Keep the staffing suppliers you already trust. Add specialists from our network when you need reach you don't have. myBasePay contracts all of them, employs every worker they place, and gives you one invoice and one system of record.
A regional recruiter places two people a quarter. Running a full MSA for that volume costs more than it's worth, so procurement never adds them, and the business loses access to a supplier who's actually good. Under one agreement, they're live in a day.
A manager needed someone in two days and went around the approved supplier list. Nobody hears about it until an invoice with no PO shows up in AP. Fold the engagement into the same agreement and the exposure closes instead of becoming a finding.
A project needs one hire in a country you've never hired in. Standing up an entity for a single role doesn't pencil out. The same agreement extends through a local partner, so it's one more line on your invoice, not a new vendor relationship.
Most contingent programs don't break because of the big suppliers. They break under the long tail of niche, regional, and diverse partners placing one or two people at a time.
Each one means a new MSA, a new redline cycle, new insurance certificates, and a new set of terms your team has to remember.
Every supplier employs its own workers on its own terms. Benefits, support, and day-to-day experience swing from vendor to vendor. Two people on the same team can have a completely different experience, and you won't always hear about it.
When the process is slow, managers route around it. Off-program engagements are rarely bad intent. It stays invisible until it shows up in your budget.
Register the partners you already work with under our agreement, then pull from our network when a role needs a skill, a region, or a diversity classification your bench doesn't cover.
This is the part an MSP can't do. However many suppliers source the work, myBasePay is the W-2 employer of record underneath all of them. Every worker in your program joins the same community, on the same benefits, with the same standard of service, no matter which supplier found them.
We already run payroll, benefits, HRIS, and workers' compensation at scale for contingent workers. That cost base is ours, so the program isn't a fee layered on top of a staffing markup.
When every supplier operates under one agreement and every worker sits on one employer, performance is finally measured the same way. Native supplier scorecards in FlexWorkOS hold every partner in the program to the same metrics and the same definitions.
We're not trying to replace your MSP. Most of our programs run alongside one: they manage the program, we handle contracting and employment for the suppliers inside it, and the two integrate cleanly.
| Staffing supplier | MSP | myBasePay VOR | |
|---|---|---|---|
| Sources the talent | Yes, their own bench | No, coordinates those who do | Your suppliers plus our network |
| Holds the supplier contract | No, you sign one per supplier | Yes | Yes, one agreement covers all |
| Employs the worker | Yes, separately per supplier | No | Yes, on every single hire |
| Owns worker classification | Each supplier's own standard | Advises, does not own it | One standard, ours, applied to all |
| Benefits and workers' comp | Varies by supplier | Passed through | One program at our scale |
| Invoicing | One per supplier | Consolidated | Consolidated |
| Time to add a supplier | Full MSA cycle | Program onboarding queue | 24 hours absent redlines |
| Supplier performance data | Self-reported | Aggregated from supplier self-reporting | Native scorecards, same metrics for every supplier |
You name the partners you want to keep. We bring them under our agreement and vet them against one compliance standard. New suppliers come from our network on the same terms.
Suppliers do what they're good at and submit candidates. Every worker who starts is onboarded, classified, insured, paid, and supported by myBasePay, on the same benefits and the same standard of service as everyone else in the program.
One invoice, one point of escalation, and one place to see spend, headcount, and scorecards that compare every supplier on the same terms.
Every supplier gets a dedicated point of contact and a live scorecard measured on the same terms as the rest of the program, so there are no blind renewals and no guessing where they stand.
It's the first thing procurement asks, and it's the right question. A model your favorite supplier walks away from isn't worth much. This one strips out the parts of a staffing business that quietly destroy its economics and leaves the part they're actually good at.
Staffing firms pay their workers weekly and wait a month or more to collect. That float is the single hardest constraint on a growing supplier, and it's why good independent firms turn down work they could fill. We employ and pay the worker, so the supplier earns on the placement without putting their balance sheet behind it.
Workers' compensation claims, unemployment, misclassification exposure, multi-state registration, and benefits administration all sit with us. A single bad claim can wipe out a small supplier's year. That exposure leaves their books entirely.
Enterprise insurance minimums, indemnity terms, and MSA legal costs lock out capable niche and diverse firms long before anyone evaluates their recruiting. Under our agreement they qualify on the work they can do, not the balance sheet behind them.
Scorecards decide who gets the next requisition. A supplier who delivers doesn't wait years for a procurement cycle to earn more of your business, and one who doesn't deliver can't coast on an agreement they signed years ago.
For you and for them, every week is a live opportunity to earn the next requisition, not a three-year wait for the next procurement cycle.
Bring a long tail of low-volume suppliers under one contract vehicle, pull off-program spend inside the lines, and get scorecard data that lets you right-size the program on evidence instead of on vendor count.
Expand supplier coverage without expanding vendor administration, and give every contingent worker the same benefits, the same support, and the same experience no matter who sourced them.
Use the supplier who actually knows your market. Submit the requirement, get candidates, and let compliance and payroll happen behind the scenes.
Our own employment infrastructure is US-based, and that depth is why domestic programs run the way they do. Your program doesn't have to stop at the border. When roles land in another country, we handle it through local employment partners who manage payroll and compliance in that market, and the engagement still rolls up to the same agreement, the same invoice, and the same reporting as everything else.
Send us your supplier list. We'll show you what's worth keeping, what's worth combining, and what it's costing you to leave it alone.
