This award recognizes the impact of Pinnacle Group’s longstanding commitment to creating the conditions for women to thrive and opportunities for them to grow. Dallas, TX March 8, 2024 – …
Our Leadership
Pinnacle Group LeadershipNina VacaChairman & Chief Executive OfficerJyoti BastolaVice President, FinanceSarah BlazekVice President, Strategic ServicesMarcus HarleyVice President, Solution DesignJim HumrichousePresidentJustin JunkelSenior Vice President, Finance & AnalyticsMichael KeiperSenior Vice President, Strategic …
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Diverse | Scalable | GlobalTalent SolutionsIT & Professional StaffingDirect Hire / RPODirect SourcingProfessional ServicesStrategic ServicesManaged Services (MSP)SOW ManagementVMS ImplementationPayrolling (EoR / AoR)Diverse. Scalable.Global.Talent SolutionsIT & Professional StaffingDirect Hire / RPODirect …
Pinnacle Talent Solutions
Can your IT & Professional contingent workforce provider consistently deliver?We can.Learn MoreConnect with a Talent Solutions specialistEngage with the largest Latina-owned IT & Professional staffing provider in the U.S. ensure …
Statement of Work
Do you have a clear understanding of your project-based work? You should.Gain a full view into your project-based work (statement of work/SOW) spend.Learn MoreConnect with a SOW management specialistUnderstand your …
Digital Transformation in the Healthcare Industry
One of the oldest and largest independent physicians associations had an opportunity to simplify and automate key member services to lower costs and improve revenue. The credentialing process, a core product offering, entailed recurring background checks and credentials verification for each physician member.
Transitioning from a Legacy MSP/VMS Relationship
A leading utility had a decade-long business relationships with an MSP provider that had been underinvesting in the program. Spend was low and not growing, compliance issues were significant, and customer satisfaction was virtually non-existent. In addition, the customer was using the MSP’s proprietary VMS technology rather than a leading commercial solution.
Growing and Expanding Diverse Supplier Spend
A large media & entertainment firm established aggressive goals around both Tier 1 and Tier 2 diversity spend across its enterprise. Historically, the percentage of Tier 2 diverse spend within contingent labor had consistently tracked in the upper teens. The goal was to accelerate Tier 2 diverse spend without adversely impacting supplier or candidate quality.
Scaling and Improving an Internally Managed Talent Acquisition Program
As part of our strategic relationship with a long-term client, we proposed outsourcing their Talent Acquisition function. The IT/professional program had shrunken considerably over the past decade, and the talent pool was not strong enough to serve internal customer needs.
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