Talent Mapping

Intelligently identifying, profiling and pre-qualifying individuals with specific experience, skills and culture fit

The methods we use to compile our talent maps sets us apart in the marketplace. We go the extra mile to identify and include the broadest range of diverse candidates

Talent mapping tracks the best talent in the market, empowering businesses to make informed decisions ahead of the hiring process.

Far more than just a list of candidates, we go further and deeper to find and deliver critical insights, providing an invaluable overview of the available talent in the marketplace – their background, track record, motivations and strengths, and overall suitability for any role and organisation.

This enables you to confidently proceed with recruitment decisions, while making the process of securing the right talent more efficient and informed.

The methods we use to compile our talent maps sets us apart in the marketplace:

  • We energetically search for candidate data using a broad range of online and human sources.
  • We carefully analyse candidates’ careers and profiles, providing valuable commentary on their strengths and weaknesses.
  • We grade and tier candidates based on fit and calibre, advising our clients on prioritisation for the next stage of the hiring process.

With extensive experience across sectors and international markets, we deliver deep market and candidate insights you can trust.

Our six step process


To begin the process, we gather data from a wide range of online data sources such as professional networks, company websites, reports and accounts, press releases, paid-for news and data, paid-for and open access people databases, industry publications, search engines, social media, chatbots and podcasts.


We proactively engage with well-networked individuals within specific sectors, functions or geographies, to gain referrals of potential candidates and obtain informal references on candidates in the market.

Telephone research and verification

We use direct telephone research to gain comprehensive information about potential candidates within target companies, much of which may not be available online. Often, this data is gathered from a potential candidate on an anonymous basis. We also use phone research to verify existing data.

Analysis and commentary

We carefully review the career and personal profiles of mapped candidates, providing intelligent commentary on their strengths, weaknesses, and how well they fit the brief.


By using candidate criteria from client briefs, as well as overall fit and calibre, we grade the mapped candidates into tiers. This segmentation of the talent landscape allows for the prioritisation of activity and resources at the next stage.

Priority candidates

Finally, we select a group of candidates who we believe best matches the role. These candidates are given priority during the outreach stage of the headhunt or candidate pipeline, giving you a suggested talent ‘longlist’ to focus, on while still having access to an extensive, wider group of graded candidates.

Case study

Talent mapping for one of the world’s most complex metropolitan transportation networks

Our client manages one of the world’s most complex metropolitan transportation networks.

Ahead of the in-house search team’s campaign to hire a new major projects director (who as part of their role will control a multi-billion pound budget), we were commissioned to carry out a global talent mapping project to identify and prequalify potential candidates.

We researched organisations across a number of categories, both client and contractor side: other urban transport network operators, global ‘megaprojects’, multinational construction firms and consulting engineering firms, among others. Using publicly available data, information from sources and informal referencing, we were able to prequalify potential candidates against the client’s brief and grade potential candidates into tiers according to calibre. Based on an extensive research exercise, we were able to advise our client on the top 30 most suitable potential candidates internationally. We then handed over to the in-house search team, who subsequently carried out the headhunt stage of the recruitment process.