Independent labor market data subscription services like PeopleTicker (full disclosure: I’m an advisor to the company) can be a great resource for getting at the real pay rates for different geographies, without the agency markups. It’s a bit of the fox guarding the henhouse, so you have to factor that in when you’re looking at their numbers. Vendor Management Systems and Managed Service Providers like Fieldglass and Pro Unlimited make their data available, but they’re also fee-based supplier networks for contingent labor, so they’re incented to put out higher numbers because they make a percentage on the billing rate. So how can you get accurate information about what you should pay for different levels of skills and experience? IQNavigator’s IQNdex,, and Glassdoor all have this kind of information as an add-on to their core business models. If an agency has somebody who is highly skilled and experienced and bills at $75 an hour, you might be able to get the price down to $60 or $65 but you won’t be getting that person, or their equivalent. You’re negotiating skills, experience and competency.
In this category, you’re not negotiating around price. The delta between agency bill rate and worker pay rate can be considerable, and it’s tough to know what the real going rate should be, how it is trending and how much above or below market you are paying.įurthermore, this is not like negotiating for a commodity, where you go in with a clearly defined specification and you’re essentially negotiating with suppliers around margin or efficiencies they think they can achieve.
One of the reasons we don’t have transparency is that up until now companies have mainly dealt with contingent labor through temp agencies and placement services, which have mostly dictated prices.
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