Hire for Proven Skills and Real Experience, Not Just Titles.
Precision Hiring
Built for the roles generic hiring can't fill. Draup breaks every role into the workloads, tasks, skills and technologies it actually requires, then shows where that profile exists: by market, by feeder company, by campus.
By filling up this form, you agree to allow Draup to share this data with our affiliates, subsidiaries and third parties
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.
Trusted by The World's Largest Enterprises
THE NICHE-ROLE GAP
Generic Hiring Breaks on Niche Roles
Any TA platform can fill a standard requisition. The roles that stall are the ones with no settled title, a scarce skill mix, and every competitor bidding for the same few thousand people.
62%
wage premium for AI skills, up from 57% a year earlier. Price the skill wrong and the offer dies.
7x
more likely: entry-level AI-exposed roles now demand senior-level skills. The title tells you nothing about the requirement.
10x
larger talent pools when you hire on skills instead of titles and degrees. Most requisitions never see them.
Pinpoint hard-to-find skill sets and locate qualified talent instantly.
Skill Mix Definition
The core, adjacent and emerging skills a role requires, with the workloads and tasks each one serves. For a niche role the requirement is anchored in observable skills, not the label your competitors are also searching for.
Technology Requirements
The tools and platforms the role runs on, and which are rising for that function. For an emerging role, that is often the only stable definition there is.
Suggested Companies
Target feeders that produce the talent you need, by region and level. See which companies hire the role, at what volume, so you know where the profile is already being developed.
Market Map
Where the profile exists by metro, feeder company and campus, with supply depth and hiring difficulty for each. Decide where to open the requisition before you post it into an empty market.
Draup 360
Draup 360 is the verified profile layer behind every Draup insight: 1B+ professional profiles consolidated from public and licensed sources, de-duplicated, and enriched with skills, experience and digital footprints. The profile data calibrates the requirement: it shows what people actually doing this work hold, so the skill mix is grounded in observed practice rather than a template.
Consolidated & Cleaned Data
Profiles unify data from corporate sites, licensed databases, labor boards, and social platforms, de-duplicated and ghost-free.
Verified Skills & Experience
Skills and career history are validated against job descriptions, career trajectories, and employer context to remove noise and false claims.
Enriched Digital Footprints
Patents, academic publications, professional certifications, and project work integrated for a 360° skills view.
Contextual Role Intelligence
Mobility rates and compensation patterns for the role by market.
Explainable & Ethical AI
Every data point is bias-checked, lineage-traceable, and human-in-the-loop validated.
Why Draup Precision Hiring
Define the role before you post it
- Core, adjacent and emerging skills per workload and task
- The technologies the role runs on, and which are rising for that function
- Experience patterns observed in people already doing the work
Where the profile actually exists
- Supply depth and hiring difficulty by metro
- Feeder companies producing the profile, by region and level
- Campuses producing it, by degree and major
Benchmarks that match the requirement
- Compensation benchmarked by skill rather than title
- Percentile ranges by industry and region
- Reported values kept separate from modelled
Outcomes
6,100+
Locations
4M+
Career Paths
1.7M+
Peer Group Companies
28K+
Skills
3,500+
Roles
1B+
Professionals
55K+
Universities
1B+
Job Descriptions
200K+
Courses
180K+
Technology Solutions
1.6M+
Account Priorities
Labor Market Data Contextualized with Business Intelligence for Every Decision
Analyzing 1B+ data points daily from 100K+ sources
6,100+
Locations
4M+
Career Paths
1.7M+
Peer Group Companies
28K+
Skills
3,500+
Roles
1B+
Professionals
55K+
Universities
1B+
Job Descriptions
200K+
Courses
180K+
Technology Solutions
1.6M+
Account Priorities
Real Stories.
Real Success.
Real Success.Enterprises do extraordinary things with Draup
Draup’s Ecosystem feature significantly reduces our research time, allowing for quicker access to actionable talent insights. Now, with everything consolidated under one platform, it has drastically sped up our research that would otherwise take days.
Sam Fletcher
Former Head of Talent Intelligence
Etter is one of the most advanced, groundbreaking tools to help HR leaders quickly understand how to redesign
jobs to leverage AI.
Josh Bersin
Founder and CEO
Discovering the world of business talents worldwide. Supplies knowledge about global talent status and search trends.
Vincenzo Cozzolino
SVP Learning & People Development
Most business and HR leaders recognize the critical role of workforce planning in enabling business performance. Yet, organizations often struggle to execute it effectively. Draup is one of the most promising solutions for closing this gap - unlocking the power of agentic AI and labor market data for faster, more informed talent decisions that drive business results.
Brian Heger
Founder of Talent Edge Weekly
Draup's insights have helped us adjust our approach to recruitment and location selection, empowering our business leaders to make informed decisions. This has optimized our talent acquisition processes and opened up opportunities for making diverse hires in locations we had not previously considered.
Jennifer Basdekis
Staff Talent Intelligence Consultant
Success Stories
Real workforce decisions, made on live market data, with the outcomes to show for it.
Frequently Asked
Questions
01
Is Precision Hiring for all our hiring?
No. It is built for niche, emerging and hard-to-fill roles, the ones where titles are unsettled, skills are scarce, and every competitor is bidding for the same people. Standard requisitions do not need it.
02
What is skills-based hiring?
Defining roles by the workloads, tasks and skills the work requires, not by titles, degrees or keyword-matched resumes.
03
How does this improve our talent acquisition strategy?
The requirement is defined before the requisition opens: the real skill mix, the technologies the role runs on, where the profile exists, and what it costs. That precision cuts mis-scoped roles, unrealistic requirements, and postings opened in the wrong market.
04
Can it help with emerging roles like AI Engineer?
Yes. That is the core case. 4,347 professionals and 1,067 active postings for AI Engineer profiles across Bengaluru and NCR (as of August 2026), defined by skills rather than the dozens of titles in use.
05
How accurate are adjacent-skill matches?
Adjacencies come from millions of observed career transitions and co-occurrence in real job data, with confidence scoring, not keyword similarity.
06
How do you avoid bias?
By anchoring the requirement in skills and observable work rather than titles, credentials and pedigree. Every data point behind it is lineage-traceable and human-in-the-loop validated.
07
Does Draup source candidates?
No. Precision Hiring defines the role and shows where the profile exists: by market, feeder company and campus. It does not provide candidate discovery, ranked profiles or shortlists; your sourcing and ATS workflows stay as they are.
08
Can we keep our process?
Yes. Draup defines the requirement upstream; sourcing, assessment and ATS workflows are unchanged.
09
What data do you need to start?
Priority roles and target regions. Draup enriches from its own role, skill, technology, and market data.
10
Can we get this data into our own environment?
Yes. Skill mixes, technology requirements, market maps, and pay-by-skill benchmarks through APIs, scheduled feeds to your data lake or warehouse, and MCP for AI workflows.
.svg)
.svg)
