. They will win by becoming the trusted control layer that turns into a compounding growth engine for a category of spend that is massive, well beyond the one currently captured - starting with the customer base that already trusts them. EORs have transformation in their DNA. They are ready to evolve.
The EOR offering is not a static category. The providers who win the next decade won’t win by out- EOR-ing each other.
4. An Orchestration Advisory Layer
The resources closest to client data - compliance leads, client services teams - are already having the conversations that come before a workforce strategy recommendation. Most EORs don’t monetize that relationship beyond the core offering, but can create a light advisory service. This involves diagnosing the client’s workforce mix opportunity, recommending the optimal engagement model and worker type mix, executing onboarding and payments on-platform, and measuring realized cost and risk outcomes. For the EOR, this doesn’t require a new team. It requires a different question at monthly review: “We’ve been looking at your workforce data. We have some ideas that could save you money and give you better visibility across your full non-employee
52 I 04:05
GLOBAL PAYROLL MAGAZINE ISSUE 27
Made with FlippingBook - Share PDF online