Independent Direct Sourcing Curation

Reduce hiring costs with brand-engaged talent pools

Navigating today’s unprecedented talent shortage requires innovative talent acquisition strategies and independent Direct Sourcing curation is proving to be a highly effective solution. As your independent Direct Sourcing Curation partner, we work alongside your existing MSP and VMS, leveraging your employer branding to build and engage a community of skilled contingent workers, optimising hiring speed and cost.

Our track record

$5 million +
$5 million +
savings through top-line rate card management.
Over $500k
Over $500k
cost saving on margin per annum.
Over 60%
Over 60%
of roles released were filled by Harvey Nash’s Independent Direct Sourcing Curation Team.
Enhanced onboarding
Enhanced onboarding
experience for contingent talent through our dedicated contractor care function.
Improved efficiency
Improved efficiency
and cost savings through outsourcing of contractor employment and payrolling to Harvey Nash.

How does Independent Direct Sourcing work?

As your independent Direct Sourcing Curation partner, our team operates under your brand, powering your company’s employer value proposition to attract contractors and temporary talent into specialised and segmented talent pools.

Through consistent communication, we effectively build a community of brand-engaged and readily available talent, allowing you to tap into this valuable resource when needed. New opportunities are released to them through the Customer Relationship Technology that integrates with your MSP and VMS.

Why Independent Direct Sourcing Curation? 

Independent from your MSP or VMS, our focus is firmly on delivering the best value and service to you as a client. Representing your brand, we improve candidate quality by using our 35+ years’ of resourcing expertise to build self-sustaining talent pools specific to the needs and requirements of your business.

Harvey Nash's Independent Direct Sourcing team augment the talent pools with additional contingent workers through multi-channel sourcing. Through this approach, we speed up time to hire while reducing overall agency spend.

Why choose Harvey Nash as your independent Direct Sourcing Curation Partner?

Cost savings
Cost savings
Typically, our Independent Direct Sourcing team achieves around 30% cost savings on referred candidates. Working to agreed reductions on not to exceed rates impacting top line costs driving enormous cost savings.
Talent pool creation
Talent pool creation
We have extensive experience of building talent pools of scarce skillsets to support current and future projects or in-demand skills, accessing multiple channels including employee and hiring manager networks.
Candidate experience
Candidate experience
Our curated talent community consists of pre-qualified contingent workers who are actively engages with your brand. Through consistent communication around your Employee Value Proposition, we enhance the candidate's experience.
Speed
Speed
Shortlist delivered within 48 hours.
Scalability
Scalability
Flexible solution that scales with your talent needs with oversight from local talent experts.
Extension to your team
Extension to your team
Dedicated, experienced client- branded team that works exclusively for your business.

"Harvey Nash has been a supplier for over 15 years, so they were a logical choice to launch our contingent direct sourcing programme. Their commitment to working closely with TalentNet, the technology platform, and Tapfin, our MSP, has enabled them to make significant inroads into the first year’s fulfilment target. We look forward to evolving the direct source proposition with our partners and for direct sourcing to become a fundamental pillar of our Workforce on Demand programme supply chain."

Andrew Roberts, Head of Service Delivery, bp

News & Insights

How are employers rethinking talent to keep pace with AI innovation?How are employers rethinking talent to keep pace with AI innovation?
How are employers rethinking talent to keep pace with AI innovation?
The demand for AI skills is outpacing supply at an extraordinary rate. According to the latest Nash Squared/Harvey Nash Digital Leadership Report, 51% of global tech leaders now say their organisation has an AI skills shortage, almost double the 28% reported just a year ago. AI has leapt from sixth to the number one most-scarce skill in just 18 months, marking the steepest rise seen in over 15 years of research. Featured in a recent ZDNet article, Nash Squared CIO Ankur Anand , offers timely insight into why the gap has grown so significantly, and what organisations can do to address it. He points to the speed of innovation as a key factor: “There’s an unprecedented pace of development in generative AI and the supporting large language models… Professionals must learn new skills quickly, and traditional learning methods can’t keep pace.” The article explores how forward-thinking leaders are adapting, from rethinking recruitment to embedding continuous learning, and ensuring their organisations can attract and retain the right blend of AI expertise and ethical awareness. You can read the full ZDNet article, including Ankur Anand’s insights and reflections on the fast-moving AI skills landscape, here.
How are tech leaders securing the biggest pay rises?
How are tech leaders securing the biggest pay rises?
Harvey Nash’s Helen Fleming, Executive Director, and Peter Birch, Director of Technology and Digital Executive Search recently featured in a Computing article exploring why some technology leaders are receiving inflation-busting salary increases, and what sets them apart. Drawing on the latest insights from the 2025 Harvey Nash Digital Leadership Report, the article reveals that over half of technology leaders globally received a pay rise last year, with 11% securing an uplift of over 10%. The data points to a clear pattern, the most rewarded leaders are working in businesses where technology is seen as a growth engine, not just a cost centre. These organisations are more likely to be investing in AI at scale, expanding their tech teams, and backed by leaders who view technology as a strategic enabler. Helen and Peter share advice for tech leaders looking to improve their earning potential - from aligning with forward-thinking, tech-driven organisations to choosing sectors with stronger demand and budgets for senior digital talent, such as financial services, healthcare, and defense. To find out how the most successful leaders are shaping their careers – and their compensation – read the full article in Computing.
TechNExt 2025: Tech Flix goes North
TechNExt 2025: Tech Flix goes North
On 17th June, the Harvey Nash Newcastle team attended TechNExt, the North East’s flagship technology festival, bringing together thousands of attendees across five days to celebrate the region’s thriving tech scene. As part of the festival the team took to the TechNExt Sustainability Hub alongside David Savage, Group Technology Evangelist, to showcase the fifth instalment of the Tech Flix docuseries, ‘Data’s Untold Story: The AI Energy Crisis’, a thought-provoking documentary exploring the growing tension between innovation, data and sustainability. Held in Blyth, the session welcomed attendees with an introduction by Michael Day, Associate Consultant, who set the scene for what is becoming an increasingly urgent issue: the exponential growth of data versus the energy required to sustain it. The documentary was then presented to the audience, which explores the mounting challenge of energy consumption in technology and data and what that means for our digital future. Following the screening, a panel of industry leaders took to the stage to reflect on the film’s themes and share their own perspectives. The panel featured: Joanne Todd, CIO, St John Ambulance Jayne Routledge, Digital, Data and Technology Director, Everyturn Mental Health Paul Fitton, Director of Digital and Innovation Northern Powergrid Stuart Redshaw, IT Manager, Tombola Moderated by David Savage, the panel tackled some of the film’s most pressing questions: What is the true cost of storing our ever-growing digital data, and how do we maintain long-term sustainability strategies when the average tenure of a senior leader is just over three years? - as reported in the Nash Squared/Harvey Nash Digital Leadership Report 2025. Key themes from the discussion included: Return on impact: Rather than focusing solely on traditional ROI, panellists stressed the importance of understanding the broader impact of sustainability projects, both environmentally and socially. Jane Routledge highlighted the challenge of aligning the board with long-term sustainability goals, advocating for a shift in how value is measured and communicated. Leadership turnover and continuity: A recurring theme from both the film and the panel was the issue of leadership churn. With digital leaders often in post for less than four years, the panel questioned how organisations could maintain momentum and accountability for long-term net-zero goals. Shared responsibility in the digital supply chain: The panel also discussed the role of major cloud and tech providers, such as Microsoft and AWS, in the sustainability equation. It's not just about individual business actions; suppliers too must take accountability for the energy their platforms consume. The ethics of AI and data consumption: As AI becomes more integrated into business operations, ethical concerns around its environmental impact surfaced. Questions from the floor explored whether issues like AI governance and energy usage were being properly discussed at board level, the general consensus was that they’re not, but they should be. Should data consumption be taxed? One particularly provocative idea raised by the audience was the introduction of a “gigabyte tax” on data consumption, similar to a carbon tax. While the idea was ultimately deemed unworkable (due to the risk of rising end-user costs), it sparked important dialogue around how governments and regulators might incentivise more sustainable tech practices. While the session didn’t promise clear-cut answers, what it offered was arguably more important: a space for debate, reflection and collective responsibility. From practical strategies to philosophical challenges, the panel opened new ways of thinking about tech’s role in sustainability. As Nash Squared/Harvey Nash’s Tech Flix series continues to tour the UK, events like this provide a critical platform to drive forward the conversation - not just about what the problems are, but about who is responsible and how we move forward together.
Harvey Nash Supports the Launch of the UK’s National Hiring Taskforce at Parliament
Harvey Nash Supports the Launch of the UK’s National Hiring Taskforce at Parliament
On 16th May, Andy Heyes, Managing Director UK&I & Central Europe, joined industry leaders and policymakers at parliament for the official launch of the UK’s National Hiring Taskforce, a new initiative from the Better Hiring Institute. The event brought together voices from across government, business, and recruitment to discuss how the UK can modernise and improve its hiring landscape. With a central theme of ‘reimagining recruitment’, the Taskforce aims to explore how we can make hiring faster, fairer, and more inclusive through technology, data, and innovation. Andy represented Harvey Nash in discussions focused on the evolving role of technology in recruitment, particularly how innovation can reduce friction in the hiring process and unlock untapped talent across all regions and sectors. A key theme was the need to move beyond traditional job titles and qualifications, instead focusing on individuals’ potential and transferable skills to build more diverse, agile and skills-driven workforces. By bringing together key decision-makers and forward-thinking organisations, the launch highlighted a shared commitment to making recruitment work better for everyone in the UK. As a leader in technology recruitment, Harvey Nash is proud to contribute to these important conversations. We see daily how innovation can connect people to meaningful opportunities and help organisations build diverse, high-performing tech teams. Being part of the National Hiring Taskforce reflects our continued dedication to shaping a recruitment industry that is modern, inclusive, and future-ready.