The core pages
What is talent intelligence?
The definition, the three layers, how it differs from people analytics and workforce planning, and what it genuinely cannot do.
ServiceTalent intelligence services
The seven modules, what you receive, who buys it and the questions it answers.
OverviewTalent intelligence
The service overview, with case examples and the benefits in short form.
MethodOur intelligence methodology
Eleven stages, three source tiers, the verification standard and confidence grading.
PricingWhat talent intelligence costs
2026 fee bands in four currencies, the eight variables that set them, and hidden costs to check.
ComparisonPlatforms and providers compared
Software, research firms, consultancies and in-house teams — including when software is the better buy.
The eight markets
Each written for its own pay conventions, legal limits and data sources.
Talent intelligence in the UK
Pay normalised for employer National Insurance and pension, ASHE-anchored benchmarks, and notice periods that decide the real timeline.
United StatesTalent intelligence in the US
Thirty metro markets with their own wage curves, equity-heavy senior packages, and state pay-transparency rules that change what you may ask.
United Arab EmiratesTalent intelligence in the UAE
Free zone and mainland employers counted separately, Emiratisation as a parallel market, and packages rebuilt from basic, allowances and gratuity.
GermanyTalent intelligence in Germany
Collective agreements that set the pay, works councils that set the timeline, and a Mittelstand holding capability the big names do not.
NetherlandsTalent intelligence in the Netherlands
CAO scales without which a benchmark is unreadable, the 8% holiday allowance, and part-time working that makes headcount the wrong unit.
BelgiumTalent intelligence in Belgium
Three working languages as the sharpest filter, automatic wage indexation, and a Brussels institutional market with its own career logic.
AustriaTalent intelligence in Austria
Fourteen salary payments a year, near-universal collective agreements, and a capital that runs Central and Eastern Europe.
AustraliaTalent intelligence in Australia
Superannuation inside the package, modern award floors, five capital markets across three time zones, and visa-dependent supply.
All eightTalent intelligence by market
The eight markets side by side, and the four things that break a cross-border study.
Buying and pricing
Talent intelligence cost
Fee bands, cost drivers, worked scopes and what the alternatives cost.
PricingTalent mapping cost (US)
The companion pricing page for the mapping layer, with US fee bands.
ToolFee comparison calculator
What a fixed project fee saves against a contingency or retained search model.
ComparisonTalent research firms compared
Audentia against four named alternatives on the research and mapping side.
ExampleA sample deliverable, redacted
What a research output actually looks like when it arrives.
AnswersTalent research FAQs
The questions we are asked most often, across every service.
Method and compliance
Our intelligence methodology
The eleven stages, source hierarchy, verification standard and what we will not do.
MethodOur mapping methodology
The companion method for building a named, verified population.
ComplianceCompliance support
Documentation, audit support and the lawful basis applied in each market.
ApproachOur approach
How we work, and why the commercial model is the part that matters.
CoverageOut-of-hours research
Why six time zones usually compresses a project rather than extending it.
EvidenceCase studies
Engagements that changed a decision, with what was researched and what it concluded.
Mapping, sourcing and the rest
Talent intelligence is routinely confused with all of these. They are different purchases.
Talent mapping services
The named-population layer: who could do the role, and whether they are reachable.
DefinitionWhat is talent mapping?
The companion definition page for the individual layer.
MappingTalent mapping by market
The same eight markets, mapped rather than analysed.
PipeliningTalent pipelining
Pre-engaged candidates built before the need becomes urgent.
SourcingTalent sourcing
Research-grade shortlists for live roles, without a placement fee.
SuccessionSuccession planning
Building an external bench alongside the internal one.
DiversityDiversity hiring
Aggregate representation benchmarking and bias-aware research.
SearchExecutive search
When a managed senior appointment is the right purchase instead.
SupportNumber gathering
Verified contact data when you already have the names.
Market data you can use without buying
Complete talent market guide 2026
The long-form reference, start to finish.
OutlookThe 2026 talent outlook
What changes in hiring next year, and what the evidence says.
DataUS talent market data
Pay, transparency law, AI talent and clinical supply, with figures.
DataUS AI talent market
Tiers, metros and what they pay.
DataUS compensation benchmarking
Total pay, equity and the metro gaps that national averages hide.
LawUS pay transparency laws
State by state, and what it changes about what you may ask.
SupplySkills that are getting scarce
Where supply is tightening, and why.
HealthcareUS healthcare talent mapping
Licensure constraints and what real clinical supply looks like.
InsightsAll insights
Every report, guide and article we publish.
Library FAQs
Where should I start with talent intelligence?
With the definition page if the term is new to you, and with the cost page if you already know what you want and need to know what it takes. What is talent intelligence sets out the discipline, the three layers and what it cannot do; what it costs gives the 2026 fee bands in four currencies.
How do I know whether I need intelligence or mapping?
Ask what the output has to do. If you need to know who could do a specific role, that is talent mapping. If you need to decide whether to open the role, where to base it, what to pay or whether to build the capability instead, that is talent intelligence.
Most substantial engagements use both. The scoping call will tell you which proportion you need, and it is free.
Do you publish anything I can use without buying?
Yes. Every market page states its data sources with links to the primary official source, the methodology page sets out the full research method, and the cost page publishes real fee bands rather than ‘contact us’.
The complete talent market guide and the US market data set are free long-form references.
How often is this library updated?
Market pages are reviewed at least annually and whenever a statutory change affects what they state — a contribution rate, a transparency rule, a quota threshold. Each page carries its last-reviewed date in the page metadata.
Where a figure drives a budget or a legal obligation, we say so on the page and point to the primary source, because statutory numbers change faster than any guide can track.