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.

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

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

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

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

Following post-pandemic growth, the global Recruitment Process Outsourcing (RPO) market sharply declined in late 2022, driven by macroeconomic factors, geopolitical tensions, and industrial instability. This slowdown continued into 2024, prompting workforce strategy realignments. The recruitment industry is being reshaped by shifting buyer expectations, a growing focus on comprehensive talent management, and the rising prominence of skills-based hiring. To meet increasingly strategic business needs, RPO providers are enhancing their capabilities and offering specialized services such as consulting, employer branding, market intelligence, internal mobility, and skills-based hiring solutions. As buyer preferences evolve and RPO engagements become more complex, providers are refining their technology ecosystems, introducing cutting-edge solutions in AI, automation, generative AI, and advanced analytics. In this report, we track developments across the RPO industry in 2023 and also examine the regional market dynamics, adoption characteristics, uncertainties associated with 2024, outlook for 2025, and future industry trends. Scope This report draws insights from active RPO deals in 2023 – across geographies, industries, and job families – that meet the following criteria: All industries Geographies: global, North America, EMEA, and Asia Pacific Third-party RPO deals, excluding shared services or global business services (GBS) Over 6,400 multi-process RPO deals active as of 2023, each involving a minimum of two recruitment processes Contents In this report, we examine: RPO market dynamics RPO adoption characteristics Key investment areas to keep up with the market 2024’s market uncertainties and outlook for 2025 Membership(s) Recruitment 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

Recruitment Process Outsourcing (RPO) is gaining worldwide adoption, driving the demand for regional expertise and consistent delivery across geographies. Amid volatile market conditions in 2023, enterprises sought flexibility, adaptability, and scalability from their RPO providers. Regional domain expertise, augmented by technology and a consultative approach, was key to delivering maximum value. Recruitment Process Outsourcing (RPO) – Service Provider Compendium 2024 offers detailed and fact-based snapshots of 36 RPO service providers. Each profile offers a comprehensive view of the provider’s service offerings, scale of operations, recent developments and investments, technology solutions, major clients served, and delivery locations. This compendium will enable providers to benchmark their capabilities against their peers, while buyers will be able to assess the providers based on their specific capabilities. Scope Industry: RPO Geography: Global Contents In this report, we examine 36 RPO providers profiles and include the following: RPO services suite and scale of operations: leadership, services suite, RPO delivery, RPO technology FTEs, major clients, and recent investments and developments RPO portfolio: RPO hires by geography, job family, buyer industry, and buyer size RPO technology and value-added offerings: partnership and proprietary capabilities in RPO-related technology and value-added offerings Global RPO locations: details of key locations worldwide Membership(s) Recruitment Sourcing and Vendor Management

Maintaining a positive brand image is vital to attract and retain high-quality talent. In an era where specialized functional and behavioral skills are more essential than ever, attracting and retaining exceptional talent has become paramount for organizations. Talent is the key differentiating factor, and Global Business Services (GBS) and tech employers need a multipronged approach to build, maintain, and strengthen their employer brand perception in local markets.. Recognizing this need, we analyzed the success stories of the top GBS and tech employers identified in the third edition of our research, Top GBS Employers™ 2024 and Top Employers for Tech Talent™ 2024. This report presents a series of case studies showcasing these employers’ accomplishments. Leading global GBS and tech employers can leverage these insights and Everest Group’s talent performance framework to optimize their talent management strategies and build future-proof talent models.. Scope All industries Geographies: India, the Philippines, Poland, the UK, and the US This report is developed in collaboration with the GBS and tech organizations whose case studies are featured in the report. These organizations were identified as top employers in Everest Group’s Top GBS Employers™ 2024 and Top Employers for Tech Talent™ 2024 report Contents In this report, we examine: The key factors that distinguish the top GBS and tech employers in terms of brand perception The key initiatives, actions, and practices that create strong employee value propositions for these employers How these employers adjust to evolving employee needs How these employers can future-proof the employer brand perception Membership(s) GBS/SS Talent Excellence IT Talent Excellence

The COVID-19 pandemic and the ensuing phases in the market for talent – the Great Rehire, the Great Resignation, and the Great Reset – have compelled organizations to upgrade their hiring processes. Adding to this challenge is the significant talent supply gap in key labor markets, particularly for niche and in-demand skills. To address these challenges, organizations must adopt alternative talent acquisition and management strategies, leverage technology and data-driven decision-making, and develop agile solutions to meet changing demands. By embracing innovative talent practices, organizations can position themselves for growth in this competitive market. This report is the second in a two-part series on the smart trends and innovative talent practices emerging from this volatile business and talent period. (You can access the first report, which covers predictive workforce intelligence for data-driven decision-making, here.) In this report, we examine two additional emerging talent practices that organizations are adopting: agile talent acquisition practices for volatile conditions and removing barriers to the contingent workforce. Scope All industries and geographies Contents In this report, we: Examine key challenges that organizations face in the current talent environment Assess foundational elements and benefits of two agile and flexible Recruitment Process Solutions (RPO) solutions: Project RPO and low-tech tech-enabled hiring Analyze foundational elements and benefits of leveraging contingent workforce Suggest a roadmap to implement these solutions Membership(s) Recruitment Contingent Workforce Management Sourcing and Vendor Management