Talent mapping
A named, structured view of every credible person for a role or function across target companies and geographies - with level, scope, tenure and mobility signals.
Hiring reports, research & market intelligence
Decision-grade talent intelligence for leaders who plan before they hire. Jobtrix builds talent maps, compensation benchmarks, competitor org intel and DEI availability reports - so Fortune 500 enterprises and unicorns make workforce, location and pay decisions on evidence, not instinct.
Overview
Research first. Then you hire, restructure or expand.
Our research desk exists to answer the questions that come before a requisition: Who has the talent we need, and where? What should we really pay? How is a competitor structured? Can we hit our diversity goals in this market?
Every engagement is run by specialist researchers who map the full addressable market, triangulate compensation from live deal data and primary interviews, and package findings into clear, boardroom-ready reports. The same intelligence that powers our executive search is available to you as a standalone service - mandate-agnostic, confidential and rigorously sourced.
- Primary research, not scraped lists - structured market conversations and live offer data behind every number.
- Cut the way you decide - by level, function, location, company type and diversity cohort.
- Confidential & compliant - public and permissible sources only, run under NDA when needed.
- From insight to action - every map converts into a live pipeline whenever you choose to hire.
Talent maps
The full addressable market for a role, function or region - named, levelled and mobility-scored.
Comp benchmarks
Pay and benefits by level and location, showing the full spread - not a single median.
Org intelligence
How a competitor is structured - spans, layers, reporting lines and key leaders.
DEI availability
Real diversity availability by level and market, turned into achievable targets.
Reports we produce
Market intelligence, packaged for decisions
Commission a single report or a standing research retainer. Each deliverable is scoped to your question and built to be shared with hiring managers, HR leadership and the board.
Compensation & benefits benchmarking
Fixed, variable, equity and benefits benchmarked by level, function and location - with percentile spreads to fix pay compression and win offers.
Competitor org intelligence
How a rival is organised - headcount, spans and layers, reporting lines, leadership bench and recent hires - reconstructed from permissible sources.
DEI availability analysis
Actual availability of under-represented talent by level and market, benchmarked against your pipeline and peers, with defensible, achievable targets.
Location & GCC feasibility
Talent depth, cost, competition and attrition risk across candidate cities - the evidence base for a new GCC or capability-centre location call.
Market entry & talent supply
Can this market resource the team you need at the pace you need it? Supply, demand, wage inflation and build-vs-buy read for a new geography.
Name-generation long lists
Comprehensive, deduplicated long lists for a hard-to-fill role or a pipeline build - the raw research layer that powers sourcing at scale.
Salary trend reports
Periodic reads on where compensation, notice periods and demand are moving across your functions and markets - to plan budgets and bands ahead of the curve.
Succession & risk mapping
Who could step up, who is a flight risk and where the external bench sits - succession and retention intelligence for critical roles.
Our approach
From question to recommendation, in five steps
A disciplined research method, run by people who fill the roles they research - so the intelligence is grounded in the real market, not a database.
Scope
We pin down the decision behind the request, the universe to cover and the cuts you need - level, function, geography and cohort.
Research
Our desk maps the market from primary and permissible sources and runs structured conversations to gather live, verifiable data.
Analyse
We triangulate, deduplicate and stress-test the findings - benchmarking pay spreads, spans-and-layers and availability against peers.
Report
Insight is packaged into a clear, board-ready report with charts, named data where relevant and an executive summary.
Advise
We walk you through the implications and, when you are ready, convert the map into a live sourcing pipeline or search mandate.
Coverage
Functions and geographies we research
Cross-functional depth and truly global reach - with particular strength in India, GCC hubs and the markets where our clients scale.
Engineering & ProductData & AI/MLSales & GTM
Finance & AccountingHuman ResourcesOperations & Supply Chain
Marketing & GrowthLegal & ComplianceLeadership & CXO
India & South AsiaGCC / Global Capability CentresMiddle East & UAE
Southeast AsiaUnited States & CanadaUnited Kingdom & Europe
APACRemote / Distributed
120k+
Profiles mapped
2,500+
Companies covered
12
Avg. report turnaround
30+
Markets researched
FAQ
Research & reports, answered
A talent map is a structured, research-led picture of the entire addressable market for a role or function - every credible person across target companies, geographies and competitors, with their scope, level, tenure, mobility signals and, where relevant, compensation and diversity data. A candidate list is a handful of names ready to approach today. Maps power strategy: benchmarking, succession, location choices and pipeline. We deliver both, and turn a map into a live pipeline when you are ready to hire.
We triangulate multiple sources: live offer and counter-offer data from our own placements, structured practitioner interviews, published surveys, regulatory filings and proprietary market intelligence gathered by our research desk. Every benchmark is cut by level, function, location, company type and cohort, and we show the spread - not just a single median - so you can calibrate bands, fix pay compression and win offers.
Most focused talent maps and compensation benchmarks are delivered in 10 to 15 working days. A rapid competitor snapshot or salary read can turn around in under a week, while a multi-function GCC location study or a global DEI availability analysis typically runs three to five weeks. We agree scope, cadence and format up front and share progress checkpoints so there are no surprises.
Yes. All research is conducted from public and permissible sources and structured market conversations, under strict confidentiality and data-protection protocols. We never misrepresent ourselves, solicit trade secrets or breach candidate privacy. Reports are shared only with named stakeholders and can be run under NDA for sensitive restructuring, market-entry or leadership-succession work.
That is exactly its purpose. We measure the actual availability of under-represented talent at each level and location for your roles, benchmark it against your current pipeline and peers, and translate it into achievable, defensible targets with the sourcing strategy to hit them. It moves diversity goals from aspiration to evidence-based workforce planning.
Go further
Turn intelligence into outcomes
Research pairs naturally with our structuring, search and analytics services. Explore what we build on top of the data.
Organisation Structuring
Turn benchmarks and org intel into role architecture, spans-and-layers and workforce plans.
ExploreLeadership Hiring
Convert a leadership talent map into a confidential, research-led executive search.
ExploreDiversity Hiring
Act on DEI availability data with inclusive sourcing that hits evidence-based targets.
ExploreTalent Analytics
Live dashboards for funnel, TAT, source, diversity and cost-per-hire - research made continuous.
ExploreAI Solutions for HR
Layer predictive models and intelligence over your research to plan headcount and pay.
ExploreAll Services
See the full Jobtrix suite - from executive search to embedded RPO teams.
ExploreKnow the market before you move.
Commission a talent map, compensation benchmark, competitor org study or DEI availability report - and make your next hiring, pay or location decision on evidence.