Strategic mapping: making informed decisions based on real market data.

Candidate Market Analysis turns guesses into hard facts through targeted research on your key candidate pools.

From generic mapping
to specific analysis: when
data truly makes the difference

Making decisions based on guesswork leads to vague and fuzzy outcomes. What motivational drivers would push top talent to accept my offer? How much remote work needs to be on the table to stay competitive? Are diversity and sustainability really top priorities for my candidate pool? Generic answers just don’t cut it anymore: operational precision is key.

Our Candidate Market Analysis digs deep to deliver precise answers through specific questions directed at the exact candidate cluster you’re interested in. Always guided by the Engage&Hire method, the CMA turns mapping from a theoretical exercise into a strategic tool for confident decision-making.

Strategic awareness: from gut feeling to objective evidence

The CMA boosts your understanding of specific job roles, helping you craft truly coherent and winning job offers.

It provides objective evidence to share internally, allowing you to revisit hiring criteria that may be holding back recruitment processes and cutting through debates fueled by personal opinions.

Answers to Your Questions

Each analysis is tailored to your specific needs, gathering precise data on salary expectations, flexible working preferences, company perceptions, and motivational factors that truly influence candidates' decisions in your target sector.

The CMA is a tool that allows the HR department to bring real value to management by addressing recruitment challenges with data-driven solutions.

Understand talent. Win the best.

This is just a sneak peek
of our Mapping service

Interested in discovering the customizations we could tailor for you?

How do we build your
strategic mapping,
in practice?

Our team works through a structured process that transforms your strategic questions into concrete operational data.

Unlike generic market research, each CMA focuses exclusively on the profiles you care about, providing precise information to optimize your attraction and retention strategy.

We define the target cluster

We precisely identify the pool of candidates to interview based on seniority, sector, skills, and geographic area.

We design the questionnaire

We craft specific questions tailored to your strategic goals, avoiding vague generalities that add no operational value.

We conduct the interviews

We collect data through direct interviews with target profiles, ensuring quality and depth in responses.

We analyze and systematize

We turn responses into actionable quantitative insights for immediate decision-making.

We deliver the operational report

We provide a document with precise data, comparative analyses, and actionable recommendations.

An accurate snapshot: from strategic questions to concrete actions

The CMA offers a detailed snapshot of the candidate market you’re interested in, highlighting gaps between your expectations and the market reality.

Discover which aspects of your offer are truly attractive and which ones need fixing.

From data to action

The result is a map that goes beyond just numbers: every insight is turned into concrete steps to improve your company’s positioning and boost your chances of success in future searches.

With the snapshot in hand, you’ll be ready to define attraction strategies based on solid evidence, not just guesses.

An analysis that gives you precise data to base informed decisions on, cutting out the guesswork from Talent Acquisition.

Check out the brochure to learn more

Some examples of strategic insights
you’ll get

In the next slides, you’ll see examples of the information we’ll share with you in the Candidate Market Analysis. Each data point is customizable to address your specific questions and the characteristics of your target market.

Salary by seniority

"How many years of experience do you have in this role?" and "What is your gross annual salary (RAL)?"

We cross-reference the answers to these two questions to get a clear picture of the professional journey of the candidate in question.

Even those of us in the industry are sometimes surprised to see how each professional category values very different factors. These aren’t just personal preferences but key drivers that influence decision-making.

Salary by job role

"What are your responsibilities?" and "What is your gross annual salary (RAL)?"

By correlating candidates' salary situations with their job duties, we create an accurate overview of which responsibilities are seen as most important and therefore best paid by your competitors — meaning the other companies hunting for the same candidates as you.

Knowing exactly which responsibilities push the salary higher helps us craft a proper offer — and, crucially, avoid raising expectations that might later be dashed, saving everyone headaches down the line.

Current benefits

"What benefits do you receive from your company?"

Nowadays, benefits play an increasingly key role for both candidates and companies. While some perks are obvious, many others give us valuable insight into candidates’ overall work situation.

We’ve often nailed successful hires thanks to benefits. Understanding what your candidates expect and what could deliver that "wow" factor puts you a step ahead of other job offers.

Personal and company bonuses

"How significant is your personal and/or company bonus compared to your gross annual salary (RAL)?"

We complete the salary profile picture by gathering info about bonuses candidates receive. For some roles, bonuses are standard or nonexistent, while for others, the scene is all over the place — making this info a powerful tool.

Especially for senior profiles, a lot depends on the compensation package. It's not uncommon during negotiations to adjust the bonus to successfully close the hire.

Remote/smart working

"How likely are you to consider job offers that provide two days a week of smart working or remote working?"

Vital info about how much your candidates value the option to work from home, since there’s no established standard yet in companies and expectations might differ from what we think.

For some, it’s a perk; for others, an absolute must-have. Navigating the job market without a clear understanding of what candidates expect from a selection process is a surefire way to fail.

Reasons for rejecting offers

"Think back to the last times you turned down a job offer. Which factors weighed most heavily in your decision?"

Often it’s the total annual salary that sways decisions, sure, but not always. Knowing what drives your candidates to prefer one company over another is the key to everything.

This is just a sneak peek of our CMA. Interested in learning more about the service in detail?

Drop your email and phone number, and an expert will get in touch to give you deeper insights.

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