Over the last decade, organisations in every industry have experienced significant disruption due to rapid technological change. As a result, the need for project services has grown, with companies turning to specialised partners to help manage increasing complexity and deliver projects effectively and according to expectations.
In 2024, reported use of AI continued its upward trend, with a recent study showing 78% of organisations using AI in at least one business function, up from 72% in early 2024 and 55% in 2023. Through 2025, usage has continued to grow.
“This “explosion of technology” has led to faster, more efficient ways of working” states Steve Corbett, Client Solutions Director. “It has also raised critical questions at the board level: How do we adapt to survive in the new normal? How do we serve customers better and faster? How do we overhaul legacy systems and platforms?
“These challenges have prompted many organisations to move away from a focus solely on the workforce and just hiring individuals to fill seats. Organisations are now focused on the actual work that needs to be accomplished. The rise of outcome-based services is a direct response to this need for agility, efficiency, and measurable results.”
Exploring the difference between traditional staffing and outcome-based services
Traditional contingent workforce models operate on a transactional basis, where organisations engage temporary talent for specific tasks without increasing the size of their permanent workforce. Although this method offers flexibility, it can create hidden expenses, such as the time and resources spent on onboarding, training, ongoing management, and the risk that project scope may expand beyond the initial plan.
By comparison, outcome-based – or project-based – services prioritise the actual work that needs to be delivered rather than focusing on individual workers.
Providers of project services collaborate closely with clients to clearly define desired results, key milestones, deliverables, and timelines. Instead of simply filling positions, teams are curated to accomplish targeted outcomes, supported by a structured service framework. Compensation is based on achieving agreed deliverables, not on the number of hours worked, which enhances both accountability and operational efficiency.
Why outcome-based models are growing
For C-suite leaders the benefits of outcome-based models are compelling:
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Agility: The ability to pivot quickly as business needs evolve, scaling services across locations and functions.
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Cost efficiency: Reduced spend and clear visibility into what is being delivered and at what cost.
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Measurability: Transparent milestones and deliverables that align with business objectives.
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Speed: Teams are pre-formed and ready to “hit the ground running,” adding value from day one.
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Expertise: Access to teams with proven experience, not individuals in need of upskilling that are learning on the job.
Procurement teams appreciate the ability to manage budgets more tightly, while HR and talent leaders benefit from a model that streamlines onboarding and ensures the right skills are in place.
Understanding how outcome-based engagement works
Every engagement begins with defining what success looks like. Representatives from both the client and service provider collaborate to define the purpose of the project, outline anticipated advantages, and agree on what a positive outcome entails. Careful planning follows, establishing clear objectives, checkpoints, deliverables, schedules, and budgets. This detailed approach helps prevent uncontrolled project expansion that often hampers transformation.
Speaking on the importance of early, effective engagement and objective definition, Steve Corbett said:
“In a typical engagement with statement of work or services model, early engagement is really key. I say, don't focus on the worker, focus on the work.
“First question is always why? Why are we doing this? What now? What benefits is it going to drive? What do we want to see out of it?
“So go through a whole procedure about what, why, how, when, really drive out the outcomes you want, the milestones and deliverables about the workforce.”
If priorities shift, such as broadening a technology implementation from the UK to additional regions, the adaptable and responsive framework enables stakeholders to swiftly realign objectives, deliverables, and financials without losing momentum. Ongoing, open communication ensures everyone remains coordinated and that any obstacles are resolved efficiently.
Getting started with outcome-based services management
If you’re just beginning to explore outcome-based services, it’s wise to start on a manageable scale. Consider launching with a pilot or advisory project to define effective ways of working and set up robust communication channels. Focus on nurturing a strong relationship with your project services partner, secure internal buy-in, and aim for early wins before broadening your efforts.
Adopting outcome-based service models offers organisations a smarter approach for navigating today’s fast-changing environment. By emphasising deliverables over process, cultivating collaborative relationships, and maintaining open communication, leaders in recruitment and procurement can achieve greater value, responsiveness, and operational effectiveness.
As the workforce landscape continues to evolve, those who embrace this model will be best positioned to meet the challenges and opportunities ahead.
Experts in outcomes-based services
If you're ready to experience the benefits of outcome-based services for your organisation, reach out to Impellam Project Services today.
Our team of experts will guide you through every step - from initial discovery to successful project delivery- providing flexible, scalable, and measurable solutions that help your organisation achieve its strategic goals.
Contact us to discuss your next project and discover how our tailored project services solutions can help you deliver more - with less complexity, risk, and cost.