Page Contracting North China 5-Year Milestone: An Evolution from “Short-Term Talent Agency” to “Agile Workforce Trailblazer”

Nobody is perfect but a team can be.

The 5-year journey of Page Contracting in the North China market mirrors a microcosmic development history of China agile workforce. From the initial exploration of "temporary talents" to the new norm of strategic cooperation for talent upscaling; from sporadic short-term replacement demands to the agile talents across industries, functions at all levels.

Page Contracting has positioned itself as both a fearless trailblazer and a steadfast partner in organizational transformation. Amid macroeconomic shifts and talent upgrades for digitalization, Page Contracting has remained a committed pioneer to create customer-centric long term value, contributing a unique chapter of growth within PageGroup’s framework. Ms. Jolene Zhao, Associate Director of Page Group and Head of Page Contracting North China shared with us on team’s 5-year growth path.

1. What key accomplishments has the Page Contracting Beijing team achieved over the past five years? Which industries and focus areas are currently at the forefront of the team’s work?

Jolene: Since 2020 kickoff, Page Contracting has achieved remarkable growth within 5 years, pillared via professional and customized total talent solutions. Our service portfolio spans core functions such as finance & taxation, human resources, business & operation support, digital transformation, and IT consulting. We have built strong industry-specific capabilities in healthcare, information technology, financial services, industrial sectors, and consumer goods.

We have successfully delivered high-efficiency talent solutions for hundreds of MNC and domestic enterprises including A&H Share listed companies. In addition to fulfilling entry-level staffing needs on traditional contractor hiring, our team made significant breakthroughs in mid to senior level talents and interim assignments such as interim finance controller, digital transformation experts and project PMOs, expanding our services from basic coverage to strategic project enablement, including APAC shared services rollouts and business automation.

Project delivery rate has shown consistent growth. The talent renewal rate exceeds 70%, with over 50% converting to permanent roles within client organizations, 33% returning for repeat engagements — underscoring on precision and long-term value creation.

2. How do you assess the current state and trajectory of flexible talent demand in the Beijing market? What notable changes have occurred in the past five years?

Jolene: Over the past five years, we observed a fundamental paradigm shift in how organizations approach contracting model in Beijing— from supplementary hiring to proactive, strategic talent planning. Initially limited to short-term coverage for entry-level roles (maternity leave or seasonal peaks cover), when organizations viewed contractors as a cost-control tool. With rise of digital transformation and permanent headcount limitation, particularly in international enterprises, demand for contractors has undergone pivotal changes in 3 areas.

1. Upgrade on role levels: Organizations now engage flexible professionals for mid- to senior-level roles and scalable project needs. For instance, digital transformation project leads and finance shared services experts are now commonly hired on flexible terms. The proportion of placements above supervisor level has risen by 20%, reflecting the growing appetite for high-caliber, adaptable talent.
2. Industry-specific talent needs: Demand for industry-specific talent surged. For example, multinational pharmaceutical companies rapidly assemble cross-functional project teams via flexible staffing to expedite R&D, while tech firms increasingly rely on short-term consultants such as implementation experts and PMs to drive project execution.
3.  Diversified employment drivers: The rationale behind flexible hiring has shifted from mere headcount limitations to agile business experimentation. Many organizations now use flexible staffing to validate new business lines before making long-term investments, extending project durations from 3–6 months to as long as 12–24 months and promoting hybrid hiring models that combine contract and direct recruitment.

Given Beijing’s unique characteristics, concentration of corporate HQ and policy-sensitive, these changes have manifested differently compared with other regions in China. Foreign enterprises, for instance, rely on contract hiring to navigate local compliance challenges, while domestic listed companies are experimenting with flexible hiring to innovate around traditional staffing quotas. These dynamics drive Beijing and North China a particularly vibrant and adaptive market for contracting solutions.

3. What changes emerged in contracting profiles in North China, and what are the underlying causes?

Jolene: Over the past 5 years, we’ve identified 3 key shifts in Contracting profiles.

 1. Broadened diversification: Once dominated by early-career professionals, the agile workforce group now spans the entire career lifecycle. For example, a former finance director from a multinational has transformed his career through project-based consulting for start-ups via Page Contracting.

 2. Hybrid skillsets: There is an increasing demand for professionals with interdisciplinary expertise. Finance professionals, for example, are now expected to possess data analytics and Power BI skills due to digital transformation imperatives.

 3. Value orientation of motives: Candidates are seeking roles that offer autonomy, meaningful contributions, and upskilling opportunities aligned with long-term career development.

The driving forces behind these shifts include:

 • Policy advancements: Improvements in social security for freelancer and contractors with legitimized broader participation.

 • Organizational change: More companies adopt project-based workflows, they prioritize deliverables over formal employment status, resulting in more flexible opportunities.

 • Individual aspirations: Professionals increasingly seek “career sovereignty,” embracing independence and diversified experiences—fueling the rise of multi-faceted careers.

4. What distinguishes Page Contracting’s services from competitors, and what value do you offer to clients?

Jolene: Our core competitiveness lies in our dual strengths of global perspective and local depth. Unlike traditional outsourcing firms or staffing platforms, our core value is built on 3 pillars:

 1. Tailored solutions: Every engagement is bespoke. For example, in a digital initiative for a global FMCG client, we provided not only recruitment but also performance management and process improvement advisory—accelerating project execution.

 2. End-to-end talent management: Leveraging Page Group’s 20+ years of candidate data and a trusted industry referral system, we achieve a 75% first-batch success rate and a 90% retention rate—significantly above industry benchmarks.

 3. Industry think tank function:  We go beyond staffing to deliver consultative insight. In one medical-sector engagement, we recommended changes to the client’s training approach, improving candidate retention and renewal ratio.

These differentiators have enabled us to evolve from a transactional talent search vendor into a strategic partner—enhancing organizational agility and supporting broader and deeper business transformation.

5. What is the delivery process of the Page Contracting team? What types of projects are you most experienced in, and how do you ensure client satisfaction?

Jolene: Our delivery model is anchored in agility and precision, following a three-stage process:

1. In-depth precision matching: Leveraging our vertical talent pools—over 1,000 pre-screened finance professional across competencies, industry expertise, and culture fit. Initial candidate batches are typically shared within 48 hours. For example, in a 2022 Asia-Pacific shared service center project, we onboarded candidates within 7 days, setting an industry record.
2. Dynamic feedback and real-time calibration: A robust feedback mechanism ensures alignment between candidates, the delivery team, and clients. For instance, in response to collaboration challenges at a foreign industrial client, we quickly initiated specialized training, resulting in a 70% productivity increase within 2 weeks.
3. Long-term value enhancement: We mitigate turnover risks through proactive planning and talent reserves. Clients benefit from our quarterly market intelligence reports and guaranteed talent substitutions within one week—supporting long-term competitiveness.

The types of projects that the team is most proficient in are concentrated in three categories:

 • Urgent headcount solutions: Rapid mobilization during freezes or urgent needs.

 • Specialized capability building: Supporting project launches and digital initiatives.

 • Agile interim/expert engagements: Utilizing a “contract + direct hire” hybrid model to empower cross-phase project continuity.

6. How does Page Contracting ensure the quality of flexible talent and build effective client teams?

Jolene: Our quality control is underpinned by a three-tier system:

 1. Organic growth on talent pool: 60% of our core candidates have cooperated with us for over 5 years. Their trust and performance history allow us to build out teams through referrals and personal networks.

 2. Scenario-based evaluation: Beyond standard interviews, we simulate real work scenarios and conduct reference checks with prior stakeholders to assess performance under pressure and result orientation.

 3. Adaptive performance tracking: We maintain talent development for each professional, documenting cross-project performance metrics to inform future placements.

As we mark our 5-year milestone, our mission has evolved far beyond that of a staffing agency. We aspire to be architects of organizational resilience. Flexible employment is not merely a workaround for headcount constraints—it is a strategic lever for dynamic capability building in today’s ever-evolving economic landscape.

With the rise of AI reshaping traditional roles and the deepening integration of global-local demands, the talent ecosystem is set to advance toward highly customized, full-cycle talent solutions.

Just as the team has always adhered to the belief: Blaze a new trail to and continue to empower clients with top-tier talent—anchoring long-term value in an era of transformation.”

Jolene Zhao

Associate Director of PageGroup and head of the Page Contracting North China, specialized in human resource solutions insight. Dedicated to the implementation of human resources development strategies for Fortune 500 companies in China, Jolene is responsible for providing consulting services to optimize talent allocation models. In recent years, in response to the government calling for a "shared economy and shared talent strategy," Jolene has been at the forefront of expanding contracting services in North China. She has been instrumental in shaping a mid-to-high-end flexible talent brand for the digital era, constructing an integrated digital and intelligent platform.

If you have any hiring needs, or if you’re interested in working as a contractor, please reach out to Jolene at jolenezhao@michaelpage.com.cn.