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  • FEATURED
    Provider Compendium

    July 10, 2025
    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.
  • Webinar

    June 17, 2025
    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.
  • Provider Compendium

    May 26, 2025
    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
  • Provider Compendium

    May 20, 2025
    Rewards and Recognition (R&R) programs are central to cultivating exceptional employee experiences, enhancing engagement, and driving organizational success. These programs have become essential in addressing employee dissatisfaction and intense talent competition by acknowledging achievements and fostering meaningful connections. R&R programs’ adoption, particularly by MNCs, reflects evolving buyer expectations. Buyers now demand AI-enabled automated processes and advanced analytics to reduce manual HR input while delivering strategic, data-driven insights to leadership. Additionally, the growth of emerging markets, such as the MEA and APAC, reflects an increasingly global focus on modern, scalable engagement strategies. The Rewards and Recognition Provider Compendium 2025 is a comprehensive resource that analyzes 28 leading R&R solution 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 overview, recent investments and developments, market adoption trends, client portfolio composition, and strategic partnerships. Furthermore, these profiles feature thorough solution capabilities, detailing recent key enhancements serving as a valuable tool for organizations to make informed decisions for talent management and core HR processes with data-backed evidence. Scope All industries and geographies Contents In this report, we evaluate 28 leading R&R solution providers. For each provider, we examine: Company overview and publicly made announcements R&R market segment focus by geography and buyer size served Solution details, recent enhancements, and a non-exhaustive list of integrations and partners R&R process coverage Market adoption, key clients served, and the client portfolio mix Memberships Human Resources Sourcing and Vendor Management
  • PEAK Matrix®

    April 14, 2025
    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
  • PEAK Matrix®

    April 11, 2025
    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

  • April 09, 2025
    In today’s dynamic talent market, organizations must actively monitor key roles and skills, both in-demand and emerging, to enable strategic workforce planning. Higher demand may indicate more significant competition for talent or a higher risk of attrition, making it vital to analyze talent demand trends to anticipate external competition and identify leading industries for talent acquisition. Everest Group’s half-yearly report offers insights into monthly IT services talent demand trends across India, highlighting top industries, roles, and skills based on H2 2024 demand. Leveraging data from our Talent Genius™ tool, this report comprehensively analyzes the current talent market, empowering organizations to stay competitive, plan for future workforce needs, and make informed talent acquisition decisions. Scope Industry: IT services Geography: India Contents In this report, we analyze talent demand trends in India's IT services sector on a national scale. Additionally, we provide detailed profiles of 15 major Tier-1 and Tier-2 cities, offering insights into talent demand trends, top industries, key roles, and essential skills in each location.
  • State of the Market

    March 28, 2025
    As the business landscape evolves, Chief Human Resources Officers (CHROs) face growing challenges. They must balance cost reduction with delivering a superior Employee Experience (EX). As AI becomes mainstream, CHROs must lead workforce transformation and mitigate risks. Beyond immediate operational demands, such as improving EX and refining talent management practices, they must drive long-term transformation by integrating data into HR and blending human and AI efforts. Multi-process Human Resources Outsourcing (MPHRO) providers are adapting their service delivery models by investing in AI technologies. AI enables them to deliver personalized services tailored to different employee needs. Providers are also expanding nearshore locations, shifting from cost-saving deals to transformation-focused solutions. In this report, we analyze the MPHRO services market, highlighting key growth drivers, buyer adoption trends, and provider investments. The report evaluates the MPHRO market, including emerging market trends and evolving solution characteristics. Scope All industries and geographies MPHRO deals, including a minimum of three HR processes Deals with a buyer employee size of 1,000 or more Contents In this report, we examine: Enterprise and CHRO priorities Buyers’ perspective of the market Key investment themes MPHRO market overview MPHRO solution characteristics Service provider landscape
  • Viewpoint

    March 21, 2025
    Organizations are rethinking payroll, transitioning it from a back-office function into a vital cornerstone of the employee experience. Evolving workforce expectations, such as real-time compensation insights, flexible payment methods, and transparent pay structures drive this shift. In this new model, payroll not only ensures compliance and accurate payments but also plays a vital role in shaping employee satisfaction and retention by providing personalized financial wellness tools and clear, accessible information. Modern technology catalyzes this transformation. Automation, AI, and integrated platforms eliminate repetitive tasks, reduce errors, and offer data-driven insights. These advances enable real-time payroll calculations and interactive dashboards, boosting efficiency and accuracy. Just as technology streamlines processes, managed services add essential human expertise. Organizations benefit from on-ground compliance support, local market insights, and dedicated resources to address diverse challenges across different geographies. By combining advanced technologies with specialized managed services, businesses can achieve a harmonized approach to payroll. In this report, we provide insights into how organizations can unify and transform their global payroll operations. Our goal is to explain global payroll operations’ complexities and emphasize a holistic payroll approach’s significance to ensure a more robust and future-ready payroll function. Scope All industries and geographies Contents In this report, we provide: Emerging workforce needs and payroll’s role in addressing them The increasing role of technology in modern payroll The importance of managed services in payroll management Approach to strategic payroll transformation
  • State of the Market

    March 21, 2025
    Multi-country Payroll (MCP) providers are essential partners for enterprises managing global payroll complexity. They go beyond traditional payroll management, offering tailored services to meet evolving business needs. By delivering integrated solutions, enterprises can centralize operations, standardize processes, and navigate international employment challenges. Amid economic uncertainties, enterprises prioritize cost optimization and operational agility. MCP providers respond with scalable solutions and flexible pricing models, ensuring alignment with organizational needs. As global conditions evolve, MCP providers remain pivotal by delivering compliant, cost-effective, and technology-driven solutions, cementing their role as essential partners in the rapidly evolving payroll ecosystem. In 2025, the payroll landscape is poised for significant transformation due to technology advances and changing business priorities. Enterprises are adopting automation, AI, and data analytics to optimize payroll functions. MCP providers have embraced this shift, integrating advanced technologies to enhance efficiency, accuracy, and compliance. These innovations streamline payroll processes and empower organizations with real-time insights for strategic decision-making. In this report, we analyze the MCP market, highlighting key trends and the transformative impact of next-generation technology elements on revolutionizing payroll. The report examines buyer adoption trends and providers’ investments in this domain. Scope All industries and geographies Service: MCP solutions Contents In this report, we examine: The MCP solutions market size, growth, and deal trends across geographies Investment themes MCP solution characteristics MCP solution provider landscape