TOTAL TALENT SOLUTION | COMPLETE PERMANENT & CONTRACT HIRING SOLUTIONS
ONE TALENT PARTNER WHATEVER YOUR HIRING NEED
One partner. One process. One workforce strategy
Total talent management brings your permanent and contingent hiring under one programme: one strategy, one data set, one accountable partner, instead of two budgets with separate suppliers and no shared view.
Most businesses run these as different worlds. Permanent hiring sits with HR, contractors sit with procurement or nobody, and the gaps between them are where cost, risk and inconsistency live.
Vermelo's Total Talent Solution closes that gap, combining RPO and Embedded Talent (for permanent hiring) with MSP (for your contingent workforce) under one strategic framework, with visibility, compliance and control across the whole.
Vermelo’s total talent solution at a glance
| Service | Permanent and contingent hiring under a single programme |
|---|---|
| Combines | RPO/embedded talent for permanent hiring, MSP for contractor and contingent workforce |
| Delivered as | One partner, one governance model, one set of reporting |
| Best suited to | Organisations wanting a single view of workforce cost, compliance and supply |
| Primary sectors | Insurance, insurtech, pensions, fintech, financial services and other regulated businesses |
Disconnected hiring, compliance pressure and escalating cost
Without a joined-up talent strategy, hiring quickly becomes reactive and expensive. What starts as a few tactical fixes can turn into a complex web of suppliers, tools and processes that are hard to control and even harder to scale. Organisations often struggle with:
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01
Skyrocketing agency fees and inconsistent supplier performance
Heavy reliance on agencies pushes up cost-per-hire, while service levels and candidate quality vary and are difficult to manage.
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02
Outdated or manual processes across permanent and contingent pipelines
Spreadsheets, emails and manual approvals slow everything down and keep permanent and contingent hiring in silos, making it harder to evidence compliance.
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03
Limited scalability and agility as recruitment requirements shift
Recruitment models can't flex with demand, leading to either constant firefighting or underused resources, and increased risk of cutting corners on process or regulation.
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04
HR teams under pressure to deliver across multiple fronts
HR and Talent Acquisition juggle day-to-day hiring, compliance, onboarding and strategic projects without the frameworks or capacity to do all four well.
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05
Fragmented systems (ATS, automation, integration gaps)
Disconnected platforms create siloed data, manual reporting and no single, reliable view of recruitment performance or compliance status.
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06
Slow or inconsistent contracts, timesheets and pre-employment screening
Delays in checks, contracts and payments frustrate candidates, slow starts and increase compliance and financial risk.
These gaps slow hiring, inflate costs, increase exposure to compliance breaches and erode the overall candidate experience.
A single, scalable talent engine
Vermelo combines RPO and Embedded Talent RaaS (for permanent hiring) and Managed Service Provider (for contingent workforce management) under one strategic framework to power your entire workforce strategy.
One strategic framework
Powering your entire workforce strategy.
We embed with your business to manage every step:
- 01Workforce planning
- 02Sourcing
- 03Selection
- 04Onboarding
- 05Payrolling
- 06Compliance
- 07Reporting
Creating a powerful recruitment engine that scales effortlessly as needs change.
Why choose the Vermelo Total Talent Solution?
Beyond operational delivery, Vermelo acts as a long-term strategic hiring partner that strengthens and evolves your talent strategy.
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End-to-end hiring capability
Permanent and contractor hiring in one integrated model.
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Embedded partnership
Close collaboration with HR, finance and leadership.
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People-first technology
Smart tools and automation that enhance, not replace, human interaction.
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Proven delivery
A track record of building scalable, data-driven recruitment models.
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Built-in compliance
IR35, tax and regulatory safeguards from day one.
With Vermelo, you gain both the talent engine and strategic guidance to deliver sustainable hiring performance and long-term workforce stability.
Vermelo’s Total Talent Solution is more than recruitment delivery.
Our Total Talent Solution builds capability, capacity and scalability across your entire talent ecosystem, combining deep expertise with smart automation.
Plan and attract
- Strategic workforce planning & hiring strategy
- Talent mapping, diversity & inclusion support
- Employer branding & candidate experience design
Run and automate
- ATS implementation & optimisation
- Automated contracts, timesheets, onboarding & offboarding
- Pre-employment screening & background checks
- Payrolling & contractor management
- Statement of Work (SOW) delivery for project-based teams
Govern and report
- Supplier & agency review and governance
- Contingent workforce audit & management
- MI reporting & analytics for real-time insight
We embed seamlessly within your organisation, reflect your culture and deliver measurable impact at every stage.
Explore our additional Talent Advisory & Consulting servicesA Total Talent Solution is perfect for organisations that…
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…hire both permanent staff and contractors/interims
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…need to integrate RPO and MSP capabilities
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…face compliance, risk or system fragmentation
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…are scaling rapidly or entering new markets
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…seek data-driven workforce decisions
Contact us to discuss your Total Talent Strategy
If you’re ready to simplify hiring and bring permanent and contingent recruitment under one unified model, we’d love to talk.
Or, use the form below to contact us
An honest word about readiness
Total talent is conceptually obvious and organisationally hard, because it cuts across multiple remits including HR, procurement and finance. The businesses ready for it tend to know already. A simple test: if permanent and contingent hiring in your business report to different people who never meet, that conversation needs to happen before any programme does, and we'll say so rather than sell around it. Plenty of our total talent clients started with one model, RPO or MSP, and grew into the second once the organisation was ready. That path is not a compromise; it's usually the right sequencing.
Weighing total talent against running RPO and MSP separately?
Total Talent Solution - for all your permanent and contingent hiring
One partner covering your whole workforce, permanent and contingent.
Permanent hiring
Recruitment Process Outsourcing (RPO)
Your permanent hiring, run end to end under your brand, through RPO or Embedded Talent (RaaS).
Contingent workforce
Managed Service Provider (MSP)
Your contractors and suppliers, managed and compliant.
Learn more →The result
Total Talent
Every hire, every worker type, one accountable partner: one process, one data set and total visibility of your workforce.
You’re hereTotal talent, answered
One programme for permanent and contingent hiring, and who should own it.
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Bringing permanent and contingent hiring under one programme instead of running them as separate worlds. One partner manages both, one data set covers workforce spend and supply across employee and contractor populations, and decisions about whether a need is best filled permanently or flexibly get made deliberately rather than by whoever's budget it lands in.
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No, but you need the appetite for both. Some clients adopt total talent from day one; more start with the model that solves their acute problem, RPO or MSP, and integrate the second once the first is bedded in. We'll tell you honestly which sequence fits, because a total talent programme adopted before the organisation is ready just gives the silo a supplier.
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Both, with one accountable sponsor. Permanent hiring traditionally sits with HR and contingent with procurement, and the entire value of total talent comes from joining those views. Programmes succeed when a senior sponsor owns the whole and both functions are in the room from scoping. If that sounds hard, it's because it is, and it's the readiness conversation we have before any contract.
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Integration. Two programmes from one supplier still means two data sets, two processes and two views of your workforce. Total talent runs them as one: shared workforce planning, one compliance framework across employees and contractors, and reporting that shows the whole cost of getting work done, whichever way it's resourced.
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No, though most of the providers offering it are built that way. Total talent is about joining up permanent and contingent hiring, and mid-sized businesses have exactly that problem, often more acutely, because the same few people are running both without the systems to see across them. Vermelo runs RPO, MSP and embedded recruitment under a single programme for mid-sized and growing UK businesses, primarily in insurance, insurtech and financial services.
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One question matters more than the rest: do the permanent and contingent sides genuinely share governance, data and a single point of accountability, or do they just share a supplier name? Then ask about scale (many combined programmes are enterprise-only), sector depth, how compliance is handled across employees and contractors, and whether the reporting shows the whole cost of getting work done. There's no neat league table for this. Our guide to 11 hiring models explains where total talent sits alongside RPO, MSP and embedded; for providers, start with the RPO and MSP comparisons and look for the names that appear in both. Vermelo is in both.
What Our Clients Say
“We were very happy with the service provided and couldn’t recommend the team enough for any process outsourcing needs. We would absolutely work with them again in the future.”
CPO, Tunbridge Wells
“The team were very helpful and overcame any issues we had. They are very responsive and are great at keeping us up-to-date about progress.”
Head of Operations, Manchester
Trusted talent solutions specialist* for leading brands across insurance, insurtech, pensions, financial services, fintech and more:
*Across the GWV Talent Solutions Group
When new FCA legislation mandated annual maintenance checks, including DBS and financial reviews, for all staff, a major UK insurer needed a robust, auditable system for detecting post-employment risks and ensuring full compliance. Vermelo collaborated with HR, compliance, and leadership teams to design and implement a streamlined end-to-end process, conduct gap analyses, and provide ongoing advisory support. The result: a repeatable, transparent screening framework that secures FCA compliance, lowers regulatory exposure, and frees HR to focus on strategic priorities.