ManpowerGroup
ManpowerGroup is a multinational corporation specializing in workforce solutions, encompassing contingent and permanent staffing, recruitment, assessment, training, development, outsourcing, and consulting services to connect organizations with talent.[1][2] Founded in 1948 in Milwaukee, Wisconsin, by attorneys Elmer Winter and Aaron Scheinfeld, the company pioneered the modern employment services industry by initially providing temporary office workers to address postwar labor shortages.[3][4] Headquartered in Milwaukee, ManpowerGroup operates through a family of brands including Manpower, Experis, and Talent Solutions, serving over 400,000 clients across more than 75 countries and territories.[5][1] In 2024, the firm reported revenues of $17.9 billion, reflecting its position as a major player in the global staffing sector amid evolving labor market dynamics driven by technological and economic shifts.[6] While recognized for facilitating millions of work placements annually and adapting to workforce transformation needs, ManpowerGroup has navigated challenges such as fluctuating demand cycles and regulatory variations across jurisdictions.[1][6]History
Founding and Initial Operations (1948–1961)
Manpower Inc. was founded on May 18, 1948, in Milwaukee, Wisconsin, by attorneys Elmer L. Winter and Aaron Scheinfeld, partners in a local law firm.[7][4] The idea emerged from their own challenges in securing temporary secretarial assistance while preparing a legal brief on employment agency regulations amid postwar labor shortages, leading them to establish a service providing on-demand office workers.[8] With an initial investment of approximately $7,000, the company opened its first office in downtown Milwaukee, followed soon after by a second in Chicago, Illinois, focusing initially on clerical and secretarial placements for businesses.[4][9] The firm's early operations capitalized on the economic expansion and worker mobility following World War II, offering flexible temporary staffing to address fluctuating demands without long-term commitments.[7] Manpower emphasized screening and training workers to ensure reliability, differentiating itself from traditional employment agencies by acting as an employer of record for temps.[9] By the mid-1950s, domestic expansion accelerated; the first franchised office opened in 1954, enabling broader U.S. coverage through independent operators under the Manpower brand.[7] In 1956, Manpower entered international markets with offices in Montreal and Toronto, Canada, marking the beginning of global operations while continuing to prioritize office-based temporary services in the U.S.[7][4] By 1961, the company had established a presence in most major U.S. cities and select international locations, solidifying its role as a pioneer in the temporary help industry, though specific revenue or placement figures from this era remain limited in public records.[9] This period laid the foundation for Manpower's growth, driven by innovative responses to labor market needs rather than permanent recruitment.Public Offering and Domestic Growth (1962–1975)
In 1962, Manpower Inc. listed its shares on the New York Stock Exchange, marking its transition to a publicly traded company.[10] [7] At that time, the firm operated approximately 20 offices, mainly within the United States, and reported annual sales of $40 million.[11] This public offering provided capital to fuel further expansion amid rising demand for temporary staffing services in the post-war economic boom. The company launched its Employment Outlook Survey in 1962, partnering with the University of Michigan’s Survey Research Center to assess employer hiring intentions, which helped refine its domestic recruitment strategies.[7] In 1964, Manpower introduced Youthpower, a specialized division aimed at placing young workers into entry-level positions, broadening its appeal to diverse demographics in the U.S. labor market.[7] Domestic growth accelerated through an expanding franchise model, with offices proliferating across major U.S. cities to meet clerical, industrial, and administrative staffing needs. By the late 1960s, Manpower's U.S. operations supported hundreds of offices worldwide, though the core domestic network drove revenue increases, setting the stage for sales approaching $300 million by 1976.[7] This period solidified the company's position as a leading provider of temporary personnel in America, leveraging scalable franchising and targeted services to capitalize on economic expansion and labor flexibility trends prior to the 1975 acquisition by the Parker Pen Company.[9]Acquisitions, Diversification, and Challenges (1975–1990)
In 1976, Parker Pen Company, a Wisconsin-based manufacturer facing declining sales, acquired Manpower for $28.2 million, integrating the staffing firm into its operations as a diversification move away from the core pen business.[7] This ownership shift provided Manpower with additional capital but exposed it to Parker's financial strains amid the late 1970s economic pressures, including inflation and recessionary conditions that hampered the writing instruments industry.[9] During the same decade, Manpower pursued its own acquisitions to broaden service offerings, purchasing Nationwide Income Tax Service in Detroit for tax preparation, Gilbert Lane Personnel, Inc. in Hartford, Connecticut, for specialized placement, and Manpower Southampton Ltd., a U.K. franchisee, though these ventures were later divested as they failed to yield sustained synergies with core temporary staffing.[12] Diversification efforts intensified in the late 1970s and 1980s, with Manpower launching Skillware in 1978—a $15 million initiative in computer-based training that developed 160 software programs across nine languages by 1990, targeting skill enhancement for temporary workers and clients.[7] Under new leadership from Mitchell S. Fromstein, the company shifted emphasis from industrial labor to office and clerical staffing, aligning with rising demand for administrative roles amid technological changes and white-collar growth.[12] In 1987, Manpower formed an affiliation with IBM to deliver onsite training and technical support, further extending into IT-related workforce development.[9] Challenges peaked with ownership instability: in 1986, Parker divested its pen division for $100 million, allowing Manpower to emerge as the renamed parent entity focused solely on staffing.[7] However, this stability was short-lived, as British firm Blue Arrow PLC launched a hostile takeover in August 1987, ultimately acquiring Manpower for $1.3 billion at $82.50 per share after initial bids of $75 per share, amid concerns over undervaluation and strategic vulnerabilities in a consolidating industry.[13] The takeover battle, coupled with Blue Arrow's subsequent financial scandals, strained operations until Fromstein regained control by 1990 through asset sales, highlighting risks of external control in a sector prone to economic cycles and competitive pressures.[9] Despite these hurdles, revenues expanded from approximately $300 million in 1976, reflecting resilience in temporary services demand.[12]Reorganization and International Expansion (1990–2005)
In 1991, Manpower Inc. was established as a U.S.-based holding company to acquire the staffing operations previously controlled by Blue Arrow PLC, marking a significant reorganization following Blue Arrow's 1987 acquisition of Manpower for $1.33 billion and subsequent financial scandals that had burdened the company with debt and non-core assets.[12][13] Under the leadership of Mitchell Fromstein, who assumed the role of chairman and CEO in the early 1990s, the company divested Blue Arrow's unrelated businesses, refocused on temporary staffing services, and returned to public trading on the New York Stock Exchange in 1992, transforming from a $300 million primarily domestic operation into a global entity with revenues exceeding $10 billion by the end of Fromstein's tenure in 2001.[14][15] This restructuring emphasized operational efficiency and core competencies in employment services, including the development of innovative tools like Skillware for candidate assessment, which enhanced placement accuracy and client retention amid rising demand for flexible labor in the post-recession economy of the early 1990s.[16] Fromstein's strategy involved streamlining management, reducing overhead, and prioritizing markets with high temporary workforce needs, leading to consistent revenue growth through the decade as the company capitalized on globalization and shifts toward contingent employment models driven by corporate cost-cutting and technological changes.[12] International expansion accelerated during this period, with Manpower establishing or acquiring operations in emerging markets across Europe, Asia, Latin America, and beyond, growing from operations in approximately 50 countries in the early 1990s to over 52 countries with around 3,200 offices by the early 2000s.[12] By 2000, international revenues constituted a majority of the company's total, reflecting successful penetration into high-growth regions like Eastern Europe (e.g., Moscow) and Asia, supported by organic office openings and targeted buys that localized services to regional labor dynamics.[7] Key acquisitions included the 2000 purchase of Elan Group Limited for $146.2 million, bolstering IT and professional staffing in Europe, and further expansions in permanent recruitment.[17] In 2001, Jeffrey Joerres succeeded Fromstein as CEO, continuing the emphasis on global scale while integrating specialized services; revenues reached $16.1 billion by 2005, an 8% increase from 2004, driven partly by acquisitions like the October 2005 purchase of ABC Consultants' divisions in India, which doubled Manpower's presence there and positioned it as the market leader in permanent placements.[18][19] This era solidified Manpower's shift from a U.S.-centric firm to a multinational staffing powerhouse, with international operations accounting for over 75% of revenues by mid-decade, amid sustained economic recovery and increasing multinational client demands for cross-border talent solutions.[12]Rebranding and Strategic Shifts (2006–present)
In February 2006, Manpower Inc. undertook a comprehensive brand refresh to better reflect its evolution into a provider of diverse employment services beyond temporary staffing, including permanent placement, outplacement, outsourcing, and consulting. The initiative featured a new corporate logo incorporating five colored ovals forming "MP" to symbolize its service portfolio, alongside redesigned logos for its specialty brands and updated marketing materials deployed across 4,400 offices in 72 countries. This rebranding streamlined over 200 global sub-brands into five core ones—Manpower, Manpower Professional, Elan, Jefferson Wells, and Right Management—while expanding Manpower Professional from operations in three countries to 34, aiming to unify messaging and train 27,000 employees for consistent delivery.[20] On March 30, 2011, the company changed its name to ManpowerGroup to underscore its position as a global leader in innovative workforce solutions amid rising talent shortages, where 31% of employers reported difficulty finding suitable candidates. This shift introduced Experis as a dedicated brand for professional resourcing and project solutions in fields like IT, engineering, finance, and accounting, integrating assets from Manpower Professional, the 2010 acquisition of COMSYS IT Partners, and Jefferson Wells to target high-demand skills gaps in a post-recession economy. The rebranding emphasized the "Human Age," positioning talent access as a core competitive edge, with new logos for ManpowerGroup (evoking progress) and Experis (signifying breakthroughs), and extended Experis launches to regions including North America, China, and India by late 2011.[21][22] Subsequent strategic initiatives focused on addressing persistent skills mismatches through expanded capabilities, including the 2012 acquisition of WDC for enhanced IT resourcing under Experis and the 2015 purchase of Germany's 7S Group for €130 million to bolster HR services in Europe. ManpowerGroup adopted a "Build, Buy, Borrow, Bridge" framework to combat talent shortages, promoting internal upskilling, external hiring, flexible staffing, and interim solutions, as highlighted in its annual Talent Shortage surveys showing employer struggles peaking at 74% globally by the late 2010s. Since joining the United Nations Global Compact in 2006, the company integrated sustainability into operations, advancing ESG goals in planetary impact, people development, and governance by the 2020s, alongside reports on workforce adaptability amid technological acceleration.[23][24][25][26]Business Model and Services
Core Staffing and Recruitment Services
ManpowerGroup's core staffing and recruitment services center on contingent (temporary and contract) staffing and permanent placement, delivered primarily through its flagship Manpower brand to address fluctuating workforce demands across industries such as administrative, industrial, office support, and light manufacturing.[1] Contingent staffing involves placing workers on short-term assignments, enabling clients to scale operations flexibly without fixed employment costs, while permanent recruitment focuses on identifying and hiring full-time candidates through sourcing, screening, and assessment processes.[27] These services generated approximately 90% of revenues from staffing and interim operations in key segments during 2024, with permanent recruitment accounting for about 4%, underscoring their foundational role in the company's business model.[28] Key variants include project staffing for time-bound initiatives using pre-qualified talent pools, flexible staffing for ongoing operational needs with customizable sourcing from local networks, and onsite management where dedicated teams optimize embedded workforces for efficiency.[27] Direct hire services emphasize permanent placements by tapping passive candidate databases and client-specific requirements, often reducing time-to-hire through established relationships.[27] These offerings support over 400,000 clients globally by mitigating risks associated with economic variability, such as those observed in 2024 with a 3.4% revenue decline to $17.9 billion amid uncertainty in Europe and North America.[29][30] The services prioritize rapid deployment and compliance, with ManpowerGroup leveraging proprietary assessment tools to match candidates to roles, thereby minimizing turnover and enhancing productivity for clients facing labor shortages or seasonal peaks.[2] This approach contrasts with broader talent management by emphasizing immediate, transactional workforce augmentation over long-term development, aligning with empirical demands for cost-effective scalability in volatile markets.Specialized Workforce Solutions
ManpowerGroup's specialized workforce solutions encompass targeted staffing, consulting, and talent deployment services designed for industries requiring niche expertise, such as engineering, finance, information technology, and advanced manufacturing. These offerings address skill shortages in high-demand areas by providing contingent, permanent, and project-based personnel, often integrated with upskilling programs and onsite management to optimize operational efficiency. Unlike general staffing, these solutions emphasize sector-specific assessments and customized strategies to match precise technical requirements.[31] Through its Manpower brand, the company delivers specialized staffing in engineering, where it supplies skilled professionals to enhance operational optimization; finance and accounting, leveraging dedicated search consultants for rapid, large-scale talent acquisition; and skilled technical roles focused on industrial automation and modern manufacturing processes. In manufacturing, Manpower offers project staffing for short- or long-term needs, flexible staffing to adapt to fluctuating demands, onsite management for hiring and workforce development, and direct hire services connecting employers to permanent talent networks. These services incorporate talent retention strategies and upskilling initiatives to sustain long-term productivity.[31] The Experis brand specializes in IT and technology workforce solutions, providing agile consulting in cloud computing, artificial intelligence, data analytics, and application modernization to support digital transformation. Experis deploys approximately 912,000 tech consultants annually and serves 80% of Fortune 500 companies, functioning as an extension of client teams to reduce costs, mitigate risks, and accelerate innovation through talent sourcing, upskilling via over 7,000 courses, and project delivery with quantifiable outcomes, such as a 60% reduction in approval times in life sciences applications. Recognized as a leader in the Everest Group PEAK Matrix for four consecutive years, Experis emphasizes measurable results in emerging technologies.[32] Complementing these, Right Management, under Talent Solutions, focuses on specialized talent development and transition services, including assessments to unlock individual potential, high-impact coaching to maximize leadership ROI, and outplacement programs featuring customized learning and the PowerSuite™ NEXT platform for employee mobility. These offerings support workforce transitions by enhancing performance, engagement, and retention through scalable, goal-aligned strategies, drawing on ManpowerGroup's global network for integrated career management.[33]Talent Management and Consulting
ManpowerGroup provides talent management and consulting services through its Talent Solutions division, focusing on data-driven strategies for talent attraction, acquisition, development, upskilling, and retention.[34] These services emphasize workforce consulting that integrates assessments, analytics, and collaborative approaches to optimize talent decisions and support organizational transformation.[34] The offerings leverage global research to address gaps between leadership expectations and employee motivations, enabling customized strategies for sustained career growth and performance enhancement.[35] A core component is Right Management, which delivers specialized consulting in career management, leadership development, and outplacement.[33] Right Management's outplacement solutions, such as PowerSuite™ NEXT, combine personalized coaching, customized learning modules, and technology platforms to support transitioning employees and mitigate risks during organizational changes.[33] Leadership consulting includes high-impact coaching programs designed to maximize return on investment by tackling challenges like executive buy-in and resource allocation, with an emphasis on measurable outcomes in engagement and retention.[33] Assessments are integrated to align individual capabilities with business needs, fostering development journeys that enhance overall workforce performance.[33] In April 2025, Right Management introduced "The Right Way," a human-centered framework incorporating data-backed insights, career-focused coaching, and quantifiable results to build employee loyalty and organizational resilience.[36] Talent and technology consulting within Talent Solutions further extends these efforts by aligning recruitment processes with emerging workforce trends, drawing on proprietary analytics to de-risk hiring and development initiatives.[35] These services operate at global scale, benefiting from ManpowerGroup's extensive data resources to deliver insights across industries and regions.[34]Brands and Subsidiaries
Manpower Brand
The Manpower brand constitutes the primary staffing arm of ManpowerGroup, delivering contingent and permanent recruitment services to enable businesses to address variable workforce demands with operational agility. It facilitates connections between employers and candidates through flexible models such as temporary placements for project-based or seasonal needs, contract-to-permanent transitions that permit performance evaluation prior to full-time commitment, and direct permanent hires for enduring roles. These offerings span multiple sectors, with specialized focus on business professionals, engineering, finance, life sciences, and supply chain management, leveraging localized expertise to align talent with specific skill requirements.[37] Operating across more than 80 countries and territories, Manpower integrates multi-channel recruitment approaches—including digital platforms, candidate databases, and on-the-ground networks—to expedite talent acquisition and minimize downtime in hiring processes. Onsite workforce management services further support clients by embedding contingent staff into operational environments, fostering cultural integration and performance oversight. This global infrastructure, built on over 70 years of staffing experience, emphasizes scalable solutions that adapt to economic fluctuations and industry-specific challenges, such as rapid scaling in manufacturing or specialized technical deployments.[1][37] Complementing core recruitment, Manpower incorporates talent development initiatives like the MyPath program, which offers skills assessments, educational pathways, and full tuition reimbursement to upskill workers, thereby enhancing employability and retention rates for both temporary and permanent placements. These efforts align with broader workforce optimization strategies, providing employers with tools for training integration and long-term talent pipelines without reliance on external consulting.[38]Experis and IT Solutions
Experis is a specialized brand under ManpowerGroup, launched on April 26, 2011, through the integration of Manpower Professional, COMSYS, and Jefferson Wells to provide professional resourcing and project-based workforce solutions.[39] The brand name derives from "experience" and "expertise," emphasizing high-level talent deployment in IT, engineering, finance, and accounting, with a primary focus on IT to address mission-critical technology needs.[39] At inception, Experis operated as part of ManpowerGroup's global network across over 50 countries, delivering more than 53 million hours of professional talent annually to over 70% of Fortune 500 companies.[39] Experis functions as a global leader in IT staffing and solutions, offering interim resourcing for flexible talent placement, permanent recruitment to minimize time-to-hire, project services for business-critical IT initiatives, managed services for IT resourcing and application management, and academy services for skill development in partnership with IT firms and educational institutions.[40] Its IT specializations include business transformation via digitization, automation, and data science; cloud and infrastructure solutions encompassing SaaS, PaaS, and IaaS; digital workspace support for desktop engineering and mobile environments; cybersecurity advisory, policy implementation, and compliance; and enterprise applications such as SAP consultancy, ERP, and CRM systems.[40] The brand deploys approximately 912,000 tech consultants each year and provides access to 7,000 upskilling courses, supporting organizations in AI, cloud, data, and application modernization.[41] Experis maintains a worldwide presence, serving complex enterprises including 80% of Fortune 500 companies, and leverages technology partnerships with providers like AWS, Microsoft, and IBM to integrate AI and deliver custom solutions across application, infrastructure, data, and automation services for sectors such as banking, manufacturing, retail, and healthcare.[41][42] In 2021, it delivered 69 million hours of professional talent through five global IT brands.[40] The division has earned recognition as a Leader in Everest Group's U.S. IT Contingent Talent and Strategic Solutions PEAK Matrix® Assessment for the fourth consecutive year in 2025, evaluated on market success, delivery capabilities, vision, innovation, and footprint among 30 assessed providers.[42] This positioning highlights Experis' centers of excellence in tech transformation strategy, cloud infrastructure, digital workspace, and cybersecurity, alongside talent development programs like hire-train-deploy models and the Experis PowerSuite™ platform for optimized client and candidate experiences.[42]Talent Solutions and Right Management
Talent Solutions, a key brand within ManpowerGroup, delivers end-to-end, data-driven workforce solutions focused on talent attraction, acquisition, development, upskilling, and retention at scale.[34] It integrates specialized offerings including recruitment process outsourcing (RPO) for scalable hiring, TAPFIN-managed service programs (MSP) for contingent workforce optimization, and career management services to align talent strategies with business objectives.[35] With over 40 years of experience, Talent Solutions provides workforce consulting, analytics, and insights to support decisions on permanent and contingent staffing, emphasizing agility in talent allocation and competitive hiring.[34][35] Right Management, a core component of Talent Solutions, concentrates on talent evaluation, development, and transition services to foster organizational resilience and individual career progression.[33][43] Over 40 years in operation, it offers assessments for skill identification, executive and leadership coaching to enhance performance, outplacement programs for workforce reductions, and career mobility solutions including change management and retention strategies.[33] These services utilize integrated learning platforms and scalable technology to deliver personalized support, drawing on ManpowerGroup's global infrastructure across more than 75 countries.[33][30] Notable innovations include the June 2023 launch of PowerSuite™ NEXT, a business-to-consumer digital outplacement platform providing virtual coaching, curated self-help tools, and career transition resources.[44] In April 2025, Right Management introduced "The Right Way," a framework emphasizing human-centered talent practices within ManpowerGroup's ecosystem of brands.[36] Right Management earned recognition from Everest Group as a global leader and star performer in outplacement and career transition services in 2023, reflecting its effectiveness in delivering measurable outcomes for clients.[45] Talent Solutions' RPO capabilities were similarly honored in HRO Today's 2025 Baker's Dozen rankings for customer satisfaction.[46]Other Regional and Specialized Brands
Jefferson Wells is a specialized brand under ManpowerGroup focusing on high-level talent solutions in finance, accounting, management, and technology sectors. Acquired by Manpower Inc. on July 9, 2001, for $174 million including assumed debt, it provides flexible staffing options such as interim executives, project teams, and consulting services to address complex business challenges like process improvements and compliance.[47][48] The brand operates primarily in North America and select European markets, including Sweden and Norway, where it delivers targeted recruitment and advisory support for roles requiring specialized expertise.[49][50] In Europe, ManpowerGroup has employed regional brands for niche IT and engineering resourcing, such as Elan, which was acquired in 2000 to bolster IT staffing capabilities across the UK and continent but has since been integrated into the broader Experis framework.[51][52] Similarly, Proservia, a France-founded IT services provider acquired around 2011, offered managed support and digital transformation solutions in Europe, handling millions of service interactions annually; however, operations like those in Germany faced wind-down by 2023 amid restructuring, with remaining activities absorbed into Experis.[53][54] These brands reflect ManpowerGroup's strategy of adapting specialized offerings to regional demands while consolidating under global umbrellas for efficiency.[55]Global Operations
Geographic Presence and Scale
ManpowerGroup conducts business in approximately 75 countries and territories, leveraging a decentralized structure of company-owned and franchise operations to adapt to local labor markets.[5][56] Its global footprint includes over 2,100 offices, which facilitate recruitment, staffing, and workforce solutions for clients across industries such as manufacturing, IT, finance, and logistics.[57] This network supports the placement of workers in temporary, permanent, and contract roles, with the company's brands—Manpower, Experis, and Talent Solutions—extending reach to 80 countries and territories for candidate and client services.[58] As of December 31, 2024, ManpowerGroup employs 26,700 full-time equivalent staff worldwide, a figure reflecting a slight decline from prior years amid operational efficiencies and market adjustments.[59][60] These employees manage daily interactions with over 500,000 contingent workers, providing training, upskilling, and deployment to meet client demands.[61] The scale underscores ManpowerGroup's position as one of the largest staffing firms globally, with revenue distributed across regions including Europe (historically over 50% of total), the Americas, and Asia-Pacific, enabling cross-border talent mobility for multinational enterprises.[2]Key Regional Markets and Adaptations
ManpowerGroup's operations are divided into four primary geographic segments: the Americas, Southern Europe, Northern Europe, and Asia Pacific, Middle East, and Africa (APME). In 2024, the company reported total revenues of $17.9 billion, reflecting declines in mature markets amid economic uncertainty.[29] The Americas segment, encompassing the United States and Latin American countries such as Argentina and Mexico, generated steady demand for temporary and permanent staffing, with quarterly revenues showing resilience despite broader North American slowdowns; for instance, Other Americas revenues increased 17.1% in constant currency in Q2 2024.[62] Southern Europe, dominated by France (approximately 56% of segment revenue historically, with 91% from staffing services in 2024) and Italy (20%), remains the largest contributor, focusing on industrial and office-based interim placements amid regulatory constraints on permanent hiring.[28][63] Northern Europe, including the UK, Netherlands, and Germany, faced revenue declines of 9.4% in Q3 2024, driven by reduced demand in professional services.[64] APME, with $2.16 billion in 2024 revenues, exhibited growth potential in markets like India and Australia, emphasizing IT and engineering talent amid digital transformation.[65] Adaptations to regional markets involve tailoring services to local labor regulations, economic conditions, and skill shortages. In Europe, where temporary work directives limit contract durations and mandate equal pay, ManpowerGroup prioritizes compliance through localized interim models, such as France's dominance in outcome-based staffing (6% of French revenues in 2024).[28] This contrasts with the more flexible U.S. market, where the company adapts by integrating permanent recruitment and RPO solutions to address talent mobility and at-will employment norms. In Latin America, strategies counter volatility with on-demand recruitment for tariff-impacted sectors, assessing regional labor pools for rapid scaling in manufacturing.[66] APME adaptations focus on upskilling for tech-driven growth, leveraging Experis for specialized IT placements in high-growth economies like India, while navigating cultural and regulatory variances in the Middle East through hybrid workforce models.[67] Across regions, the firm employs data-driven forecasting from employment outlooks to adjust for trade tensions and slower growth, as seen in Q1 2025 projections.[68] These localized approaches ensure alignment with causal factors like regional unemployment rates and industry-specific demands, rather than uniform global templates.Leadership and Governance
Founding Leaders and Early Executives
Manpower Inc., the predecessor to ManpowerGroup, was founded on May 2, 1948, in Milwaukee, Wisconsin, by attorneys Elmer Winter and Aaron Scheinfeld, who were brothers-in-law and partners in the law firm of Winter & Scheinfeld.[4] Recognizing the post-World War II labor shortages that made it difficult for businesses to fill temporary positions, the duo established the company as a temporary employment agency, starting with a small office that initially placed workers in clerical and industrial roles.[9][69] Winter, born on March 6, 1912, in Milwaukee, brought legal expertise and entrepreneurial vision to the venture, emphasizing efficient matching of workers to employer needs without long-term commitments.[69] Scheinfeld, who handled much of the operational groundwork in the early years, died in 1970, after which Winter continued as a principal executive until his retirement in 1976, during which time the company expanded domestically and began franchising.[69][70] Winter's leadership focused on scalable temporary staffing models, growing the firm from a single office to multiple locations by the mid-1950s, though specific other early executives beyond the founders are not prominently documented in foundational records, with management largely centralized under their direction initially.[9][4] This duo's approach laid the groundwork for Manpower's emphasis on flexibility in workforce solutions, predating widespread industry adoption of such services.[71]Current Leadership Team
As of October 2025, ManpowerGroup's leadership team is led by Jonas Prising, who serves as Chair and Chief Executive Officer, a role he assumed as CEO in May 2014 and expanded to Chairman in December 2015, overseeing the company's global operations generating approximately $19 billion in annual revenue.[72] Jack McGinnis acts as Executive Vice President and Chief Financial Officer, appointed in February 2016, managing worldwide financial functions including treasury, tax, and investor relations.[73] Michelle Nettles holds the position of Executive Vice President and Chief People & Legal Officer, responsible for human resources, legal affairs, and compliance across the organization.[74] In May 2025, the company restructured its executive roles, appointing Becky Frankiewicz as President and Chief Strategy Officer effective June 1, transitioning from her prior role leading North American operations; she focuses on enterprise-wide strategy, innovation, and commercial integration.[75] Valerie Beaulieu-James joined as Chief Growth Officer on August 1, 2025, directing global commercial strategy, sales, marketing, and data-driven insights, drawing from her prior executive experience at Pontoon Solutions.[76] Regional leadership includes Ger Doyle as Regional President for North America, effective June 1, 2025, emphasizing performance in the U.S. and Canada markets.[75] Other key regional executives encompass François Lançon for France, Frits Scholte for Asia-Pacific, and Ganesh Ramakrishnan for India and the Middle East, adapting strategies to local labor dynamics.[74]| Executive | Position | Key Responsibilities |
|---|---|---|
| Jonas Prising | Chair & CEO | Global strategy and operations |
| Jack McGinnis | EVP & CFO | Financial oversight and reporting |
| Michelle Nettles | EVP, Chief People & Legal Officer | HR, legal, and governance |
| Becky Frankiewicz | President & Chief Strategy Officer | Strategy, innovation, and commercial alignment |
| Valerie Beaulieu-James | Chief Growth Officer | Sales, marketing, and growth initiatives |
Corporate Governance Practices
ManpowerGroup's board of directors is structured to include no fewer than three and no more than 15 members, with a majority required to be independent directors as defined by New York Stock Exchange listing standards and categorical independence criteria outlined in the company's guidelines.[77] As detailed in the 2024 proxy statement filed with the SEC on March 7, 2024, the board consisted of 11 directors, of which 10 met independence requirements, representing 90.9% independence.[78] Directors are elected annually by a majority vote in uncontested elections, with those failing to receive majority support required to tender their resignation for board consideration.[77] The board's leadership combines the roles of chairman and chief executive officer, held by Jonas Prising since 2015, while an independent lead director, Julie M. Howard, presides over executive sessions of non-management directors, approves meeting agendas, and facilitates communication between the board and management.[78] Director qualifications emphasize integrity, sound judgment, relevant expertise, and diversity of background, with no fixed term limits but mandatory retirement at age 75 absent exceptional circumstances; new directors receive orientation, and all participate in ongoing education.[77] The board conducts annual self-evaluations, sometimes with independent consultants, to assess performance and governance effectiveness.[78] Standing committees, composed entirely of independent directors, include the Audit Committee (chaired by Paul Read, which met four times in 2023 to oversee financial reporting, internal controls, and audit processes), the People, Culture and Compensation Committee (which met five times in 2023 to manage executive pay aligned with performance metrics like EBITA margin), and the Governance and Sustainability Committee (which met four times in 2023 to recommend director nominees, oversee succession planning for executives and the board, and review governance policies).[78][77] The full board retains responsibility for enterprise risk oversight, including ethical compliance, with support from committees on specific risks such as financial, compensation-related, and sustainability matters.[77] Key governance policies enforce stock ownership guidelines—five times the annual cash retainer for non-employee directors and six times base salary for the CEO—to align interests with shareholders, alongside prohibitions on hedging or pledging company securities and a clawback policy for incentive compensation in cases of financial restatements, updated to comply with SEC and NYSE rules.[78] The company maintains a Code of Business Conduct and Ethics applicable to all directors, officers, and employees, promoting ethical decision-making and including mechanisms for reporting violations.[79] Shareholder engagement involves proactive outreach to major investors, incorporating feedback from advisory votes such as the 83% approval of 2023 executive compensation.[78]Financial Performance
Historical Revenue and Profit Trends
ManpowerGroup demonstrated robust revenue growth from the late 20th century onward, driven by global expansion in temporary and permanent staffing services. By 2000, annual revenue reached $10.8 billion, reflecting an 11% year-over-year increase and systemwide sales of $12.4 billion, supported by acquisitions and organic demand in industrial and office sectors.[80] This period marked a transition from domestic U.S. operations to international dominance, with Europe contributing significantly to scaling amid rising labor market flexibility needs. Net income for 2000 stood at $310 million, up 35% from 1999, underscoring profitability amid revenue expansion.[81] Revenue continued to climb through the 2000s and 2010s, surpassing $20 billion annually by the mid-2010s, peaking around $22 billion in 2011 before stabilizing near $21 billion in 2018, fueled by acquisitions like Right Management and demand in IT and professional services.[82] Economic recessions, including the 2008 financial crisis, caused temporary dips, with recovery tied to post-crisis hiring rebounds. The COVID-19 pandemic led to a 2020 revenue contraction to approximately $18 billion, followed by a rebound to $20.7 billion in 2021 as economies reopened.[83] Subsequent years saw declines amid persistent economic uncertainty, with 2024 revenue at $17.9 billion, down 3.4% in constant currency terms, reflecting weak demand in Europe and North America.[84] Net profit margins have mirrored revenue volatility, with earnings peaking at $374 million in 2021 before contracting; 2024 net earnings were $145.1 million, a recovery from prior-year pressures but pressured by restructuring costs and softer volumes.[29] Profitability has been challenged by high operating expenses, including branch networks and talent acquisition costs, though gross margins typically hover around 17-18% due to scalable staffing models.[85]| Year | Revenue (USD billions) | Net Earnings (USD millions) |
|---|---|---|
| 2000 | 10.8 | 310 |
| 2010 | 18.9 | N/A |
| 2020 | 18.0 | N/A |
| 2021 | 20.7 | 374 |
| 2022 | 18.9 | 89 |
| 2023 | 18.9 | N/A |
| 2024 | 17.9 | 145 |