Rapidly aging population, persistent economic volatility, and rising personalization and digital transformation expectations are revolutionizing the North American annuities industry. Amid record-high annuity sales and regulatory momentum, enterprises are investing heavily in modernization, customer engagement, and strategic technology adoption to stay competitive. This report offers a comprehensive view of the evolving annuity market landscape through 2027, grounded in macroeconomic trends, product design shifts, and emerging digital capabilities. We explore how demographic forces such as Peak 65 and increased pension risk transfer activity are driving long-term growth while intensifying the need for innovation and scale. With increasing product complexities, the demand for modular platforms, data integration, AI-driven personalization, and embedded annuity solutions is rising. The convergence of annuities with retirement plans and wealth management platforms is blurring traditional boundaries, ushering in a new era of embedded, outcome-based offerings tailored to diverse personas. This report provides strategic insights into how carriers are modernizing their operations, digitizing distribution, and aligning IT investments with measurable business outcomes. It also highlights how private equity-backed players, advisory channels, and technology providers are reshaping the competitive landscape with flexible platforms and intelligent servicing models.

The retirement and pension industry is grappling with legacy systems, shifting demographics, regulatory complexities, and gaps between product offerings and participant behaviors. This Viewpoint analyzes how AI-driven solutions can revolutionize retirement planning by personalizing participant experiences, optimizing operations, and addressing persistent industry challenges. AI technologies, including generative AI and advanced large language models (LLMs), hold the potential to significantly enhance participant engagement and streamline operations across the value chain. By automating labor-intensive processes, personalizing investment strategies, and proactively addressing compliance requirements, AI can save the US retirement and pension industry approximately US$16-20 billion in operational costs. This study emphasizes practical approaches and key considerations to effectively and responsibly implement AI, ensuring enhanced transparency, ethicality, and regulatory alignment. Scope Industry: retirement and pension Geography: North America Contents In this Viewpoint, we examine: AI’s potential to close retirement readiness gaps and enhance participant engagement Legacy recordkeeping systems’ modernization through AI and cloud technologies Projected cost savings and efficiency gains from AI implementation across the retirement value chain Business case and RoI considerations for midsize retirement recordkeepers Strategic insights and recommendations for successful AI adoption, including overcoming transparency, bias, compliance, and data security challenges Memberships Insurance Information Technology Sourcing and Vendor Management

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

The US retirement industry is globally prominent but has progressed slowly in digitalization due to access limitations, inadequate participant savings , lack of holistic wellness experiences, and a volatile market environment. Legacy systems further complicate matters, causing fragmented data sources, reporting challenges, and inconsistent user experiences. Given these challenges, retirement firms must accelerate their digital transformation to improve participant and sponsor experiences. This paper highlights key areas within the retirement value chain where digital maturity sets leading enterprises apart, driving significant business outcomes. It also analyzes digital maturity across value chain elements and compares different recordkeeping models. In this viewpoint we emphasize that retirement enterprises must modernize their technology landscapes, integrate data and intelligence, and invest in modern architectures to become future-ready digital leaders. We developed a framework to assess the digital maturity of the top 12 US retirement firms across the value chain. Our evaluation focused on their investments in actuarial and regulatory reporting, new business management, recordkeeping, and customer service, and investment management. We also analyzed publicly available investments from the past two years in digital workflows, self-service tools, omnichannel portals, mobile applications, data, cloud readiness, and advisor-focused solutions. Furthermore, the Viewpoint examines third-party technology providers’ role in progressive modernization and how a retirement enterprise can augment them to obtain superior process outcomes. It also highlights the importance of progressive modernization and defines a roadmap for implementation. Scope Industry: retirement and pension Geography: North America Contents In this viewpoint, we: Identify challenges within the US retirement and pension industry Evaluate top US retirement service providers’ digital maturity using a specific framework Identify the differentiators for digitally mature firms Compare various recordkeeping models Emphasize the importance of progressive modernization and define a roadmap for implementation Underline the importance of third-party product ecosystems and provide enterprise use cases that leverage them Membership(s) Insurance Information Technology Sourcing and Vendor Management

In 2023, insurance companies improved profitability through rate hikes, better underwriting, higher investment returns, and reduced systemic risk. However, the industry faces a significant challenge: over the past two decades, nominal GDP growth has outpaced premium growth. To address this challenge, insurers must innovate to meet individuals’ personalized needs and position life insurance as a lifestyle product. The COVID-19 pandemic has increased consumer awareness of life insurance, leading to steady growth in the US Life and Annuities (L&A) industry, driven primarily by individual annuities. The traditional L&A model, which relies on third-party distributors such as independent advisors, brokers/dealers, and banks needs to address key growth drivers to capitalize on this trend. In this report, we analyze trends and outlooks in the L&A industry across various lines of business while exploring the emerging era of personalization, where life insurance is evolving into a lifestyle product. We examine how the industry can develop wellness products that integrate wealth management, retirement planning, healthcare, and insurance. We also discuss the role of leveraging third-party tech ecosystems, data platforms, and AI in this transformation. Additionally, we analyze trends in the global retirement and pension industry and the insurance IT services market, providing insights, growth outlook, and implications for providers. Scope Industry: Insurance Geography: global Contents In this report, we Analyze insurance IT services market trends, growth outlook, and global sourcing patterns, highlighting implications for providers Identify opportunities and risks insurers face in a challenging market environment Explore how third-party technology providers, data platforms, and AI contribute to developing holistic life insurance, wealth management, and retirement products Identify the trends in the retirement and pensions markets of North America, Australia, and UK&I, and explore upcoming IT modernization opportunities in these regions Membership(s) Insurance Information Technology Insurance Technology (InsurTech) Sourcing and Vendor Management

In today’s dynamic talent market, where competition is fierce, organizations must actively monitor key roles and skills, identifying both in-demand and emerging ones, allowing for strategic workforce planning. A higher demand may indicate more significant competition for talent or a higher probability of attrition in the near future. Thus, analyzing talent demand trends is vital for strategizing workforce requirements, predicting external competition, and understanding 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 2023 demand. Leveraging data from our Talent Genius™ tool, the report provides a comprehensive analysis of 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 within the IT services sector in India 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. Membership(s) This Market Report is available to All Memberships

The growing interest in sustainable and responsible business practices has propelled the widespread adoption of impact sourcing among enterprises and providers. Over time, the advantages of impact sourcing, such as accessing previously untapped talent pools, improving retention rates, and enhancing employer brands, have become increasingly apparent. Providers are actively investing in underserved regions, forging partnerships with local authorities, non-profit organizations, educational institutions, and talent acquisition agencies to create employment opportunities for individuals from disadvantaged communities. Additionally, governmental policies mandating employment, coupled with incentives and tax benefits, alongside the increasing recognition and adoption of Environmental, Social, and Governance (ESG) norms and the United Nations’ Sustainable Development Goals (SDGs), have encouraged businesses to enhance their workforce diversity. Enterprises are demonstrating a growing preference for providers that have implemented impact sourcing programs or other social initiatives. Most enterprises are satisfied with their impact sourcing engagements, covering various aspects such as domain expertise, service portfolio, delivery capabilities, talent, and commercial factors. Some enterprises are partnering with providers to leverage their expertise in developing their own impact sourcing programs, aiming to enhance inclusivity and diversity in their talent management practices. This report relies on primary and secondary data collection, including conversations with various market participants such as enterprise buyers, outsourcing providers, and impact sourcing specialists. The primary objective of this report is to inspire and enable enterprises and providers to incorporate impact sourcing and other inclusive talent management strategies within their organizations. Scope All industries with focus on impact sourcing talent strategy Geography: global Impact sourcing programs of both impact sourcing specialists and traditional providers This report is based on primary and secondary data collection, conversations with market participants (buyers, outsourcing 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 Talent management practices of impact sourcing across the hire-to-retire cycle Buyers’ take on impact sourcing and case studies highlighting some impact sourcing engagements The role of technology on the impact sourcing market and the future trajectory of impact sourcing programs Membership(s) Application Services Banking Business Process Banking Information Technology Catalyst™ Cloud and Infrastructure Services Contingent Staffing Contingent Workforce Management Customer Experience Management (CXM) Services, including Contact Center Outsourcing CX Excellence CXM Technology Cybersecurity Data & Analytics Digital Adoption Platforms (DAP) Digital Services Digital Workplace Employee Experience Management (EXM) Platforms Engineering Research and Development Engineering Services Enterprise Platform Services (EPS) Finance and Accounting Financial Services Technology (FinTech) GBS/SS Talent Excellence Healthcare Payer and Provider Business Process Healthcare Payer and Provider Information Technology Human Resources Insurance Technology (InsurTech) IT and Digital Transformation Life Sciences Business Process Life Sciences Information Technology Locations Insider™ Market Vista™ Marketing and Interactive Experience Sourcing and Vendor Management Procurement and Supply Chain Recruitment Retirements Technologies Software Product Engineering Services Sustainability Technology and Services Technology Skills and Talent

In today’s rapidly evolving talent market, where competition is intense, organizations must actively monitor key roles and skills, identify both in-demand and emerging skills, and then prioritize them according to market demand. A higher demand or an increasing demand may indicate more significant competition for talent or a higher probability of attrition in the near future. Thus, analyzing talent demand trends is vital for organizations to strategize their workforce requirements, predict external competition, and gain insights into the leading industries from which to acquire necessary talent. Everest Group’s half-yearly report presents monthly IT services talent demand trends across India, with insights into top industries, roles, and skills based on the demand in H1 2023. The report is based on data gathered from Talent GeniusTM, our cutting-edge talent and location intelligence tool. By providing a comprehensive analysis of the current talent market, the report equips organizations with the insights required to stay competitive, plan for future workforce needs, and make well-informed talent acquisition decisions. Scope Industry: IT services Geography: India Contents In this report, we analyze talent demand trends for the IT services function in India at a national level and present detailed profiles of 15 major Tier-1 and Tier-2 cities, including a comprehensive understanding of talent demand trends, top industries, roles, and skills. Membership(s) Available under all membership areas

In today’s rapidly evolving talent market, where competition is intense, organizations must keep a watchful eye on key roles and skills, identify both in-demand and emerging skills, and prioritize them based on market demand. A higher demand or increasing demand may signify a more significant competition for talent or a higher probability of attrition in the near future. Thus, analyzing talent demand trends is vital for organizations to plan their workforce requirements, anticipate external competition, and gain insights into the leading industries from which they can source the requisite talent. Everest Group’s half-yearly report presents monthly IT services talent demand trends across India, with insights into top industries, roles, and skills based on the demand in H2 2022. The report is based on data gathered from Talent Genius, our state-of-the-art talent and location intelligence tool. By providing a comprehensive analysis of the current talent market, the report equips organizations with the insights they need to stay competitive, plan for their future workforce needs, and make informed talent acquisition decisions. Scope Industry: IT services Geography: India Contents In this report, we analyze talent demand trends for the IT services function in India at a national level, along with detailed profiles of 15 major tier-1 and tier-2 cities, providing a comprehensive understanding of talent demand trends, top industries, roles, and skills. Membership(s) This Market Report is available to All Memberships

Sustainability has moved from the fringes to the center of strategic planning for CEOs worldwide. For this reason, we recently held a survey to learn how organizations are planning for sustainability in 2023 and uncover the top sustainability approaches and roadblocks. View this webinar where we delivered the survey results along with strategies and ESG best practices that incentivize and grow sustainability within the organization. Our speakers also introduced Everest Group’s emerging philosophy for sustainability, which helps organizations remain aware of current conversations, opportunities, competitive advantages, and strategic decision-making. Our speakers discussed: The newest trends for 2023 on sustainability Sustainability planning challenges and how to address them Our philosophy for sustainability and how organizations can embrace the business benefits and opportunities