Stop guessing where to build your workforce and start choosing with evidence
Location Intelligence
Explore talent depth, hiring momentum, cost curves, and skills availability across 5,800 plus cities so workforce planning teams can place roles, hubs, and teams with confidence.
By filling up this form, you agree to allow Draup to share this data with our affiliates, subsidiaries and third parties
Plan your next talent hub with data, not guesswork.
Choosing the wrong location can inflate operating and talent costs by 20–30% in the first 24 months
Shallow Talent Pools
Expansions stall when local markets don’t have enough qualified talent. Teams face long time-to-fill, rising wages, and increased reliance on niche recruiters.
Reactive Expansion Choices
Teams rush into locations after competitors arrive or costs spike, often too late. Without predictive signals, location choices become reactive instead of strategic.
Misaligned Global Footprints
Without a holistic view of skills, supply, and market maturity, companies end up over-investing in saturated hubs or under-leveraging emerging ones
Overlooked Emerging Talent Hubs
High-potential secondary and nearshore locations get ignored because they’re not on leadership’s radar. Companies miss out on deeper talent pools, cost advantages, and better long-term sustainability.
How Location Intelligence Can Help Strategic Workforce Planning
Draup fuses global labor market data, skills intelligence, and competitor hiring signals so you can evaluate and compare locations based on
Size of talent pools by role, function, and skill cluster.
.svg){kind=icon}
Who is hiring, how aggressively, and where you’ll face pressure.
Role-based compensation ranges by location, percentile, and industry
Maturity of emerging skills and adjacent skills for reskilling
Universities, early talent, and DEI potential
Location Intelligence
Find, Compare, and Build the Right Talent Hubs
Find the best markets for your critical roles with clarity
- Analyze talent hotspots to see where your target roles are most concentrated.
- Benchmark hiring difficulty, demand trends, and job-posting intensity by location.
- Stack-rank locations by supply, demand, and cost to align leadership around the best options.
Discover emerging hubs and hidden talent pools
- Surface upcoming markets before they become crowded.
- Identify regions with strong feeder roles and adjacent skills that can be reskilled into your target roles.
- Look beyond headline cities to find second-tier locations with healthy talent, lower cost, and better retention potential.
Optimize your global footprint with unified talent and cost intelligence
- Evaluate potential hubs, expansions, or consolidations using real-time talent, cost, and demand intelligence.
- Identify locations with sustainable skill pipelines and lower saturation or attrition risk.
- Equip HR, Finance, and Site Selection teams with a unified fact base to guide footprint decisions confidently.
How Leading Enterprises Use Draup’s Location Intelligence to Make Smarter Location Decisions
New Location & Hub Selection
Identify the best global or regional hubs for engineering, operations, shared services, or business teams by evaluating talent depth, cost structures, and competitor presence.
Workforce Expansion Planning
Accelerate ramp-up by finding markets with strong talent pipelines, scalable skills, and lower time-to-fill, reducing delays in launching new teams or products.
Nearshoring, Offshoring & Diversification
Compare alternative talent markets and emerging hubs to reduce operating costs, distribute risk, and strengthen business continuity.
Post-Merger Location Rationalization
Consolidate overlapping sites, benchmark new markets, and redesign footprints based on talent availability, cost synergies, and long-term sustainability.
.svg)
DEI-Driven Location Strategy
Track where talent comes from and where it’s going to act before attrition or poaching spikes.
.svg)
University & Early-Talent Market Selection
Find the right academic ecosystems to support future workforce needs, skill pipelines, and early-career hiring strategies.
Outcomes
1
Lower Operating Costs by 20–30%
Identify markets with favorable wage trends, deeper talent pools, and lower competition, thereby preventing costly misallocations and improving long-term ROI on hub investments.
2
Reduce Location Risk & Improve Portfolio Resilience
Choose geographies with sustainable skill pipelines and predictable cost trajectories, strengthening operational stability and reducing exposure to volatile markets
3
Faster, More Confident Investment Decisions
Provide Finance and Site Selection teams with validated, real-time data to accelerate approvals, eliminate debate, and build business cases with measurable impact.
4
Optimize Global Footprints for Scale
Ensure your network of hubs supports long-term capability growth, reduces saturation risk, and aligns with projected workforce needs.
5
Improve Hiring Velocity & Ramp-Up Efficiency
Move into markets where supply can support projected headcount, improving time-to-fill and ensuring teams can ramp productivity on schedule.
6
Unified Insights Across Leadership, Finance & HR
Give cross-functional teams a common, data-backed view of talent, cost, and risk, leading to aligned decisions and reduced cycles in location strategy planning.
Seamless Intelligence with Draup People Analytics
Access insights via API, custom data feeds, the Draup platform or using MCP
APIs & Integrations
Best for
Embedding live insights in workflows without storing data
- Native integrations with 33+ HCM, HRIS, ATS and more, like Workday, SAP Successfactors, etc.
- Real-time access to critical data
- Enhanced security and data Integrity
- Efficient API performance with flexible limits
Custom Data Feed
Best for
Analytics at scale & joining Draup with internal data
- Highly customizable feeds for workflow needs
- Scheduled pushes to data lakes/warehouses (S3, ADLS, BigQuery, SFTP)
- Scalable use cases with the data
- Integrates with internal data assets for co-pilots/agents
Draup Platform
Best for
Fastest time-to-value,
no build required
- Ready-to-use UI with 200+ productized use cases & workflows
- Leverage visualizations & workflows to drive seller action with no overhead
- Enterprise controls: SSO, RBAC, governance
- Integrates UI & functionality into CRM apps
Model Context Protocol
Best for
Real-time Al workflows & LLM applications
- Native integration with Claude, OpenAl, and MCP-compatible Al tools
- Zero ETL, models query live data without pipelines or reindexing
- Governed access with token-based scopes, Pll masking, and audit trails
- Grounded, real-time data prevents LLMs from generating outdated or inaccurate insight
Enterprises do extraordinary things with Draup
Real stories. Real Success.
Powered by unparalleled global labor & market data
.svg){kind=small}
.svg)
.svg)
.svg)
Analyst-Backed. Industry-Validated.
Frequently Asked Questions
How is Draup different from traditional location or workforce analytics tools?
Traditional tools rely heavily on static reports or limited public data. Draup combines proprietary, verified global labor-market data with AI-driven skills and location intelligence refreshed daily. You don’t just get dashboards, you get decision-ready insights on where to build, scale, or consolidate your workforce.
What types of roles and locations does Draup support?
Draup covers 3,200+ roles, 19,000+ skills, and 5,800+ locations across 33 industries, spanning established hubs and emerging markets. This breadth lets you run consistent analyses across multiple geographies and business units.
How often is the data updated?
Draup’s models draw from 100+ labor databases and millions of job descriptions, resumes, and market signals. Talent, cost, and demand data are refreshed continuously so your location decisions reflect current market reality.
Can Draup integrate with our existing HR and planning tools?
Yes. Draup offers APIs, custom data feeds, MCP integration and native integrations with major HRIS, ATS, and planning systems, so your teams can access location and talent intelligence in the tools they already use.
Can Draup integrate with our existing HR and planning tools?
A: Strategic Workforce Planning teams, Talent Acquisition, HR leadership, Corporate Strategy, Finance, and other teams all rely on Draup to align on where to hire, build hubs, and scale capabilities.
.svg)
.svg)
