In 2024, the global Contingent Labor Management software market grew to $1 billion, marking a 11.3% year-over-year increase. The top 10 vendors accounted for 88% of the total market. Magnit (formerly PRO Unlimited/Workforce Logiq) led the pack with a 17.4% market share, followed by SAP, Upwork, and Fiverr.
Through our forecast period, the Contingent Labor Management applications market size is expected to reach $1.5 billion by 2029, compared with $1 billion in 2024 at a compound annual growth rate of 7.4%.
Top 10 Contingent Labor Management Software Vendors in 2024 and their Market Shares
Source: Apps Run The World, July 2025
Other Contingent Labor Management vendors included in the report are Avature, ActionHRM, AkkenCloud, Attendance on Demand, Bullhorn, Calabrio, Inc., Field Nation, iSmartRecruit, JobAdder, Learning Technologies Group, MBO Partners, Microsoft, Newgen Software, Randstad Sourceright, Simplify Workforce, Shiftboard, SmartERP, Terminal Inc., Worksuite (formerly Shortlist), Visma, Wonolo, and many others.
Vendor Snapshot: Contingent Labor Management Market Leaders
Magnit (formerly PRO Unlimited/Workforce Logiq)
Magnit is leading the evolution of contingent labor management by embedding agentic AI into its platform. The introduction of Maggi, a Gen-AI companion, exemplifies this shift. Maggi acts as a knowledge agent, streamlining requisition processes and ensuring compliance by providing real-time, transparent insights. This integration not only enhances operational efficiency but also aligns with Magnit’s strategy to offer a unified, intelligent workforce management solution.
SAP
SAP Fieldglass is advancing its contingent workforce management capabilities through the incorporation of generative AI and machine learning. Features like AI-enhanced job postings and automated statement of work (SOW) generation are streamlining processes and reducing bias. These innovations are part of SAP’s broader strategy to integrate intelligent automation across its enterprise solutions, enhancing scalability and compliance.
Upwork
As of Fall 2024, Upwork extended its AI-equipped offering Uma-powered Managed Services, which leverages platform-wide historical signals to scope projects, vet talent, assemble teams, and deliver complex client outcomes—including building custom AI agents internally. Designed for Upwork Enterprise clients, this end‑to‑end workflow automation ensures rapid delivery and consistent quality of work outcomes. The broader strategy anticipates embedding this UMA agent framework more deeply across sourcing, onboarding, and talent discovery workflows, turning Upwork into a managed delivery platform where agentic systems pilot the experience rather than just assist.
Fiverr
In early 2025, Fiverr rolled out the Fiverr Go suite, allowing freelancers to train and sell custom AI models based on their own portfolios—such as design, copywriting, voice‑over, and marketing agentic tools. Clients access those agents as self‑service digital labor, and the platform includes an AI assistant that helps with managing client inquiries and brief synthesis. Fiverr’s CEO has publicly emphasized that AI fluency, especially agentic use, is now mandatory for top-tier talent on the platform, driving internal policy and positioning the platform around AI‑native human labor teams.
Beeline
Beeline officially launched Beeline AI, built on two decades of proprietary data (~30M workers, ~$700B spend). Its architecture injects AI at every decision point, enriching job descriptions for skills‑based hiring, auto‑generating interview prompts, producing tailored SOW recommendations, and flagging compliance risk with explainable, human‑in‑the‑loop models. Beeline AI reduces screening time by up to 80% and SOW drafting by 60%, while lowering compliance incidents by ~50% and costs by 20%.
ADP
WorkMarket continues operating as the ADP‑owned contractor management backbone. Its platform enables automated onboarding, credential verification, assignment workflows, and payouts. Importantly, WorkMarket increasingly serves as an execution layer for ADP’s broader agentic AI strategy. ADP executives highlight internal investments around embedding AI agents for workforce and operations management, suggesting agentic capabilities are being layered onto WorkMarket as part of ADP’s enterprise roadmap.
Jobandtalent
Jobandtalent continues to emphasize AI‑powered temporary worker matching with a data‑driven, pre‑vetted talent pool. They are closely aligned with evolving models of agentic digital labor, planning to automate transactional tasks like candidate screening, assignment matching, and gig coordination using embedded agents.
Field Nation
Field Nation remains a field‑service technician marketplace, but its 2025 strategy includes applying AI to optimize internal operations and scheduling workflows. Field Nation highlights AI‑driven dispatch optimization, predictive analytics for technician allocation, and automations for work order routing and performance tracking.
AgileOne
AgileOne’s messaging in 2025 centers on preparing for autonomous agent deployment in contingent workforce systems, investing heavily in governance frameworks and vendor ecosystems to scale secure, compliant digital agents. AgileOne is positioning AccelerationVMS as a future platform where AI agents manage sourcing, compliance checks, and analytics, with change management and ecosystem coordination forming a core part of the rollout strategy.
Wonolo
In December 2024, Wonolo unveiled an AI‑powered job management solution that guides enterprises through structured, intuitive job posting. The system crafts better job descriptions using industry data, and enhances job matching with real‑time analytics, resulting in significantly improved worker quality and placement transparency Wonolo’s architecture now includes proactive automation agents, Fill Advisor predicts job fill likelihood based on local pay rates, timing, and job demand using historical outcomes, while onboarding algorithms forecast candidate suitability based on “5 Ps” traits and performance metrics.
ARTW Technographics Platform: Contingent Labor Management customer wins
Since 2010, our research team has been studying the patterns of Contingent Labor Management software purchases, analyzing customer behavior and vendor performance through continuous win/loss analysis. Updated quarterly, the ARTW Technographics Platform provides deep insights into thousands of Contingent Labor Management customer wins and losses, helping users monitor competitive shifts, evaluate vendor momentum, and make informed go-to-market decisions.
List of Contingent Labor Management customers
Source: ARTW Buyer Insights Technographic Database
Custom data cuts related to the Contingent Labor Management Applications market are available:
- Top Contingent Labor Management Applications Vendors and Market Forecast 2024-2029
- 2024 Contingent Labor Management Applications Market By Vertical Market (21 Industry)
- 2024 Contingent Labor Management Applications Market By Country (USA + 45 countries)
- 2024 Contingent Labor Management Applications Market By Region (Americas, EMEA, APAC)
- 2024 Contingent Labor Management Applications Market By Revenue Type (License, Services, Hardware, Support and Maintenance, Cloud)
- 2024 Contingent Labor Management Applications Market By Customer Size (revenue, employee count, asset)
- 2024 Contingent Labor Management Applications Market By Channel (Direct vs Indirect)
- 2024 Contingent Labor Management Applications Market By Product
Through our forecast period, the HCM applications market is expected to reach $81.1 billion by 2029, compared with $58.7 billion in 2024 at a compound annual growth rate of 11.7%.
Through our forecast period, the Core HR and Talent Management applications market, which is comprised of nine subsegments, is expected to reach $48.6 billion by 2029, compared with $35.5 billion in 2024 expanding at a compound annual growth rate of 11.6%. For the Top 10 vendors in each of the nine subsegments, please check their own index page by following the link below.
Through our forecast period, the Talent Acquisition applications market, which is comprised of six subsegments, is expected to reach $20.3 billion by 2029, compared with $14.5 billion in 2024 expanding at a compound annual growth rate of 11.7%. For the Top 10 vendors in each of the six subsegments, please check their own index page by following the link below.
Through our forecast period, the Workforce Management applications market, which is comprised of six subsegments, is expected to reach $12.1 billion by 2029, compared with $8.7 billion in 2024 expanding at a compound annual growth rate of 12.1%. For the Top 10 vendors in each of the six subsegments, please check their own index page by following the link below.
Our HCM Top 500 research team also tracks Time Clock Hardware vendors separately by zeroing in on their embedded software as well as their extensive use of OEM and distribution partners.
Exhibit 3: Worldwide HCM Software Market 2024-2029 Forecast, $M
Source: Apps Run The World, July 2025
Exhibit 4 shows our projections for the HCM enterprise applications market by HCM sub-segment, based on the buying preferences and the customer propensity to invest in new software within those industries as they continue to upgrade and replace many legacy industry-specific applications that have been identified and tracked in our Buyer Insight Database.
Methodology
Similar to any of the hundreds of reports that we have published since 2010, HCM Top 500 is a labor of love. Since 2013, our team of researchers have been conducting rigorous research on thousands of HCM vendors, surveying them quarterly, reviewing their products at even shorter intervals because of the compressed Cloud release cycle, and discussing HR vision with their customers to better understand user needs as well as different paths to upgrade and replace their existing systems.
Each year we also attend many industry-wide and vendor-specific user conferences – HR Tech, Dreamforce, SAPPHIRENOW, Oracle Open World, just to name a few, to gauge what customers are looking for.
Throughout this process comes a rich database of more than 2,000 HCM vendors as well as over 50,000 HCM customers that have been touched one form or another through regular surveys, phone and in-person interviews, email exchanges, and social media interactions, etc.
On a proactively basis, we contact the vendors directly to tabulate their latest quarterly and annual revenues by HCM segment, vertical market, revenue type, region, country and customer size.
We supplement their written responses with our own primary research to determine quarterly and yearly growth rates in each of the 22 segments and 21 verticals, in addition to customer wins to ascertain whether these are net new purchases or expansions of existing implementations.
Another dimension of our quantitative research process is through continuous improvement of our customer database, which stores more than one million records on the enterprise software landscape of over 100,000 organizations around the world.
The database provides customer insight and contextual information on what types of HCM, enterprise software systems and other relevant technologies are they running and their propensity to invest further with their current or new suppliers as part of their overall HCM and IT transformation projects to stay competitive, fend off threats from disruptive forces, or comply with internal mandates to improve overall enterprise efficiency.
The result is a combination of supply-side data and demand-generation customer insight that allows our clients to better position themselves in anticipation of the next wave that will reshape the HCM marketplace for years to come.
HCM Market Taxonomy
Definition of Human Capital Management (HCM) Applications
Core HR and Performance Management
| Core HR and Performance Management | Description |
|---|---|
| Personnel and Organization Management | Core human resource management system, personnel records, HR master file, accruals, organizational development, org chart visualization |
| Payroll | Payroll processing, tax filing, language support, country-level updates, payslip calculations, automatic deductions and other government requirements for proper disbursement of employee compensation. |
| Benefits Administration | Benefits and health administration. Plan and design benefits lifecycle, billing and payment. Carrier solutions are also included for integration purposes. |
| Pension Administration | Pension and retirement fund(401K) administration as well as software that helps manage profit sharing plan, defined benefit plan, or cash balance plan. |
| Compliance | Compliance, regulatory updates and reporting including such laws as Affordable Care Act, Overtime Regulations, Fair Labor Standards Act |
| Performance and Goal Management | HR performance management applications are designed to automate the aggregation and delivery of information pertinent to the linking of job roles and the mission and goals of the organization. More specifically, the system allows users to automate the performance review process by using mechanisms such as training and key performance indicators to continuously track and monitor the progress of an individual employee, work team, and division. Some of the key features include: Assessment of individual career objectives and organizational skills gaps that impede performance and job advancement. Continuous reviews and establishing milestones. 360-degree evaluation and real-time feedback. Performance appraisal automation. Goal setting and tracking. Employee surveys. Alignment of human assets to corporate objectives. Fast tracks for top performers. |
| Learning and Development | Learning management systems refer to applications that automate the administration, tracking, and reporting of training events. Other tools may include courseware and other delivery, management, tracking, or integrated solutions whose focus is on the learning environment, including learning content management systems. Career development tools include apps for coaching, mentoring, employee development planning, and diagnosing of development needs. |
| Succession and Leadership Planning | Identify and address current and potential talent gaps to create succession management reporting. Develop and maintain a continuous supply of internal talent to fill critical job roles. Improve employee engagement through digital tools to advance career path development opportunities. |
| Compensation Management | Compensation management applications are designed to automate the process of providing cash, noncash, variable and nonvariable compensation to employees through advanced modeling, reporting, and built-in interfacing to payroll processing systems. Other key features include seamlessly manage compensation budgets and allocation in a single, shared tool. Streamline pay recommendation workflows and approvals. Support multiple pay and incentive practices. Ensure budget compliance and adherence to compensation guidelines. Quota and territory management. Calculation and distribution of commissions, spiffs, royalties, incentives to employees, and channel and business partners. Compensation analysis using internal and external data for retention risk analysis. Linking salary, commission and incentives — cash and noncash — to business objectives. Payroll and payment engine interfaces. Account payables integration. |
Talent Acquisition
| Talent Acquisition | Description |
|---|---|
| Applicant Tracking | Applicant tracking software automates such functions as management of resumes, applicant information, scoring, workflow, matching, search, interview scheduling, job descriptions, EEOC reporting, job postings and notifications |
| Recruiting | Recruiting applications are designed to automate the recruitment process of salaried and hourly employees through screening and skills assessment, as well as automated selection processes to improve hiring pipeline by identifying talent inside or outside the organization. Other key features include: Manage skills inventories. Create and manage job requisitions. Coordinate team collaboration within hiring processes. Video Interviewing, team building and digital coaching. |
| Candidate Relationship Management | Applications designed to attract and engage candidates and employees. Other tasks automate functions such as candidate relationship management apps, career site technology, social recruiting, employee referrals, branding, video engagement, campus recruiting and internal hiring |
| Contingent Labor Management | Processing of hiring of contingent labor, search, skills matching, assessment, interview scheduling, negotiation of rates, approvals, project milestone payments, project completion tracking, performance ratings |
| Sourcing | Facilitate resource planning for staffing firms as well as vendor managed system, allowing for front office integration for employment agencies as well as talent acquisition apps designed for staffing firms. |
| Onboarding | Applications designed to deploy workers to appropriate jobs, projects, or teams for accelerated on-boarding. |
Workforce Management
| Workforce Management | Description |
|---|---|
| Absence and Leave Management | Absence management applications offer automated features to support employee leave management, employer authorized leave, Short-Term-Disability/Workers’ Comp coordination, federal and state compliance, customized leave correspondence, medical certification processing, insurance premium payment tracking as well as employee self-service capabilities. Leave Management supports compliance activities related to government regulations such as the Family and Medical Leave Act in the United States and other local leave laws in different countries. |
| Workforce analytics | Workforce analytics are used to analyze compensation, benefits, and other employee variables. These applications can also be used to analyze and optimize labor allocation for particular projects. |
| Fatigue Management | Fatigue Management apps help automate key facets of fatigue risk mitigation, enforcing employee work-hour limits and aligning with fitness for duty best practices. Similar apps may act as electronic work diaries for real-time reporting and compliance with transportation laws. |
| Hardware (Time Clock) | Time capture is the hardware platform that provides authentication features for clock-in and clock-out times, meal and rest breaks, as well as timesheet and payroll reporting and compliance. |
| Scheduling | Products are designed to Increase forecasting accuracy by factoring in a variety of methods and historical patterns. Create optimal schedules to meet customer demands, while reducing costs and maximizing resources |
| Task Management | Task Management offers labor management capabilities such as task-based and project-based activity tracking as well as measurement and reporting functions against performance standards like engineered labor standards, team standards and reflective standards. |
| Time & Attendance | Time and Attendance applications are designed to automate employee time tracking in different locations, help reduce overtime expenses, improve payroll accuracy, eliminate pay errors and adjustments, along with the need to simplify and optimize administrative tasks and complex rate calculations by making available accurate and current labor data and full audit trail of payroll data. |
- Internet Archive, a United States based Non Profit organization with 169 Employees
- Keio University, a Japan based Education company with 7892 Employees
- Fujitsu, a Japan based Professional Services organization with 112743 Employees
| Logo | Company | Industry | Employees | Revenue | Country | Evaluated |
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