Situation: Over 500 job titles and over 2500 levels across professional and non-professional skills

Problem: High degree of overlap between levels within job titles were inflating contractor pay rates.

Solution: Brightfield built a rate algorithm using historical contractor data and client employee data to control direct pay rates.

  • Job levels were systematically validated by engagement managers
  • Designed workflow and data elements presented in existing technology
  • Rate model is run quarterly to control costs and make adjustments

Results: Solution is projected to save ~$50 million in hard savings