Strategic Workforce Planning
Design, reinforce, and future-proof your organization with real-time global talent intelligence.
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Workforce Plans Built on Guesswork Don’t Survive Market Shifts
Most enterprises plan workforce with outdated snapshots -leaving skill gaps, cost inefficiencies, and missed opportunities.
Outdated Insights
Talent supply, cost, and skill data change faster than annual plans can keep up, creating blind spots in hiring and capacity planning.
Reactive Decisions
Teams scramble to fill roles after attrition or growth spikes instead of predicting needs in advance.
Disconnected Planning
HR, Finance, and Business units operate on different datasets, making workforce strategies hard to align to P&L outcomes.
Hidden Workforce Potential
Internal talent with adjacent or emerging skills goes untapped, leading to costly external hiring and slower redeployment.
Turn Workforce Chaos into Decision Clarity
Draup for Talent uses proprietary labor-market intelligence to bring precision and agility to workforce design.
1
Real-Time Intelligence
Continuous data on talent supply, demand, cost, and skills to make planning dynamic and evidence-based.
2
Predictive Role Modeling
Forecast how roles and skill mixes will evolve, and design reskilling or hiring plans before gaps appear.
3
Integrated Scenario Planning
Align headcount, cost, and location strategies with business priorities using explainable AI-driven simulations.
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Talent Overview
Get a detailed view of the regional job market with insights into talent size, demand, growth trends, and hiring difficulty. Analyze wage benchmarks, skill maturity, and availability to identify where supply meets your capability needs.
Top Career Paths
Understand how professionals progress into and out of a given role to reveal feeder positions, common transitions, and future career trajectories. Use these insights to design internal mobility, upskilling, and retention strategies aligned with industry norms.
Talent Hotspots
Pinpoint geographic regions with the highest concentration of qualified professionals for your target roles. Evaluate cost, competition, and migration patterns to inform your location strategy and optimize workforce distribution.
Top Employers
Discover which companies dominate hiring for your target roles and functions. Benchmark talent acquisition strategies, sourcing channels, and employer brand positioning to better compete for scarce, high-value skills.
Compensation Range
Compare role-based compensation across percentiles, industries, and regions to align your salary bands with market realities. Stay competitive in your offers and drive higher acceptance rates with data-backed compensation insights.
Use Cases
Where Draup’s Workforce Planning Delivers the Edge
Global Talent Supply & Cost Benchmarking
Compare talent density and compensation across locations before expansion.
Role & Skill Forecasting
Anticipate which roles are emerging, transforming, or at risk of obsolescence.
AI-Driven Reskilling Strategy
Identify adjacent skills and design data-backed reskilling pathways.
Location Strategy Optimization
Pinpoint the best global hubs balancing cost, skill depth, and diversity.
Org Redesign & Scenario Planning
Model future org structures aligned with automation and AI transformation.
Outcomes for SWP Leaders
Draup gives you data-rich, insight-packed, actionable workforce plans.
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The Draup Advantage
Granular Search
Zero in on the perfect candidate with 30+ filters across
- Capabilities (Core Skills, Workloads)
- Experience (Years in Role, Past Companies)
- Diversity (Ethnicity, Gender, Veterans)
- Accomplishments (Patents, Publications)
Flexible Querying
Search your way,
from simple to complex
- Natural Language: “Find female data scientists in San Francisco”
- Complex Boolean: Build multi-layered queries with AND, OR, NOT
- Filter-Specific Search: Target exact fields for ultimate precision
- Skills & Adjacency Search: Go beyond titles. Search by core, adjacent, and emerging skills
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Candidate Insights
See the whole person,
not just the resume
- Verified talent profiles enriched with skills, experience, and academic/professional credentials.
- De-duplicated, ghost-free data enhanced with digital footprints like GitHub repos, publications, and patents.
- Actionable insights including project history and job-change likelihood for smarter hiring decisions.
Enterprises do extraordinary things with Draup
Real stories. Real Success.
Powered by unparalleled global labor & market data
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Impactful insights, delivered real-time
Access insights via APIs, custom feeds, or the Draup platform
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
- Low dev effort to feed existing workflows
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
- Overhead to build custom models
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
Analyst-Backed. Industry-Validated.
Frequently Asked Questions
How is Draup different from traditional workforce analytics tools?
Draup goes beyond dashboards - it uses proprietary, verified global labor-market data refreshed daily, coupled with explainable AI to drive actionable workforce decisions.
Can Draup integrate with our HR systems?
Yes. Draup integrates seamlessly with major HRIS, ATS, and planning tools via APIs, enriching your internal data with live market intelligence.
How often is Draup’s data updated?
Talent, cost, and demand data are refreshed daily from 70,000+ sources, ensuring your workforce plans reflect market reality.
What kind of ROI can we expect?
Clients typically achieve 30–40% faster planning cycles, 25% fewer skill mismatches, and significant cost savings from optimized hiring and redeployment.
Does Draup support both strategic and operational planning?
Yes. Draup powers long-range workforce design (3–5 years) as well as quarterly operational planning - from skill forecasts to location hiring and cost optimization.
Can Draup help identify which roles will be impacted by AI and automation?
Absolutely. Draup’s AI impact and skills evolution models highlight which tasks can be automated, which roles need redesign, and which skills to invest in next.
How does Draup ensure data accuracy and compliance?
All insights are derived from licensed, ethical, and verifiable sources — fully GDPR-compliant — with audit trails and confidence scores for every data point.
Can we benchmark against our competitors or peer companies?
Yes. Draup’s peer intelligence module lets you benchmark your workforce mix, costs, and skill intensity against named peer groups or industry leaders.
How long does it take to deploy Draup for Talent?
Most enterprise clients go live within 4–6 weeks, including integrations, access setup, and first-round workforce scenario modeling.
Who in the organization typically uses Draup?
CHROs, Heads of Workforce Planning, Talent Strategy, and Business HR teams - often in collaboration with Finance and Transformation leaders for joint decision-making.
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