2. PRO sought to tear down silos and provide
enterprise-wide transparency by building
connections and managing the processes
between all of the different contingent
workforce stakeholders.
Founded
1991
Locations
Global Headquarters
Boca Raton, Florida
EMEA Headquarters
London, U.K.
APAC Headquarters
Hong Kong
Research and
Development Center
San Francisco, California
CONTACT US
U.S. Toll Free
+1.800.291.1099
International Toll Free
+00 800 778 77877
Email
information@prounlimited.com
PRO Unlimited pioneered contingent
workforce management nearly 25
years ago when companies were
beginning to recognize the strategic
potential of these workers. That trend
has only accelerated since then, and
PRO has maintained a leadership
position with a highly experienced
staff and a unique value proposition
that combines a truly vendor-neutral
managed service provider (MSP)
and vendor management system
(VMS) solution. PRO’s professionals
help enterprises build well-managed
contingent labor programs, enabling
them to secure the best talent at
minimal cost, while managing risk and
demonstrating compliance.
When PRO Unlimited began in
1991, the workplace was in the early
stages of a dramatic transformation.
Large companies were downsizing
their workforces for lower costs
and greater flexibility, giving rise to
a rapid proliferation of temporary
staffing providers. Suddenly, growing
percentages of the workforce
became contingent workers—temps,
independent contractors, and
consultants.
While many staffing suppliers ad-
dressed the need to recruit and
source workers for this growing
workforce, no one responded to the
ever-increasing need to manage the
overall process.
Part of the problem was that con-
tingent labor programs operated in
myriad silos, and organizations lacked
visibility across all of them. PRO
was founded to tear down those
silos and to provide enterprise-wide
transparency by building connections
2
OVERVIEW

3. and managing the processes
between all of the different
contingent workforce stakeholders.
The trends that prompted PRO’s
founding have only accelerated
since then. Contingent workers have
accounted for a larger share of total
employment year after year, with 42
percent of companies planning to
expand their use of contingent labor
in the coming year.1
To manage this burgeoning ecosystem
and the systems and processes within
it, organizations are turning to outside
assistance—services and technology.
For example, since 2010, combined
MSP and VMS solutions have grown
15 percent year over year. Over 44
percent of large companies now have
a managed contingent labor program
in place, and this number is only going
to expand further in coming years.2
While the marketplace has changed
over the years—from new business
requirements and technologies to
additional regulations—PRO’s vision
and mission have remained the same.
PRO welcomes the opportunity to
add to our fold of customers that
have reduced costs, mitigated risks,
and improved talent quality.
PRO Unlimited Is…
• A leading VMS and MSP
solution provider that is
truly vendor neutral
• Named a “Cool Vendor for
Procurement and Sourcing,
2015” by Gartner
• A top 50 “Best Small &
Medium Companies to
Work For” in 2014 and
2015 in the Glassdoor
Employees’ Choice Awards
• MPS and VMS provider
with one of the highest and
fastest-growing Statement-
of-Work (SOW) spend in
the marketplace
Industry Leadership
PRO touts a proven track
record of innovation in the
industry:
1991
Independent Contractor
Classification and
Co-Employment
Management
1994
Purely Vendor-Neutral
Managed Service Provider
(MSP)
1995
Vendor Management
System (VMS)
2002
Global MSP Offering
2004
Statement-of-Work (SOW)
Management
2014
Native Mobile VMS
Apps for iOS
2015
Native Mobile VMS App
for Android
2015
Native VMS Wearable
for Apple Watch
Use of contingent labor continues to expand
rapidly. Forty-two percent of companies plan
to expand their use of contingent workers
this year.
3

4. C
ontingent workers have long
been used for commodity
positions. Staffing needs for
these roles routinely fluctuate. Two
-plus decades ago, when PRO was
founded, the majority of contingent
workers—predominantly sourced
through staffing agencies—were
temporary, largely filling roles
requiring basic skill sets.
But overthe past decade, the landscape
changed, with companies seeking
contingent workers for more highly
skilled and strategic roles. Some initially
speculated the cause was the Great
Recession: companies were concerned
to fill roles with full-time employee and
opted for contingent workers. For these
workers, the assumption was that the
temporary job would either become
permanent or be eliminated once the
economy stabilized.
Yet the percentage of contingent
workers did not decrease as the current
economic recovery picked up steam.
The exact opposite occurred. Not only
are companies embracing this new on-
demand workforce model, but growing
numbers of workers—many of them
with highly sought-after skill sets—also
see advantages in the flexibility of
contracting.3
From the perspective of U.S. workers,
changing demographics and priorities
around work-life balance is changing
how workers view contingent
assignments, with growing numbers
preferring contingent over full-time
work. For their part, businesses value
the flexibility and elasticity realized by
utilizing contingent workers exactly
when they are needed.
As contingent labor becomes more
prevalent—and more strategic—
businesses face a number of
challenges with their contingent
workforce programs today:
Evolution and Growth
of Contingent Labor
4
TRENDS

5. 1. Aligning contingent labor with
corporate objectives. Contingent
labor programs are often in silos
spread across different departments
and business units, with little or no
visibility at the corporate level. Even
if the program is centralized, ensuring
that it stays consistent with company
goals—and that all departments
participate in it—can be challenging.
2. Getting the best talent. The hiring
manager cares more about securing
the right people and less about which
suppliers are used or how they work
with the MSP and VMS providers. But
being successful involves a delicate
balance of market knowledge, optimal
supplier pricing, and good program
management.
3. Controlling costs. As contingent
labor increases as a share of all
workers, CFOs are placing more
scrutiny on the number of workers
and what compensation they receive.
They also want to ensure they are
paying fair, yet competitive market
rates. The challenge ultimately boils
down to securing needed talent at
the lowest possible cost.
4. Ensuring compliance. Penalties are
severe for worker misclassification
and other regulatory violations of
federal, state, and local laws. The
ACA is just one recent addition to
the mix. Businesses are challenged
not only with the need to comply, but
the requirement to demonstrate that
compliance.
5. Mitigating risk. Growing any
business involves risk, but the
contingent workforce presents special
challenges with everything from
intellectual property to regulatory
compliance to maintaining worker
morale.
Building a Business
Case for a Managed
Program
One of the most common
challenges HR and procure-
ment professionals face when
evaluating a managed program
is articulating the benefits of it
to various internal stakehold-
ers. The following are some of
the factors these professionals
need to consider when building
a business case:
• Voice of the stakeholders.
Get the voice of the
customer before going
to market. Primary
requirements and goals
of end users need to be
captured. Identify all of the
key stakeholders, including
legal, finance, IT, security,
and HR.
• Supplier feedback and
insights. Speak with
suppliers to gain their
thoughts and insights
(though those getting
preferential treatment may
not be open to having
a conversation). Most
suppliers are happy to
absorb small markups in
exchange for growing their
business.
• Business outcomes.
Delineate the different
business outcomes that
include a) lower cost, b)
mitigated risk, c) transparent
enterprise-wide visibility of
contingent workforce spend
and utilization, and d) better
talent quality.
• MSP that fits the
business. The MSP needs
to be malleable and flexible,
accommodating different
business requirements and
cultures. Many departments
and business owners are
concerned they will lose
independence and the
supplier relationships they
have developed.
Many high-skill workers now prefer the
flexibility of contracting, and businesses
value the flexibility of using contingent
workers exactly when they are needed.
5

6. 6
M
anaging the cost and risk of
a contingent labor program
is a complex undertaking.
PRO pioneered contingent workforce
management—including the industry’s
first MSP and VMS offerings—and
understands the importance of an
integrated solution.
How We Can Help
PRO’s integrated MSP and VMS
approach enables enterprises to focus
on their business while we hone their
contingent labor programs. There are
several ways we can do so:
1. Full-service managed program.
Our managed services program (MSP)
uses Wand®, PRO’s omnichannel
VMS platform, to manage all aspects
of the contingent labor ecosystem.
PRO has more than 20 years of
vendor-neutral experience in the
supplier community and uses
market-driven pricing and quality
benchmarks to source the best talent
at market rates.
Working from each customer
site, the MSP team provides
strategic and tactical consultative
recommendations and moreover
serves as an outsourced extension
for HR and procurement functions.
These include, but are not limited
to, recruitment, worker relations,
procurement, vendor management, as
well as onboarding and offboarding.
2. 1099 and co-employment risk
management. This service leverages
PRO’s MSP services and VMS
platform to help prevent worker
misclassification and co-employment
situations while ensuring compliance
with various regulations such as
the ACA.
3. Third-party payrolling services.
PRO can become a worker’s employer
of record, thus assuming payrolling
responsibility for temps, independent
contractors, consultants, former
employees, retirees, et al.
4. Advisory services. Our consultants
have deep expertise in the field and
access to the most current data on
trends in the contingent workplace.
Companies wishing to do a top-to-
bottom review of their contingent
labor programs do well to engage
with the experts.
OUR
SOLUTION
“Next-generation
evolutionary
VMS solutions
like PRO’s Wand
platform will help
organizations drive
efficiencies and
visibility within the
complexities of the
modern contingent
workforce umbrella.”
– Christopher J. Dwyer,
Sr. Analyst, Ardent Partners

7. 7
What We Provide
Purely Vendor-Neutral MSP
and VMS Solution
PRO’s MSP consultants have spent
years implementing and using Wand,
PRO’s open-cloud VMS platform, for
enterprise clients and possess the
experience and expertise to leverage
it for optimal value.
Core capabilities of Wand:
• Time cards and expenses
• Self-sourcing using
the YourSource module
• Analytics and reporting
with Discovery module
• Intuitive manager, worker, supplier,
and administrator interfaces
• SOW-project sourcing
and management
• Managed bill rates, competitive
benchmarks
• Mobile alerts and communications
Benefits for enterprise clients:
• Cost reduction
• Risk management and mitigation
• Better talent quality and faster
sourcing
1099 and Co-employment
Risk Management Services
The tax and benefit risks associated
with worker misclassification or co-
employment are substantial. This
offering helps customers to ensure
workers are 1099 compliant, and for
situations where that is not the case,
PRO can serve as the employee of
record and payroll those workers.
PRO possesses years of experience
dealing with complex global tax and
benefit issues and working with
international enterprises to manage
related risks.
Included in the service:
• Evaluation of worker status
• Ongoing education and training
• File documentation and
maintenance
• Audit support services
• Professional payrolling services
Wand on
Mobile Devices
PRO Wand Mobile for
iPhone and Android
For managers and workers
who are on the go, Wand®
Mobile for the Apple iPhone
and Android is the easiest way
to use the Wand VMS. With
simply a swipe and tap of the
screen, managers and work-
ers have the ability to submit
and approve time cards and
expenses, generate and view
reports, and much more.
PRO Wand Tablet
The Wand Tablet app for the
Apple iPad is the first truly
native vendor management
system (VMS) app. Built from
the ground up and designed
for a dynamic human re-
sources environment, it
gives managers the ability to
manage their interactions and
tasks quickly and easily from
anywhere at anytime.
PRO Wand Wearable
One of the first B2B apps
available on the Apple Watch,
Wand Wearable for the Apple
Watch enables managers to
extend their iPhone capabil-
ities on Wand Mobile. Man-
agers can review and approve
time cards and expenses, re-
ceive notifications for upcom-
ing interviews and add those
to their iOS calendar, and
manage and approve changes
in SOW projects.

8. 8
Third-Party Payrolling Services
PRO pioneered Third-Party Payrolling
Services in 1991, and now processes
payroll for more global enterprises
with workers in numerous countries
around the world.
Customer benefits:
• Electronic timecards and invoicing
• Customized management reports
• Expense reimbursements and cash
advances
• 24x7 1-800 support hotline
• Risk management overseen by
former IRS auditors
Worker benefits:
• National, group qualified CIGNA
HMO, as well as vision, dental, and
other ancillary benefits
• Section 125 pre-tax contributions
for worker’s share
• Significant contributions by PRO to
worker’s premium
• Timecards and robust reporting
• 401(k) with immediate enrollment
• Pension plans in certain countries
Advisory Services
Companies engaging with PRO’s
consultants benefit from their
extensive real-world experience in
the specialized field of contingent
workforce management, as well as
their access to the most up-to-date
industry data. Their recommendations
can help organizations to:
• Gain visibility into the use of
contingent workers across the
enterprise
• Acquire the best talent at the lowest
possible cost
• Determine the appropriate mix of
contract, statement of work (SOW),
and freelancer labor
• Monitor and assess the performance
of all suppliers
• Minimize risk exposure to the
organization
Client Engagement Approach
The PRO Implementation Services
team delivers end-to-end managed
program launch services that
help clients to identify business
requirements and ensure those are
reflected in the configuration and
implementation deliverables.
With substantial experience working
with clients from myriad industries
and specialization in global programs
and vendor-neutral partnerships,
PRO Implementation Services
provides dedicated, highly tenured
professionals to design, build, and
implement managed programs that
quickly meet business requirements.
“PRO Unlimited is
the best solution
for payrolling
our self-sourced
contractors … the
program plays a
big role in helping
Akamai retain
such valuable
talent.”
— Director of Global
HR Operations,
Akamai Technologies

9. 9
PRO Implementation Services uses
a proven methodology with a focus
on change management that guides
clients through a full implementation
lifecycle—from planning and discovery
to stabilization. The implementation
approach taken by PRO includes:
1. Planning and discovery. The
Implementation Services team
works with the client to align
resources, define scope, collect data,
and map system interactions.
2. Design. PRO professionals create a
detailed design, define processes
and policies, configure systems,
identify and address design gaps,
among other activities.
3. Build and validate. Implementation
Services experts work with the client
to build and configure the solution
based on architecture design,
execute the change management
plan, and test and validate solution
specifications.
4. Deployment. PRO trains key stake-
holders on the Wand VMS deploy-
ment, confirms transition readiness,
and deploys the solution.
5. Stabilization. PRO Implementation
Services ensures alignment with
Service Level Agreements (SLAs) and
works with the MSP team to drive
continuous improvement.
“PRO’s vendor-neutral approach provides
us with a level playing field, where we are
able to distinguish ourselves based on the
business outcomes we are able to deliver.”
– Michael Stomberg, CEO of Planet Pharma
and Planet Forward
Laws that
Impact Contingent
Workforce
Management
• Patient Protection and
Affordable Care Act (ACA)
• ERISA (Employee
Retirement Income Security
Act)
• FLSA (Fair Labor Standards
Act)
• FMLA (Family Medical
Leave Act)
• ADEA (Age Discrimination
in Employment Act)
• ADA (Americans with
Disabilities Act)
• WARN (Worker Adjustment
and Retraining Act)
• TITLE VII (Civil Rights Act)
• COBRA (Consolidated
Omnibus Budget Reconcili-
ation Act)
• Paid Sick Leave (different
based on state and city)

10. 10
P
RO’s staff consists of highly ex-
perienced experts in contingent
workforce issues. No other com-
pany can match PRO’s collective ten-
ure, wealth of knowledge, and experi-
ence in the following areas:
Labor procurement. Numerous pro-
fessionals experienced in all areas
of staffing, including contracts
management, consulting/technical
services, and temp placement (both
vendor-on-premise and traditional).
This enables us to develop and
implement unbiased contingent labor
procurement strategies for clients.
Human resources. Our highly ex-
perienced HR experts have a broad
range of specialties, including man-
agement, recruiting, organization-
al development, technical contract
staffing, outsourcing, and staffing im-
plementation.
Compliance. A compliance team led
by former IRS auditors and employ-
ment attorneys with extensive expe-
rience on the subject of worker clas-
sification and other issues related to
the contingent workforce ensures that
clients’ program are compliant with all
applicable tax laws.
Our Executives
PRO touts an executive management
team with more than a century of
collective experience in contingent
workforce management. Co-founder
Andrew Schultz, who has held the
titles of CEO and President for more
than two decades, is a pioneer in the
contingent workforce management.
Led by Andrew since its inception,
PRO has consistently experienced
double-digit annual growth during
this time frame.
Other members of the team are held
in the highest regard as subject-
matter experts and have been
featured speakers at numerous
industry events and authored a long
list of articles in leading publications.
They are also frequently quoted in
national print and broadcast media.
Andrew Schultz
Co-founder, CEO, and President
Led by Andrew since its inception
in 1991, PRO has consistently ex-
perienced double-digit growth for
more than two decades.
No other
company can
match PRO’s
collective
tenure, wealth
of knowledge,
and experience
in contingent
workforce issues.
THE TEAM

11. 11
Allie (Ayelet) Ben-Shlomo
COO and EVP of Client Services
A member of the PRO team since
1997, Allie has overseen a team that
has blazed new trails in developing
unique and cutting-edge programs
for Fortune 1000 clients with
operations in the U.S. and globally.
Andrew Popler
SVP of Business Development
Regarded as one of the most tenured
and trusted experts in the MSP and
VMS industry, Andrew has worked
with a long list of companies to help
them develop and then execute on
their global strategies for managing
the contingent workforce.
Ted Sergott
SVP of Product Development
A member of the PRO team since
2011, Ted recruited and built a
worldclass product development team
in Silicon Valley that transformed the
Wand VMS, with recognition that
includes a Gartner “Cool Vendors
in Procurement and Sourcing
Technology, 2015” recognition.
Ben Bartow
SVP of Strategic Planning
With more than 20 years of experience
in corporate finance and operations,
Ben joined PRO in 2001 and oversees
strategic planning, analysis, and
budgeting.
Teresa Golio
SVP of Finance and
Corporate Controller
A member of PRO since its inception
in 1991, Teresa is responsible
for financial reporting, general
ledger, corporate taxes, benefits,
risk management, budgeting, and
accounts payable.
James Cahalan
Director of Global Compliance
With more than 20 years of
experience as a labor attorney, Jim
has represented hundreds of clients
on employment and employment tax
law issues and is seen as an expert on
labor and employment practices. His
team includes former IRS auditors and
well-trained compliance experts.
Our Company
Culture
PRO’s success is a direct
result of our committed and
customer service-oriented
staff members. Our corporate
culture strongly encourages
and supports growth from
within, and we offer employ-
ees a strong training program
and ongoing guidance to
support a strong career path
with new and exciting oppor-
tunities. As a global company,
PRO enables employees to
gain and develop exper-
tise with the international
business community and its
contingent labor needs.
For two consecutive years,
PRO has been listed among
the 50 Best Small and Medi-
um Business to Work For by
Glassdoor, based on voluntary
and anonymous feedback
from employees in that trans-
parent career community. This
recognition corroborates what
our leadership has known for
a long time—that employees
enjoy working at PRO, where
their expertise is valued by
every member of the team.
Enterprises can realize significant business
value through effective management and
up-to-date data.

12. W
hen integrated with the
Wand VMS platform,
PRO’s truly vendor-
neutral MSP solution enables
enterprises to flexibly and creatively
source the talent they need. These
firms are not tied to certain favored
suppliers or limited to the traditional
“temp” or contractor model to secure
workers to move their business
forward. The following are some of
the talent supply channels supported
by PRO’s solution:
1. Staffing firms. Ranging from
national, general-purpose suppliers
to boutique agencies specializing
in specific kinds of talent, PRO
Wand provides a level playing field
for all staffing firms. It also delivers
flexibility in the type of arrangement
with each worker (employee of
record or independent contractor).
And with PRO’s deep experience
and access to data and analytics, you
will be able to optimize the sourcing
process over time by measuring
supplier performance with various
types of talent.
2. Self-sourcing. Companies may
opt to qualify their own candidates
for certain roles. PRO Wand’s
YourSource feature enables
directly sourced workers to be
included in the centralized program.
3. SOW projects. Rather than paying
for work by the hour, more firms are
now opting to pay by the project,
using Statements of Work (SOWs)
executed with SOW suppliers. Such
projects usually require high-skilled
workers, and the supplier serves as
employer of record and assumes the
risk of labor cost overages.
4. Freelancer marketplaces. An
evolution of the online staffing
model, freelancer management
systems (FMS) create a completely
new talent network of independent
workers interested in short-term
projects for specific tasks. PRO Wand
enables enterprises to integrate
workers secured via an FMS into
the main contingent labor program.
PRO’s truly
vendor-neutral
MSP solution
enables enterprises
to flexibly and
creatively source
the talent they
need.
12
TALENT
SUPPLY
CHANNELS

13. E
nterprises that optimize their
contingent worker programs
with PRO’s integrated MSP and
VMS solutions can realize significant
business value through effective
management and up-to-date data.
The following are a few benefits re-
alized by many of our customers:
1. Cost savings. With the expertise
of PRO’s MSP professionals and the
latest data, companies can secure
the talent they need without paying
above-market pay rates and supplier
markups.
2. Risk management/mitigation.
Firms can focus on running their
own business while PRO ensures
full compliance with federal, state,
and local laws and standards, while
minimizing all other categories of risk
from a contingent labor program.
3. Transparency and visibility.
Companies can achieve full visibility
into contingent labor usage
across all business units, minimize
“rogue spend” by departments not
participating in the centralized
program, and enable the performance
of every supplier to be measured and
evaluated.
4. Talent quality. PRO’s truly vendor-
neutral approach enables companies
to optimize the talent pool by enabling
more supplier options. This results
in the acquisition of higher-quality
workers over a shorter timeline, as
the organization is able to optimize
the use of providers.
The business results PRO customers see fall
into four general buckets: cost savings, risk
management and mitigation, transparency
and visibility, and talent quality.
PRO UNLIMITED
MILESTONES
PRO pioneered contingent
workforce management and
has continually updated and
enhanced its offerings to
provide the highest quality
service. Here is a timeline of
some of PRO’s most import-
ant technology and services:
1991 Contractor Misclassi-
fication and Co-
Employment Risk
Management
1994 Purely Vendor-
Neutral Managed
Service Provider
(MSP)
1995 Vendor Management
System (VMS)
2002 Global MSP Offering
2004 Statement-of-Work
(SOW) Management
2007 Wand YourSource
2012 Wand Discovery
2013 Wand SourceMatch
2014 Native Mobile VMS
Apps for iOS
2015 Native Mobile VMS
App for Android
2015 Mobile VMS for
Wearables (Apple
Watch)
2015 IC Supplier Portal 13
BUSINESS VALUE

14. Follow Us On
7777 Glades Road, Suite 208,
Boca Raton, Florida 33434
Email:
information@prounlimited.com
Phone
1.800.291.1099
About PRO
Unlimited
PRO Unlimited offers purely
vendor-neutral Managed
Service Provider (MSP)
and Vendor Management
System (VMS) solutions
for the e-procurement and
management of contingent
labor, 1099/co-employment
risk management, and
third-party payroll for client-
sourced contract talent.
1
“Workforce 2020: The Looming Talent Crisis,” Oxford Economics, 2014.
2
Staffing Industry Analysts, “2014 VMS/MSP Competitive Landscape Report,” May 2014.
3
Ibid.