Rethink Your MSP

Before You Sign or Stay Locked In

If your MSP controls your contingent workforce program more than you do, you’re probably paying for it—literally. Whether you’re already in a managed service provider (MSP) relationship or exploring one, it’s time to rethink the model.

At HQ Simple, we help companies assess if an MSP is the right fit, exit underperforming programs, and build smarter internal workforce solutions that reduce costs, improve quality, and put you back in control.

Rethink My MSP Now

Not Always Supplier Funded

Smaller programs often don’t meet the MSP’s minimum spend. If agency contributions fall short, you become the funding source.

Locked-In Contracts

If MSPs delivered real value, they wouldn’t need long-term exclusivity. Many contracts lock you in for 3–5 years.

Poor Candidate Quality

Staffing suppliers deprioritize MSP-managed clients due to limited access to hiring managers—hurting both candidate experience and employer brand.

Inflated Costs

MSPs are paid to grow your program spend. The more that flows through, the more they make—regardless of value. That’s why they try to manage areas like EOR and SOW.

Vendor Disengagement

Top staffing firms avoid MSPs due to rigid rules, low margins, and lack of communication. The result? Fewer high-quality candidates and more churn.

Zero Accountability

Once the ink dries, you’re handed off to a junior team with canned playbooks. Every issue turns into finger-pointing between the MSP, the VMS, and your vendors.

Slow Hiring and Missed Talent

Red tape, delayed approvals, and slow feedback loops kill momentum—leading to lost candidates and frustrated hiring managers.

Damaged Candidate Experience

Multiple layers between your brand and the candidate slow things down and weaken engagement. The MSP becomes a bottleneck—not a value-add.

Agency Margins Squeezed

Reduced supplier margins lead to deprioritization. Agencies respond by rushing placements, prioritizing volume over quality, and flooding requisitions with candidates—just hoping one sticks.

MSP Feasibility Assessment

AI-powered intake + human insight to help you determine if an MSP is necessary—or if there’s a better approach.

Exit Strategy & Transition Planning

Locked into a contract? We’ll guide you through a compliant exit without disrupting your operations.

In-House Program Design

Build a centralized, brand-aligned contingent workforce program tailored to your hiring teams—not a one-size-fits-all playbook.

Revenue Capture & Cost Recovery

Stop losing 2–4% of spend to an MSP. We help you bring that margin in-house. A $10M program could return $300K+ annually.

Vendor Relationship Restoration

Reconnect with top staffing firms. We provide coaching and tools to rebuild direct, high-value partnerships.

AI + Automation Tools

Accelerate hiring through smart automation. Manage timekeeping, onboarding, document flow, and PO tracking—all from one system.

Better candidate quality

Stronger staffing agency engagement

Faster hiring cycles and fewer drop-offs

Brand control and improved candidate experience

Real ROI—money back in your budget

Full visibility and control over a critical business function

We've Been on Both Sides

“As former MSP program managers, we saw how quickly the focus shifted to increasing spend—not solving problems.”

“Hiring managers hated the red tape. By the time we got approvals, the candidate was already off the market. This caused them to go rouge and work outside of the MSP.”

“We lost programs because we didn’t want to ‘crawl, walk, run’—we went straight after the highest-spend buckets. It was all about maximizing revenue and profit in month one.”

Frequently Asked Questions

A Managed Service Provider (MSP) oversees your contingent workforce program—coordinating staffing agencies, managing compliance, and tracking spend. While they may simplify early-stage operations, many companies later find that MSPs slow hiring, inflate costs, and create vendor friction.

Our initial consultation is completely free, and there’s no obligation. From there, we offer customized consulting packages based on your needs—whether it’s an MSP feasibility assessment, exit plan, or full internal program design.

Most companies recover their investment within the first year through cost savings, better vendor terms, and internal control. In fact, many clients see annual returns of $300K or more on a $10M workforce program by eliminating unnecessary MSP fees.

Yes. We’ve helped many companies assess active contracts, identify transition opportunities, and exit gracefully without disrupting operations.

Not with the right structure. We help you build a self-managed, compliant, and scalable program—often powered by automation and centralized vendor systems.

Absolutely. Many companies take a hybrid approach—keeping parts of their MSP structure while bringing other elements in-house. We’ll help you evaluate what’s working, what’s not, and where you can improve performance, reduce costs, and regain control.

Some MSPs are open to collaboration and willing to act in the client’s best interest. Others may resist change—especially if it means reduced program spend or loss of control. Either way, we’ll help you navigate those dynamics, align your strategy with business goals, and design a phased approach that works for you.

Resources

Guide Your MSP Decision

Whether you’re evaluating your current workforce program or considering an MSP for the first time, we’ve put together tools to help you make a smarter, more informed decision.

✔️ Analyze the health of your current workforce setup
✔️ Identify risks, gaps, and opportunities
✔️ Ask the right questions before committing to an MSP

Get access to our free checklist, evaluation workbook, and AI-powered MSP assessment to determine your best next step.