Leveraging People Analytics for Workforce Planning with Mariya Meshcheryakova

In this episode of Talent Draup, we dive deep into the ever-evolving world of workforce planning, talent intelligence, and people analytics with Mariya Meshcheryakova, People Analytics Leader at Equitable, and Tanya Early, VP of Sales at Draup. From the complexities of screening thousands of resumes to the nuances of AI-driven decision-making, Mariya offers expert insights drawn from over a decade in statistical people analytics and organizational behavior.

As remote and hybrid work models redefine traditional boundaries, she walks us through how organizations can rethink location strategies, evaluating when physical presence is mission-critical and when remote capabilities actually enhance productivity. By tapping into data-driven insights, Mariya explains how companies can identify untapped talent pools in non-traditional locations, avoid overpaying for niche skill sets in saturated markets, and decide when to buy, build, or borrow talent.

They discuss how workforce analytics can detect patterns in training availability, regional skill development, and talent cost to help HR leaders develop sustainable strategies for long-term growth. Mariya also addresses emerging trends in location analytics, especially the growing importance of real-time data processing, which translates massive datasets into actionable insights faster than ever.

The conversation further explores the transformative role of competitive intelligence - how analyzing hiring trends can reveal your competitors’ strategic pivots long before official announcements, and why this can be a powerful tool to separate hype from actual market movements. When discussing internal mobility and retention, Mariya underscores the dual currency in career growth: compensation and résumé value. She highlights how compensation benchmarking and evolving skills development strategies can ensure your employees remain competitive and motivated within your organization.

Mariya breaks down the best practices for using AI ethically, emphasizing that AI should never be deployed without human oversight. Whether it’s screening resumes or crafting job descriptions, she stresses the need for transparency, auditability, and bias monitoring to avoid serious pitfalls.

Mariya explains how these agents can screen candidates, reach out to talent, and even conduct first-pass interviews, helping recruiters focus their efforts and expand the candidate pool exponentially. With 5,000 resumes on the table, AI becomes not a replacement, but a powerful assistant that ensures every candidate is at least screened - something that’s humanly impossible at scale.

But the workforce transformation goes beyond recruitment. Mariya talks about how AI is changing jobs, not by replacing them outright, but by altering how tasks are completed. Professionals across industries can expect AI to supercharge their workflows, cutting down tasks that once took hours into minutes and driving productivity in entirely new ways.

A fascinating point of discussion is the generational differences in AI adoption. Mariya challenges assumptions about older professionals being slower to adopt, noting that one’s business function often plays a larger role in how quickly new tech is embraced. In tech-centric roles, constant change is normal, while more traditional sectors might resist disruption regardless of age. She highlights how familiarity and comfort with technology can significantly influence openness to AI tools.

She leaves us with a leadership principle that’s guided her journey: "Don’t judge a fish by how well it can ride a bicycle." It’s about recognizing and leveraging every individual's unique strengths rather than forcing conformity.

‍