ManpowerGroup plans to release its second quarter 2026 earnings results before the market opens on Thursday, July 16, 2026. The announcement will provide insights into the financial performance of the global workforce solutions company for the quarter. Management will discuss the results and outlook during a live webcast scheduled for 8:30 a.m. Eastern Time (7:30 a.m. Central Time) on the same day.

The live webcast will be accessible via the investor relations section of the company's website. Following the live event, a replay will be made available starting at 11:30 a.m. Eastern Time (10:30 a.m. Central Time) on July 16, 2026. The replay will remain accessible for 30 days, allowing stakeholders to review the discussion at their convenience.

Investors can access supplemental financial information referenced during the webcast and the full text of the second quarter press release on the company's website. These documents will be available under the "Financial Measures" and "News & Events" sections after 7:30 a.m. Central Time on July 16, 2026.

Key Event Details

ManpowerGroup operates through a family of brands, including Manpower, Experis, and Talent Solutions, serving clients in more than 70 countries and territories.

More than 90% of organizations have deployed AI in talent acquisition, yet fewer than 5% report transformational outcomes, according to a report commissioned by ManpowerGroup Talent Solutions and developed by Everest Group. The research highlights a significant gap between widespread AI adoption and its realized business value, with fragmented workflows and governance gaps blocking transformation. The findings were featured at VivaTech 2026 in Paris.

The report, titled "The New Talent Equation: Building Better Talent Decisions," draws on a survey of 80 C-suite, CHRO, and senior talent acquisition leaders across the United States and the United Kingdom. It examines why AI adoption in hiring has scaled rapidly while its impact on talent decision-making continues to lag. The study spans healthcare, life sciences, manufacturing, and technology sectors.

Caroline Pfeiffer Marinho, Global Senior Vice President at ManpowerGroup Talent Solutions, noted that AI is exposing talent operations rather than transforming them evenly. She emphasized that the constraint is no longer access to AI tools but how talent operations are designed around them. Sailesh Hota, Vice President at Everest Group, added that adapting workforce models and operating structures is proving as important as technology adoption.

The research documents that while 39% of organizations report significant impact on operational efficiency, improvements in decision quality and workforce agility remain limited. Most organizations are layering AI onto workflows built for a pre-AI environment, relying on isolated tools and siloed data. This prevents AI from generating cumulative value across the full hiring lifecycle.

Key Barriers to AI Impact

Organizations cite several top barriers to scaling AI in hiring:

Nearly 54% of organizations report that AI-assisted candidate behavior, such as AI-generated resumes and interview preparation, is making it harder to accurately assess true candidate capability. Additionally, 72% of organizations report achieving expected AI outcomes within two years, with 26% realizing value in under a year. However, the research suggests this speed comes at the cost of prioritizing near-term gains over deeper workflow redesign.

The report outlines a four-stage roadmap from rationalization through adoption, enablement, and transformation. It identifies foundational investments in data integration, governance, and operating model alignment as necessary to move organizations toward lasting impact.