Plan with Live Labor Market Data, Not Last Quarter's Spreadsheet.
Strategic Workforce Planning
Live talent supply, cost, skills, and technology data by role and location. Show the profiles behind every number. Build plans your CFO can defend.
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Trusted by The World's Largest Enterprises
THE PLANNING GAP
Workforce Plans Built on GuessworkDon't Survive Market Shifts
Most enterprises plan workforce with outdated snapshots, which leaves skill gaps, cost inefficiencies, and missed opportunities.
70%
of the skills used in most jobs will change by 2030. A plan built on today's job titles is a plan for a workforce that won't exist.
69%
of recruiting functions set talent strategy without any labor market data.
50%
of enterprises will face irreversible skill shortages in critical roles by 2030.
Make data-backed headcount decisions with real-time labor market insights.
Supply & Cost Feasibility
See talent size, demand and growth for any role in any market, alongside base pay at the 25th, 50th and 75th percentile. Hiring difficulty and competitive intensity tell you whether the plan is feasible before Finance asks.
Internal Supply & Mobility
Feeder roles, exit destinations and the observed transitions between them, with volumes. Every adjacency is scored for feasibility, so redeployment plans rest on moves people actually make.
Hiring Competition
Know which companies hire the role, at what volume, and through which channels. Track inflow, outflow and net movement by company and geography to see where you will win talent and where you will lose it.
Forward Skill Demand
Every role is broken into workloads, tasks and skills, with rising and fading skills flagged and confidence-scored. Watch the technologies entering a function's stack before they show up in your requisitions.
The Draup Advantage
Plan on units of work, not job titles
- Roles mapped to function, then to workloads
- Workloads broken into tasks and skills
- Comparable across companies, whatever the title
Consistent detail wherever you plan
- 140+ countries, 33 industries
- Hourly and frontline roles included
- Coverage limits stated by region and role
Numbers that survive Finance
- Every figure traces to the profiles behind it
- Reported pay kept separate from modelled
- An as-of date on every view
Outcomes for SWP Leaders
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
How is Draup different from traditional workforce analytics tools?
Draup goes beyond dashboards with proprietary, verified labor-market data refreshed continuously, with explainable AI behind every number.
02
How fresh is the data?
Core signals such as supply, demand, movement and compensation refresh daily from 100,000+ sources. Slower government and regional feeds update on their own cycles, so we state an as-of date on every view.
03
Can Draup integrate with our HR systems?
Yes. Major HRIS, ATS, and planning tools via API, enriching your internal data with live market intelligence.
04
Can we get this data into our own environment?
Yes. APIs, scheduled feeds to your lake or warehouse (S3, ADLS, BigQuery, SFTP), and MCP for AI workflows.
05
What kind of ROI can we expect?
Clients typically see 30–40% faster planning cycles and 25% fewer skill mismatches.
06
Does Draup support both strategic and operational planning?
Yes. 3–5 year workforce design as well as quarterly operational planning.
07
Can Draup identify which roles will be impacted by AI?
At the skill and task level, yes: which tasks are changing, which skills are rising or fading. For full role redesign, see Etter.
08
How do you mitigate bias, and how is accuracy maintained?
Every source is licensed and verifiable, and all incoming data runs a structured QA and fairness pipeline: source normalization, deduplication, outlier detection, model calibration for uneven coverage, and human-in-the-loop audits on sensitive signals.
09
Can we benchmark against peer companies?
Yes. Benchmark workforce mix, cost, and skill intensity against named peer groups.
10
How long does deployment take?
Most enterprise clients go live within 4–6 weeks, including integrations and access setup.
11
Who typically uses Draup?
CHROs, Heads of Workforce Planning, Talent Strategy and Business HR, often alongside Finance and Transformation.
12
What does “Hiring Difficulty” mean?
A composite measure of how hard a role is to hire in a region. It incorporates talent availability relative to required skills, demand pressure from employers seeking the same profiles, market intensity based on inflow/outflow and movement velocity, and observed time-to-hire patterns. Higher difficulty indicates tighter markets and longer hiring cycles.
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