TALANTIX
Talent Intelligence
A better search begins with a clearer view of the market. Talantix provides technical talent intelligence for companies planning engineering hires across the USA, Europe and Asia. Based in Sofia, Bulgaria, we help frame the questions about relevant talent, target employers and hiring locations before you commit to a search.
Make the hiring question specific
Start with the role and the work it needs to own. Useful market research connects that brief to relevant teams and employers, the experience you need and the locations your organization can hire in. We agree the research scope and intended output around the decision you are trying to make.
You may be comparing search geographies, defining an unfamiliar specialist role or deciding how broadly to map a leadership market. Each question calls for a different research brief. Clear boundaries make the resulting information easier to use.
Questions we can help explore
- Talent mapping: which teams and specialists have experience connected to the work in your brief?
- Relevant employers: where could similar technical responsibilities, products or systems experience be found?
- Hiring locations: which locations meet the working requirements your organization has defined?
- Search scope: which requirements are essential, and where could a broader background be relevant?
From a research brief to a usable view
- Define the decision. Agree what the research needs to inform, the role’s technical context and the boundaries of the assignment.
- Set the comparison. Identify the relevant locations, employers, role families or experience areas. Agree what will be researched and how findings should be presented.
- Map the market. Gather information relevant to the agreed scope and distinguish observed information from assumptions and questions requiring further validation.
- Discuss the implications. Review how the findings affect the brief, search geography and next steps with your hiring team.
Research describes the market within its agreed scope and observation period. A mapped specialist’s interest, availability and suitability require a direct conversation and assessment. Your organization retains responsibility for its hiring plan, budget, employment arrangements and selection decisions.
Comparing locations across the USA, Europe and Asia
Geography becomes useful when connected to your operating needs. We discuss the proposed hiring location, required presence, language, working hours and time zone overlap. Your organization’s ability to employ or engage people in a location is also part of the brief.
When you are ready to engage candidates, our technical recruitment service focuses on engineers and specialists. For a leadership mandate, explore technical executive search. The scope and commercial terms of any subsequent assignment are agreed separately.
Talent intelligence questions
How is talent mapping different from recruitment?
Talent mapping builds a view of relevant people, teams or employers within an agreed research scope. Recruitment takes a defined hiring brief into candidate engagement, assessment conversations and the selection process.
What information should we provide?
Describe the decision you need to make, the role, required experience, possible locations and working constraints. Share your current assumptions so we can agree which questions the research should address.
Can we begin with research before commissioning a search?
Yes. We can agree a research assignment first. Its scope and output are defined before work begins, and you decide how to use the findings in your hiring plan.