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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.
  • PEAK Matrix®

    June 09, 2025
    The global Recruitment Process Outsourcing (RPO) market in 2024 remained subdued amid ongoing macroeconomic uncertainty, creating a difficult operating environment for both enterprises and providers. RPO providers faced another year of muted demand for their services and stepped up by providing tailored and customized services to address the need for greater agility. They also invested in technology advances to support their clients in emerging needs for skills-based recruitment and generative AI. Consulting and value-added services gained utmost importance as buyers looked to their RPO providers to help them navigate the volatile environment through strategic workforce planning, upskilling/reskilling, skills advisory, and graduate and early careers hiring. In this report, we examine the RPO provider landscape and assess 31 providers featured in Everest Group’s Recruitment Process Outsourcing (RPO) PEAK Matrix® Assessment 2025 – Global. Additionally, the report provides an overview of the market and analyzes providers’ differentiation areas. The research will enable buyers to select the best-fit provider for their needs and empower providers to benchmark themselves against their peers. Scope All industries and geographies This report includes third-party RPO deals, excluding shared services or global business services This report examines over 6,700 multi-process RPO deals as of 2024, each involving a minimum of two recruitment processes Contents In this report, we: Examine the RPO providers’ landscape Position the providers on Everest Group’s PEAK Matrix® framework as Leaders, Major Contenders, and Aspirants Assess providers’ overall RPO capabilities across market adoption, portfolio mix, value delivered, scope of services offered, innovation and investments, delivery footprint, and vision and strategy
  • Provider Compendium

    April 21, 2025
    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
  • 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

  • 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.
  • Viewpoint

    March 11, 2025
    The global talent landscape is becoming increasingly complex due to rapid technology advances, evolving workforce expectations, and persistent skill shortages. The traditional Recruitment Process Outsourcing (RPO) model, which primarily focuses on transactional hiring support, is no longer sufficient to address these challenges. This Viewpoint explores RPO’s next generation, RPO 5.0, moving from traditional outsourcing to a more strategic, technology-driven, and intelligence-led orchestration model. RPO 5.0 introduces the AGILE framework, a holistic and adaptive approach to talent acquisition designed to enhance recruitment agility, intelligence, and scalability. This report provides HR and business leaders with actionable strategies to leverage AI, data-driven insights, and diverse talent ecosystems. By integrating these elements, organizations can future-proof their workforce, optimize hiring efficiency, and drive business growth. This Viewpoint offers practical guidance for talent leaders on transforming recruitment into a strategic enabler by operationalizing RPO 5.0 through the 4P approach – platform, people, process, and partnerships. It equips organizations with the tools to build a resilient, technology-enabled talent acquisition model, ensuring they stay competitive in a rapidly shifting labor market. Scope All industries and geographies Contents In this report, we examine: Recruitment value chain and RPO services’ evolution Factors driving the evolution of outsourcing toward orchestration RPO 5.0 and its value proposition Guiding principles to operationalize RPO 5.0 Memberships Recruitment Sourcing and Vendor Management
  • Viewpoint

    Jan. 29, 2025
    This breaking viewpoint provides Everest Group’s view on how AI infusion – integrating AI into existing enterprise workflows – will outpace full AI replacement in key industries. It explores AI's role in financial services, healthcare, and regulatory compliance, where real-time fraud detection, anomaly identification, and instant diagnostics are driving transformation. The viewpoint highlights the advantages of embedding AI within current systems to enhance efficiency, reduce latency, and optimize decision-making. It provides insights into market trends, enterprise adoption strategies, and the evolving regulatory landscape, helping businesses navigate AI-driven innovation while maintaining operational continuity. Membership(s) Available to all membership areas
  • Viewpoint

    Jan. 27, 2025
    The energy sector is undergoing a major transformation driven by technological advancements, regulatory pressures, and the shift toward renewable energy. This transformation is driving the demand for green and technology skills while creating challenges in sourcing and developing the right talent. The need for upskilling is critical, and strategies such as AI integration, global talent sourcing, and data-driven workforce planning are key to building a resilient workforce. These insights provide a roadmap for navigating the sector’s evolving landscape. Faced with talent shortages and skill gaps, energy and utility organizations are partnering with MSPs and RPO providers to attract top talent, strengthen employee value propositions, and harness market intelligence and emerging technologies to streamline talent acquisition. In this viewpoint, we explore ways energy and utility organizations can future-proof their talent acquisition and management strategies, taking a skill-first approach to thrive in an ever-evolving business landscape. Scope Industry: energy and utility Geography: global Contents In this report, we explore: Talent landscape’s evolution in the energy sector The need for focused skill-based talent programs in the energy sector Key challenges in implementing skill-based talent programs The future of energy sector The role of talent acquisition outsourcing providers to implement skill transformation Membership(s) Recruitment Contingent Staffing Contingent Workforce Management Sourcing and Vendor Management
  • Viewpoint

    Jan. 10, 2025
    The shift from traditional fixed employment models to more agile, hybrid approaches that blend permanent and contingent workers. While freelancers, or Independent Contractors (ICs), comprise the largest segment of the contingent workforce, managing this workforce category has unique challenges. Some Vendor Management Systems (VMS), Human Resource Information Systems (HRIS), and Employer of Record (EOR) platforms address specific aspects of freelancer management. However, they focus less on freelancer/IC management and often fail to deliver comprehensive solutions. Freelancer Engagement and Management Systems (FEMS) are transformative platforms that manage the entire freelancer lifecycle, including onboarding, performance tracking, compliance, and payment processing. Moreover, modern FEMS include robust sourcing capabilities and advanced freelancer/IC management capabilities. By adopting modern FEMS platforms, organizations can ensure compliance, enhance operational efficiency, and unlock innovation in a rapidly changing talent landscape. Scope  All industries and geographies Contents  In this report, we examine:  Key challenges in freelancer/IC management How FEMS streamlines freelancer/IC management FEMS platforms’ evolution FEMS in the CWM technology ecosystem Membership(s) Contingent Workforce Management Recruitment Sourcing and Vendor Management
  • State of the Market

    Dec. 27, 2024
    The impact sourcing ecosystem is rapidly expanding due to the growing interest in sustainable and socially responsible business practices. Enterprises and providers are increasingly incorporating diverse and underserved talent into their operations due to cost efficiency, access to specialized talent, and alignment with ESG and SDG objectives. Traditional providers dominate hiring volumes, while specialists see steady growth in revenue and headcount as they refine talent initiatives and partner with NGOs and educational institutions. Buyers recognize the dual value of cost benefits and corporate citizenship, advocating for more robust reporting and impact sourcing policies’ disclosure. In response, providers are investing in enhanced training programs, certifications, and technology upskilling, enabling impact workers to transition to more complex, higher-value roles. Despite generative AI’s disruptive potential concerns, agentic AI emerges as a promising tool to empower the impact workforce. Key market trends include the CXM industry’s increasing contribution to impact sourcing revenue, growing adoption of impact workers in MEA and APAC regions, and alignment with regulatory frameworks promoting fair labor practices. Governments support impact sourcing through incentives and regulations, while providers adopt inclusive hiring strategies and offer tailored employee support to complement workforce diversity and drive social impact. In this report, we explore macroeconomic drivers, buyer feedback, and generative AI’s influence on the impact sourcing space. Africa stands poised to lead the global impact sourcing growth, showing this approach’s transformative potential in fostering a purpose-driven and sustainable business landscape. The report aims to enable enterprises and providers to incorporate impact sourcing and other inclusive talent management strategies in their organizations. Scope Broad industry with a focus on impact sourcing talent strategy Geography: global Impact sourcing programs of both impact sourcing specialists and traditional service providers This report is based on primary and secondary data collection, conversations with market participants (buyers, outsourcing service providers, and impact sourcing specialists), and fact-based research Contents In this report, we analyze: The concept of impact sourcing and the comprehensive impact sourcing market landscape, including market size, trends, and talent portfolio Impact sourcing’s talent management practices across the hire-to-retire cycle Buyers’ take on impact sourcing Impact sourcing engagement case studies Technology’s role on the impact sourcing market and the future of impact sourcing programs Memberships This Market Report is available to All Memberships