In 2024, organizations faced a volatile talent landscape due to rapid skill disruptions, shifting workforce dynamics, and growing pressure to adopt a skills-first approach. In response, several enterprises have turned to skills intelligence platforms to design more agile and data-driven talent strategies. Despite ongoing budget pressures and evolving HR technology priorities, platform providers continued to drive innovation at pace. They significantly enhanced AI-powered skill inference engines, strengthened ecosystem-wide integrations, and expanded consulting-led services to support enterprise-wide transformation. These advances have further positioned skills intelligence platforms as strategic partners, enabling workforce adaptability and long-term talent resilience. This report offers comprehensive, fact-based profiles of 21 skills intelligence platform providers. Each profile includes a company and product overview, product enhancements, recent deals and announcements, key clients and partners, and market adoption and client portfolio mix. It analyzes each platform’s capabilities across key dimensions, including skills ontology, talent acquisition, talent management, additional functionalities, and underlying technology, to assess the level of support provided. The report helps buyers objectively evaluate provider capabilities and guide providers in benchmarking themselves against competitors, showing their differentiators in a growing and competitive landscape.

As AI, automation, and continuous change redefine the workplace, leading organizations are rethinking how work gets done – shifting from rigid job structures to agile, skills-based models. This transformation is about more than HR strategy – it’s a foundational shift powered by skills intelligence and work intelligence that gives organizations the visibility they need to act with foresight and flexibility. Watch this high-impact webinar where Everest Group HR and skills tech analysts shared how to design, implement, and sustain a skills-first organization by combining technology, data, and human insight. Attendees learnt how to navigate this complex journey and why it is worth the investment. Experts Shikhar Agrawal, Sharath Hari N, and Varisha Jain shared the best practices for skills initiatives that actually drive the intended objectives, based on their conversations with 50+ organizations undergoing skills-based transformations. They also deciphered the technology landscape, and advised on the possible ways organizations can build out their tech stacks to drive skills transformation.

The People Analytics Platform Provider Compendium 2025 report analyzes 17 leading people analytics platform technology providers’ offerings and capabilities. The report combines information from interactions with technology providers and Everest Group’s proprietary intellectual property to create precise, fact-driven profiles. Each profile comprises company overviews, recent investments and developments, market adoption trends, client portfolio compositions, and strategic partnerships. Furthermore, these profiles feature thorough product summaries, detailing functionalities and recent key enhancements. By leveraging primary data from providers and Everest Group’s internal expertise, this in-depth analysis is a valuable tool for organizations navigating the people analytics platform landscape, enabling visibility across people analytics platforms available in the market. Scope All industries and geographies Contents In this report, we evaluate 17 people analytics platform providers. For each provider, we examine: Recent deals and announcements Market adoption and partnership overview Client portfolio mix and key clients Product overview Product features and functionalities Key enhancements Providers’ core capabilities and other unique capabilities Case studies

Candidate engagement and experience platforms are rapidly growing due to shifting workforce dynamics, including the demand for agile talent solutions, personalization, and data-driven decision-making. By enhancing recruitment efficiency and candidate experiences, these platforms have become essential for businesses to remain competitive in a complex and evolving talent landscape. The trend toward total talent acquisition platforms highlights a unified approach, offering end-to-end solutions to manage diverse workforce categories. These platforms leverage AI and automation to build robust talent pipelines, serving active and passive job seekers and ensuring a steady flow of skilled candidates for current and future needs. They are reshaping how organizations approach recruitment by focusing on seamlessly integrating people, processes, and technologies. This compendium offers detailed, fact-based snapshots of 15 technology providers. Each profile provides a holistic view of the provider’s product offerings, key partnerships, scale of operations, recent developments and investments, and integrations with various platforms. It also delves into technology capabilities, client portfolios, and unique offerings, enabling providers to benchmark themselves against industry peers while helping buyers make informed decisions for their specific talent acquisition needs. Scope Industry: candidate engagement and experience platforms Geography: global Contents In this report, we evaluate 15 candidate engagement and experience platforms and include an overview of their: Product, market adoption, and capabilities Partnerships and recent developments and announcements Client portfolio mix Product features and functionalities and unique capabilities

In 2024, enterprises navigated a volatile talent landscape due to skill disruptions, workforce shifts, and growing pressure to adopt a skills-first approach. In response, several organizations have started to adopt skills intelligence platforms to build more agile, data-driven talent strategies. Despite budget constraints and evolving HR tech priorities, providers have accelerated innovation. They enhanced their AI-powered skill inference engines, strengthened integrations across the talent ecosystem, and expanded consulting-led offerings. These efforts reinforced their position as strategic partners in enterprise-wide talent transformation. In this report, we examine the skills intelligence platform landscape and assess 29 providers’ capabilities. The report offers a comprehensive market overview and highlights providers’ key differentiation areas. It helps enterprises select the best-fit partners for their evolving needs and enables providers to benchmark themselves against their competition. Scope All industries and geographies Contents In this report, we: Examine the skills intelligence platforms’ landscape Position the providers on Everest Group’s PEAK Matrix® framework as Leaders, Major Contenders, and Aspirants Assess providers’ skills intelligence platforms’ capability across market adoption, portfolio mix, value delivered, vision and strategy, platform capabilities, flexibility and ease of deployment, engagement and commercial models, and implementation and customer support Compare providers’ key strengths and limitations

In today’s dynamic business environment, enterprises struggle with several challenges related to HR data infrastructure, including fragmented data across systems, low analytics maturity, data security concerns, and limited clarity around predictive modeling. In response, people analytics platforms are evolving rapidly, offering solutions that support diverse use cases, such as workforce planning, skill gap identification, providing end-to-end visibility across the employee lifecycle, and real-time sentiment analysis. These platforms cater to HR leaders and empower line managers and business leaders with actionable workforce insights. In this report, we evaluate 23 people analytics platform providers’ capabilities. The report helps buyers select the right-fit technology providers for their needs and empowers providers to benchmark themselves against each other. Scope All industries and geographies Contents In this report, we: Evaluate 23 people analytics platform providers Position the providers as Leaders, Major Contenders, and Aspirants Assess the people analytics platform market Analyze key enterprise sourcing considerations Compare providers’ key strengths and limitations

Digital Adoption Platforms (DAPs) have emerged as vital enablers in bridging the gap between complex software landscapes and effective user adoption. Their importance has grown substantially in the current market environment, where AI is reshaping enterprise operations. DAPs deliver on-demand guidance and personalized user experiences, enhancing software-driven productivity and minimizing application friction points. DAPs now address emerging use cases, such as AI transformation, software portfolio rationalization, data integrity, and compliance. This evolution is helping organizations optimize their technology investments and remain agile in a competitive digital landscape. Recent M&A activities highlight DAPs’ strategic significance, positioning them as must-have tools in the enterprise tech stack for staying competitive and digitally empowered. In this report, we examine the DAP market across various dimensions, including buyer objectives, key investment themes, and evolving solution characteristics. The report also analyzes how providers deploy AI and generative AI capabilities to make DAPs more intelligent and better address enterprises’ growing demand for AI transformation. Scope All industries and geographies Contents In this report, we: Highlight key aspects of the 2023-24 DAP market Discuss DAP market size, adoption trends, and solution characteristics Examine buyer feedback, challenges, and best practices Review DAP investment themes and the provider landscape Membership(s) Human Resources Sourcing and Vendor Management

Candidate engagement and experience platforms are rapidly growing due to shifting workforce dynamics, including the demand for agile talent solutions, personalization, and data-driven decision-making. By enhancing recruitment efficiency and candidate experience, these platforms have become indispensable for businesses to remain competitive in a complex and evolving talent landscape. The trend toward total talent acquisition platforms highlights a unified approach, offering end-to-end solutions to manage diverse workforce categories. These platforms are leveraging AI and automation to build robust talent pipelines, serving both active and passive job seekers, ensuring a steady flow of skilled candidates for current and future needs. They are reshaping how organizations approach recruitment by focusing on seamlessly integrating people, processes, and technologies. In this report, we leverage Everest Group’s proprietary PEAK Matrix® framework to position candidate engagement and experience platforms as Leaders, Major Contenders, and Aspirants based on their market impact and vision and capability. The research will help buyers select the right-fit provider for their needs and enable providers to benchmark their capabilities against competitors. Scope The assessment is based on Everest Group’s annual RFI process for the calendar year 2023-24, interactions with leading candidate engagement and experience platform providers, client reference checks, and an ongoing analysis of the market All industries and geographies Contents In this report, we: Examine 28 candidate engagement and experience platforms – permanent talent acquisition and classify them as Leaders, Major Contenders, and Aspirants on Everest Group’s proprietary PEAK Matrix® framework Examine 14 candidate engagement and experience platforms – contingent talent acquisition and classify them as Leaders, Major Contenders, and Aspirants on Everest Group’s proprietary PEAK Matrix® framework Assess candidate engagement and experience platforms’ overall capability across eight dimensions: market adoption, portfolio mix, value delivered, vision and strategy, technology capability, flexibility and ease of deployment, engagement and commercial model, and support Membership(s) Recruitment Contingent Workforce Management Sourcing and Vendor Management

The Digital Adoption Platforms (DAP) Provider Compendium 2024 is a comprehensive resource that objectively analyzes 19 leading DAP technology providers, offering detailed insights into their offerings and capabilities. The compendium combines information from interactions with technology providers and Everest Group's proprietary intellectual property to create precise, fact-driven profiles. Each profile in the compendium comprises company overviews, recent investments and developments, market adoption trends, client portfolio compositions, and strategic partnerships. Furthermore, these profiles feature thorough product summaries, detailing functionalities and recent key enhancements. By leveraging primary data from providers and Everest Group's internal expertise, this in-depth analysis serves as a valuable tool for organizations navigating the DAP landscape, enabling informed decision-making in digital adoption strategies. Scope All industries and geographies Contents In this report, we evaluate 19 DAP providers. For each provider, we look at its: Recent investments and announcements Market adoption and capability overview Client portfolio mix Partnerships Product overview Product features and functionalities Key enhancements Membership(s) Human Resources Digital Adoption Platforms (DAP) Sourcing and Vendor Management

The global labor market’s evolving landscape, marked by demographic shifts and a reassessment of post-pandemic workforce priorities, has amplified HR leaders’ focus on enhancing Employee Experiences (EXs). Employee Experience Management (EXM) has become vital to improve engagement, retention, and overall employee satisfaction. However, many organizations take a technology-centric approach to EXM, leveraging engagement software and feedback tools to manage the employee journey. This report highlights that while technology plays an important role, EXM’s real value lies in transforming data into actionable insights that can significantly improve the EX. Without expert advisory services to guide and contextualize these insights, organizations risk underutilizing their EXM efforts and face unexpected costs. This research advocates for a comprehensive approach to EXM, combining both technology and expert advisory services. Integrating these elements can help organizations optimize their EX programs and effectively address today’s workforce challenges. Scope All industries and geographies Contents In this report, we: Examine the key challenges organizations face when implementing EXM using a technology-only approach Assess the foundational elements and benefits of an integrated EXM model that combines technology, such as employee listening tools, with managed services Provide a roadmap for organizations to effectively implement an integrated EXM approach, leveraging both technology and expert services Membership(s) Human Resources Sourcing and Vendor Management