Eight markets. Eight different sets of rules.
A talent map is only as useful as its grasp of the market it describes. Pay conventions, notice periods, employee representation and the limits on what research may record all change at the border. Each page below is written for its own market rather than translated from a template.
Where we map, and what changes in each one
Open a market for its pay structures, notice conventions, regional coverage and the research constraints that apply there.
United Kingdom
London · Manchester · Edinburgh · Leeds · Bristol
Salary benchmarking against real offers, notice periods that stretch a senior hire to six months, and competitor structures mapped function by function.
United States
New York · Bay Area · Austin · Boston · Chicago
Metro-level markets that behave nothing like each other, equity-heavy packages where base pay tells you little, and state pay-transparency rules that change what you may ask.
United Arab Emirates
Dubai · Abu Dhabi · Sharjah · DIFC · ADGM
An expatriate-heavy market, free-zone versus mainland employer structures, allowances and end-of-service gratuity that sit outside base salary, and Emiratisation targets.
Germany
Munich · Berlin · Frankfurt · Hamburg · Stuttgart
Works council consultation that moves hiring timelines, Tarifvertrag pay groups, and an industrial Mittelstand holding most engineering capability outside the big cities.
Netherlands
Amsterdam · Rotterdam · Utrecht · Eindhoven
CAO pay scales without which a benchmark is unreadable, the 8% holiday allowance, the highest part-time rate in the EU, and the 30% expat ruling.
Belgium
Brussels · Antwerp · Ghent · Leuven · Liège
A three-language regime where working language is the sharpest filter, automatic wage indexation, and the Brussels institutional and public-affairs population.
Austria
Vienna · Graz · Linz · Salzburg · Innsbruck
Near-universal collective agreements in place of a minimum wage, fourteen-payment annual salaries that break cross-border benchmarks, and Vienna as a CEE headquarters market.
Australia
Sydney · Melbourne · Brisbane · Perth · Canberra
Modern award classifications, the superannuation guarantee inside total package, five capital-city markets across three time zones, and visa-dependent supply.
Four things that break a cross-border map
These are the errors we see most often in maps built centrally and applied everywhere.
Pay is not comparable until it is normalised
Austria pays fourteen salaries a year. The Netherlands adds a statutory 8% holiday allowance. The US loads senior packages with equity. Comparing base salary across those three tells you almost nothing, so every benchmark we hand over states what it includes and on what date.
Notice periods decide your real timeline
A UK executive on six months' notice and a German one terminating only at quarter-end are not the same hire, even at the same salary. We report realistic availability, not a theoretical start date.
Employee representation changes the process
Works councils in Germany and Austria, and the ondernemingsraad in the Netherlands, have consultation rights that move hiring timelines. A map that ignores them produces a plan that slips.
What may be recorded differs by jurisdiction
GDPR applies across the European markets, the UAE runs a federal PDPL with separate DIFC and ADGM regimes, and Australia applies the Privacy Act rather than GDPR. We research to the standard of the market being mapped.
Before you commission a multi-market project
Talent mapping services
What an engagement covers, what it produces, and what it costs.
The resource library
Thirty-four articles grouped by the question you actually have.
Compare research firms
Audentia against four named alternatives, sourced and dated.
US talent market data
Pay, transparency law, AI talent and clinical supply, with figures.
Mapping more than one market?
Tell us the roles and the countries. We will say what is researchable in each, what it will cost, and how long it realistically takes.
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