Refine a role
Explore how relevant responsibilities and skills are organised across comparable businesses.
FIND / TALENT MAPPING
A clearer market.
A better brief.
Talent Mapping & Market Intelligence
Understand the relevant talent landscape before you commit to a search. Explore where experience sits, which roles are comparable and what still needs to be tested through candidate engagement.
Discuss talent mapping
Start with the question.
Understand the market.
01 / THE BUSINESS QUESTION
Before the search.
Beyond the job title.
For employers refining a role, exploring a new capability or planning a future appointment. A useful mapping brief starts with the decision you need the research to inform.
Explore a talent market
Identify relevant organisations, functions and adjacent sectors where suitable experience may be found.
Prepare a future search
Build a focused starting point for an appointment, with assumptions and knowledge gaps made clear.
02 / THE RESEARCH BRIEF
A defined question.
A useful perspective.
Talent mapping explores the roles, organisations and experience relevant to your brief. Market intelligence brings those observations together to help you consider the search approach.
What we agree at the outset
- The business question and intended use of the findings
- Target roles, skills, sectors and locations
- Research boundaries and available sources
- Whether candidate outreach is included
- Deliverables, timing and review points
Scope, delivery capacity and commercial terms are agreed for each assignment. Findings reflect the sources and period covered. Mapping does not establish that someone is available, interested or suitable for a role without further engagement and assessment.
03 / HOW WE WORK
From a hiring question
to a focused next step.
The research follows the brief. We distinguish what the evidence supports from observations that need further checking, so you can use the findings in context.
- 01
Frame the question
Agree the decision to support, relevant role requirements and boundaries of the research.
- 02
Map the landscape
Research relevant organisations, functions and experience within the agreed sectors and locations.
- 03
Interpret the findings
Organise the observations, identify gaps and separate supported findings from assumptions.
- 04
Review the options
Discuss what the findings mean for your brief, including any further research or recruitment work to scope.
04 / PRACTICAL OUTPUTS
Information you can
put to work.
Depending on the brief, outputs may include a target-company map, relevant role and skill profiles, a summary of market observations and questions to resolve before a search.
Target OrganisationsRole ComparisonsRelevant SkillsAdjacent SectorsResearch GapsSearch Considerations
Our initial focus is logistics, freight forwarding, shipping, supply chain, global trade, commodities, recycling and related professional functions. We do not promise a proprietary salary dataset or complete coverage of a talent market.
Explore our specialist markets05 / USEFUL QUESTIONS
Before we begin.
Does talent mapping include contacting candidates?
Only if candidate outreach is explicitly included in the agreed scope. Research and candidate engagement are different activities; a mapped profile does not mean the person is interested in a move or has agreed to be considered.
Can mapping confirm salaries or talent availability?
Any observations depend on the evidence available for the brief and the date it was collected. Research should not be treated as a complete salary survey or a guarantee of candidate availability. Gaps and limitations belong alongside the findings.
Can the findings lead into a recruitment search?
Yes, the research can help refine the brief and identify a starting market. Recruitment is a separately agreed next step, with its own scope, candidate engagement and assessment.
Explore permanent recruitmentLET’S MOVE FORWARD