| Factor | Score | Distribution | Value | Avg | Rank |
|---|---|---|---|---|---|
Valuation | 72 | 25.3x | 17.8x | Top tier | |
Growth | 37 | 6.7% | 7.1% | Bottom tier | |
Quality | 29 | 4.5% | 4.5% | Bottom tier | |
Safety | 38 | 3.2x | 2.6x | Bottom tier | |
Capital Return | 53 | 2.55% | 2.12% | Around median | |
Momentum | 92 | 37.0% | 2.9% | Top tier | |
Sentiment | 76 | 7 | 3 | Top tier |
Estimates — analyst targets and a simplified DCF, not investment advice.
Ten ratios that matter, each compared against its sector median and average — so you can see whether a number is rich or cheap relative to peers in the same sector.
ManpowerGroup operates in workforce and human resources solutions through three main brands: Manpower for flexible and permanent staffing, Experis for talent and technology services, and Talent Solutions, which includes RPO, MSP, and Right Management solutions. In fiscal Q2 2026, Manpower accounted for approximately 65% of gross profit, compared with 19% for Experis and 16% for Talent Solutions; making the core staffing business the largest driver of profitability, while technology services and talent management solutions contribute to revenue diversification.
In fiscal Q2 2026, reported revenue reached $4.9 billion, and systemwide revenue including franchises was $5.3 billion, with revenue growth of 6% in constant currency. Adjusted earnings before interest, taxes, depreciation, and amortization were $103 million, up 15% in constant currency, and the margin increased 10 basis points to 2.1%, while the gross profit margin was 16.1%, reported earnings per share were $1.13, and adjusted earnings per share were $0.99.
The revenue mix in fiscal Q2 2026 was distributed across Southern Europe at 47%, the Americas at 25%, Northern Europe at 17%, and Asia Pacific and the Middle East at 11%. Manpower achieved organic growth of 8% in constant currency, while Experis revenue declined 2% and Talent Solutions remained stable; therefore, the operational improvement came primarily from the Manpower business, particularly in the United States, with signs of gradual improvement in the other businesses.
Automated analysis for informational purposes only — not investment advice.
The average analyst price target is $54.43, which is below the upper end of the 52-week range of $63.88, while the target range extends from $37 to $72 and is accompanied by a consensus neutral rating. No positive price-to-earnings ratio is available due to the loss recorded in the 2026 trailing twelve-month data, while the wide 52-week range of between $25.15 and $63.88 reflects valuation sensitivity to weak margins versus evidence of a revenue recovery and the cost-reduction program.
Figures in the text are as of 2026-08-31; the live price is shown at the top of the page.
Reported revenue reached $4.9 billion and grew 6% in constant currency in fiscal Q2 2026. Manpower led the performance with organic growth of 8%, supported by manufacturing, automotive, aerospace, logistics, and retail. In the United States, Manpower revenue increased 16%, and the brand recorded its eighth consecutive quarter of growth there.
Experis revenue declined 2% in fiscal Q2 2026, after declining 9% in Q1, representing a clear improvement but still falling short of positive growth. Experis revenue in the United States was stable compared with a decline of 15% in the previous quarter, and management expects slight growth in fiscal Q3 2026. The opportunity pipeline is linked to demand for cloud migration, application development, data, and artificial intelligence, in addition to skills training through Experis Academy.
The company uses artificial intelligence internally to target sales opportunities and improve screening and interviews, and interview tools helped reduce time to fill positions by 67%. Management aims to expand targeting and interview tools to businesses representing 70% of revenue by the end of 2026, while 30% of automation-supported interviews take place outside normal working hours. Commercially, Accelerate Workflow, built with IBM watsonx Orchestrate, combines technology implementation, workforce transformation, specialized talent, and managed services, while the partnerships are targeting revenue of between $50 million and $100 million during 2026.
The company is targeting permanent savings of $200 million in 2028 by redesigning sales and recruitment processes and reducing the complexity of its operating structure. Management expects a benefit of $20 million from back-office work in 2026, followed by an increase in the total impact to $80 million as the front-office program begins contributing in 2027. In contrast, it expects restructuring and transformation expenses of between $10 million and $15 million in each quarter through the end of 2026, after approximately $13 million in fiscal Q2 2026.
Management expects earnings per share of between $0.96 and $1.06 in fiscal Q3 2026, and the range includes a negative currency impact of $0.02 per share. The midpoint of workday- and constant-currency-adjusted organic growth guidance is 6%, while the midpoint of constant-currency revenue growth after the impact of the business sale is 5%. The company expects a gross profit margin of approximately 16.0% and a year-over-year improvement of 10 basis points in the earnings before interest, taxes, depreciation, and amortization margin.
The company ended fiscal Q2 2026 with cash of $181 million and total debt of $1.04 billion, resulting in net debt of $863 million. The ratio of total debt to adjusted earnings before interest and taxes for the trailing twelve months was 2.5 times, and the ratio of debt to total capitalization was 33%. Free cash flow recorded an outflow of $9 million, compared with an outflow of $207 million in the comparable period, and the company used the proceeds from business disposals to reduce the balance of its credit facility.
