Choosing an MSP partner is one of the most important decisions an organisation can make when rethinking how it manages its contingent workforce.  

MSP is more than a cost savings exercise. It’s about who can embed themselves in your business, elevate your contingent workforce strategy, and deliver long-term value. Over the years, I’ve seen partnerships thrive and I’ve seen them falter. The difference often comes down to five key factors. 

Here’s what to look for and what to avoid when selecting the right MSP partner.

Cultural Fit: Do they understand your business and values?

The best partnerships feel seamless. That only happens when your provider truly understands your business not just what you do, but how you do it. 

Cultural alignment is critical. Your MSP partner should reflect your tone, your pace, and your values. They should be able to speak your language, represent your brand, and integrate with your teams. In some of our most successful partnerships, hiring managers don’t even realise our team are not their employees because they operate as a natural extension of the business. 

What to look for: 

• Do they take the time to understand your culture and goals?
• Will their team be embedded in yours, physically and virtually? 
• Can they represent your brand authentically?

Trust & Accountability: Can they deliver results and own them?

Not everything can be written into a contract. That’s why trust is essential. 

You need a partner who will be transparent, responsive, and accountable especially when things don’t go to plan. Look for a team that’s willing to have the hard conversations, take ownership of outcomes, and work with you to continuously improve. 

What to look for: 

• Do they offer clear KPIs, governance and reporting? 
• Are they proactive in identifying risks and opportunities? 
• Will they stand by their performance and fix what’s not working

Strategic Impact: Do they deliver value beyond cost savings? 

A great MSP partner doesn’t just help you save money, although this is very important. They improve the experience for all stakeholders, including hiring managers, procurement, HR, agency panel, contractors and candidates and help you bring in the talent you need, where and when you need it.  

That means thinking beyond today’s needs. It means bringing insights, innovation, and strategic thinking to the table. Whether it’s helping you achieve the right mix of permanent and contingent talent, simplifying contractual and invoicing management, identifying new supply models or expanding the scope beyond PAYG and Independent Contractors to incorporate Statement of Work (SOW) Consultants,  the right partner will help you move the needle on what really matters. 

What to look for: 

• Do they bring ideas, not just execution? 
• Can they support broader procurement initiatives such as SOW Consultants? 
• Are they aligned with your long-term contingent workforce strategy?

Tech & IP: Do they bring tools and expertise that elevate your recruitment model?

Technology is a powerful enabler but only when it’s used well. 

You shouldn’t need to spend money on an expensive third-party vendor management system (VMS) to achieve the benefits of an MSP. Your partner should bring a tech stack that’s fit for purpose, allowing you to streamline the end-to-end process, from purchase order and sourcing through to payment and invoicing, saving valuable time and providing real time reporting and insights.  At the very least, they should be able to optimise the systems you already have, giving you a return on your investment. They should also bring intellectual property, proven processes, templates, and tools that accelerate delivery and reduce risk. 

What to look for: 

• Do they offer flexible tech options (ideally bring their own, or optimise yours, or implement a third-party tech)? 
• Can they demonstrate how their tools improve outcomes? 
• Do they have IP that adds value from day one?

Flexibility: Can they scale with your business and adapt to your needs?

Business needs for talent, whether permanent or contingent, aren’t static. Your partner should be able to flex with you, scaling up during growth, scaling down during quiet periods, and adapting to new priorities as they emerge. 

Rigid models don’t work in today’s environment. Look for a partner who can tailor their approach, evolve with your business, and stay agile in the face of change. 

What to look for: 

• Can they scale resources up or down quickly? 
• Are they open to evolving the model over time? 
• Do they offer modular or phased solutions? 

Final Thought: Choose a partner, not just a provider 

The right MSP partner doesn’t just execute they transform how you think about your contingent workforce.  

They become an extension of your team. They bring clarity, capability, and confidence to your contingent workforce strategy. And most importantly, they help you build a contingent workforce function that’s not just efficient but future ready. 

Let’s talk talent 

If you’re considering MSP and want to explore what a great partnership could look like, contact me today. I’d be happy to help you assess your needs, develop a business case and design a model that fits your goals, your culture, and your future. 

Kimberley Hubble – Head of Talent Solutions
kimberley.hubble@hudson.com
0416 270 642