Discover how a leading insurance provider achieved transformative MSP outcomes with Pinnacle’s expert guidance. Learn the strategies that revolutionized their operations, streamlining processes and driving success in the competitive insurance industry.
Pinnacle Group, the largest Latina-owned IT and professional contingent workforce solutions provider in the U.S., is proud to be featured in the WE USA V1 2023 issue, showcasing our decade-long strategic partnership with Comcast and the positive impact our collaboration has had on elevating opportunities for diverse suppliers.
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A global leader in delivering innovative communications and technology solutions had a mission “to give humans the ability to do more in this world.” However, disparate systems and processes grew increasingly complex with each merger and acquisition. An end-to-end integrated global platform solution was required to drive ongoing operational excellence.
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.
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.
A leading business and technology services provider had historically operated its contingent labor program with limited strategic involvement and a best efforts/low cost approach to req fulfillment, supplier management, and VMS technology. The result was too many suppliers, an inefficient process, and rates that were well outside of market.
A large media firm needed to significantly grow its internal technology group. Their internal efforts to date, coupled with various search firm engagements, had yielded minimal results to date, putting them well behind their internal hiring targets.
A large banking organization sought to broaden its diversity footprint and overall diverse spend as part of a CEO-led initiative. The program was performing effectively, with strong internal management, a rationalized supply base, and effective supplier performance management. There were no major concerns aside from the diversity spend initiative.
