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 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

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

With the talent demand-supply gap continuing to persist globally, providers and enterprises are increasingly leaning on alternate talent acquisition channels and models to address their resourcing needs. Impact sourcing has emerged as a strong and effective option in the global services segment and has become a model of choice for many leading service providers globally. Watch this webinar as our impact sourcing experts shed light on the successes and trends developing in the impact sourcing space. Participants got a view into the ecosystem of impact sourcing, how providers, buyers, industry bodies, governments, and NGOs are undertaking several of their own initiatives, and the results they are seeing. What questions did the webinar answer for the participants? How is the impact sourcing model continuously evolving the business case? What are service providers doing to enhance the adoption of this model? How are buyers responding to services delivered by impact workers? What are the emerging trends in impact sourcing and what is the outlook?

Persistent talent scarcity and evolving employee expectations are driving a change in organizations’ talent priorities. Organizations must embrace agile restructuring, workforce scalability, and talent retention to create a sustainable talent strategy capable of helping them navigate the peaks and troughs of business cycles during critical times. Employees are looking to future-proof their skill sets and are demanding more freedom to explore unconventional career paths. These business and mindset shifts fuel the emergence of internal talent mobility as a critical lever that can provide a host of benefits to all stakeholder groups. Without a thoughtful selection of a holistic internal mobility solution, organizations may not be able to realize its full potential, which can deliver long-term business benefits. In this viewpoint, we examine the importance and benefits of internal talent mobility and demonstrate how organizations can effectively drive wider adoption and cultural change through an integrated approach. Scope All industries and geographies Contents In this report, we examine: Key talent challenges that different stakeholders face The foundational elements and benefits of internal talent mobility Ways to maximize return through an integrated approach A step-by-step roadmap to implement an effective internal mobility program Membership(s) Recruitment Human Resources Contingent Workforce Management Contingent Staffing Employee Experience Management (EXM) Platforms Sourcing and Vendor Management

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

Today, organizations are actively assessing employee sentiment and gathering feedback. As technology advances, multiple listening posts emerge, providing organizations with the means to capture employee sentiment and gauge engagement. Listening to employees continuously is vital, especially as the war for talent is expected to persist. Employee Experience Management (EXM) platforms assist various enterprise stakeholders, such as senior leaders, HR business partners, and team managers, to measure employee experience and provide them with the tools to swiftly act upon data-generated insights. The Employee Experience Management (EXM) Platforms Provider Compendium 2023 is an add-on to Everest Group’s recently published Employee Experience Management PEAK Matrix® Assessment 2023 report. The compendium provides comprehensive and fact-based profiles of 21 EXM platform providers. Each profile provides an overview of the provider’s products, key clients and partnerships, and client portfolio across geographies, industries, and buyer sizes, along with product capabilities and key developments. The compendium will enable technology providers to benchmark their strengths against their competitors while EXM buyers will be able to assess the providers on their desired set of capabilities. Scope All industries and geographies The assessment is based on Everest Group’s annual RFI process for the calendar year 2023, interactions with leading EXM platform providers, client reference checks, and an ongoing analysis of the EXM platform market Contents In this report, we: EXM service capability and strategy – company overview, leadership, EXM functional capabilities across geographies, partnerships, key EXM-related developments, technology solutions, and the spread of EXM FTEs worldwide EXM client portfolio – total number of clients, major clients, and client split by geography, industry, and buyer size Detailed assessment of EXM capabilities – Everest Group’s assessment of provider performance on each of the PEAK Matrix delivery capabilities, along with key strengths and limitations Membership(s) Human Resources Sourcing and Vendor Management

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

The modern workplace is significantly changing with the rise of hybrid working structures, replacing traditional office-based setups. Organizations are recognizing the advantages of virtual operations, including cost savings, and are actively promoting this culture worldwide. As a result, it has become difficult for HR professionals and decision-makers to monitor employee engagement levels. Organizations’ ability to monitor employee experience and gather employee feedback has undergone substantial evolution. Employee Experience Management (EXM) platforms assist various enterprise stakeholders, such as senior leaders, HR business partners, and team managers, in measuring employee experience and providing them with the tools to swiftly act upon data-generated insights. In this report, we examine the dynamics of the EXM platform market. The report also evaluates 21 EXM platform providers on Everest Group’s EXM Platforms PEAK Matrix® and categorizes them as Leaders, Major Contenders, and Aspirants based on their capabilities and offerings. The research will help buyers select the right-fit provider for their needs, while providers will be able to benchmark themselves against their peers. Scope All industries and geographies The assessment is based on Everest Group’s annual RFI process for the calendar year 2023, interactions with leading EXM platform providers, client reference checks, and an ongoing analysis of the EXM platform market Contents In this report, we: Position 21 providers on Everest Group’s PEAK Matrix® for EXM platforms List providers’ key strengths and limitations Membership(s) Human Resources Sourcing and Vendor Management

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