The Language of
Talent Intelligence

A model of how skills relate, not just a list of them.

An organized, shared vocabulary of skills.

Finding and engaging candidates before they apply.

The number of direct reports a manager has.

Analyzing management widths and levels for efficiency.

Aligning the multi-year workforce with business strategy.

Using data to identify successors for critical roles.

An employee whose output is amplified several-fold by AI.

Market insight applied to recruiting strategy.

How concentrated a skill or role is in a place or company.

Combining internal and external data to guide talent decisions.

Locating where skills and roles exist across the market.

How skilled workers move between companies and regions.

A defined group of candidates or employees to draw from.

The plan for attracting, developing, and retaining the workforce.

The balance between available workers and employer need.

Planning at the level of tasks rather than whole roles.

Reducing a role to its human-essential core as AI absorbs tasks.

The days between opening a role and a candidate accepting.

The full cost of employees and contingent workers combined.

How graduates flow from universities into the workforce.

Deepening capability within a worker's current role.

The share of positions unfilled at a point in time.

Workers engaged through third-party providers and service firms.

Skills confirmed by assessment or evidence, not self-report.

How fast pay for roles or skills rises in a market.

Testing how a plan changes under different assumptions.

Breaking jobs into tasks so work can be redistributed.

Analyzing workforce data to measure and predict outcomes.

Translating the workforce plan into financial terms.

A workforce spanning employees, contingent, partners, and agents.

Internal and market data combined into one workforce view.

Simulating how the workforce evolves under different decisions.

Forecasting workforce needs and aligning talent to meet them.

Grouping the workforce by shared traits to plan each.

A large-scale shift in workforce skills, structure, or makeup.

Rebuilding roles around the work that remains after automation.

The share of candidates advancing from one stage to the next.

Building the workforce plan from zero against strategy.