About+DRAUP+for+Talent_compressed

About Draup Draup: An AI Driven Talent Pipeline Mining & Planning Platform January 2019 Companies are facing key challenges with respect to workforce transformation Organizational Priorities and Challenges (across industries) • Over 80% of the Job Roles that will be filled over the next decade not exist yet • Companies have a very limited understanding of employees’ skills inventory and upskilling potential • Companies fear the entry of technology giants such as Google, Microsoft, Amazon without understanding the specific portfolio of their work • CIO organizations as a whole, its reporting structure, and the portfolio it owns are key priorities • Technology is highly impacting risk management teams Physical, Cyber, Customer, Data, Financial and all other forms of risk are a key priority • Aligning internal roles to the ever changing external job roles is emerging as a key challenge • Companies have a large location footprint due to globalization, but locations aren’t leveraged optimally • Training programs are not tied to career outcomes As a result, companies report less than 20% uptake of the offered training programs • University relationships have not often progressed beyond recruiting interns • Mapping personas and building a brand to attract Digital talent pool is becoming extremely critical • The taxonomies of key technology areas such as Cloud, AI, Cybersecurity are rapidly changing (for example, we have mapped 26 job roles on cloud) By nurturing, developing and attracting the right talent, HR can now impact the top line as AI driven companies disrupt industries 2 Executive Summary Ø In today’s competitive environment, companies are making major shifts in business strategy and are looking for tools to help them visualize the potential impact of shifts over time in the areas of: Talent Availability Talent Competitors Global talent pool trending including availability of talent in certain markets to fill mission critical roles Broad and deep understanding of how peers and near peers are performing and competing for talent Emerging Talent Forward looking view into emerging jobs or capabilities & how they may impact your workforce strategy Talent Pipelines High Cost/ Low Cost Talent Locations Diverse talent pipeline across critical job families and locations Global location and ecosystem analysis Location Strategy & Planning Ability to source critical talent and develop talent pipeline strategies in key talent markets, globally Ø Zinnov’s products and service offerings provide a significant advantage to its customers through: • unlimited access to the capabilities built into Draup – an AI- enabled platform mining the most comprehensive, publicly available data sets across the globe • their team of researchers, consultants and machine learning scientists who will optimize the what and how of Draup’s capabilities 3 Enabling Business & HR Leaders to Answer Critical Talent Capabilities Questions Using Data and Science Enabling Informed Workforce Strategy and Executable Talent Planning Workforce Supply & Demand Planning Emerging Talent Markets Talent Patterns and Competitive Trend Analyses • Understand talent demand and availability of job roles by job families or defined skillsets • Supply-Demand analysis and gap estimation for any job roles, job families or defined skillsets • Evaluate and compare current salary costs and growth rates across global locations by job roles • Identify emerging skillsets where the talent with emerging skillsets are located • Understand best practices for organization and job role structure for emerging functions • Understand talent patterns and trends based on your company’s “mission critical” roles • Global location simulation for understanding the direct and total talent costs across locations for any job roles, job families or defined skillsets • Talent peers analysis including strategic intent analysis, technology tools adoption, globalization footprint and hiring patterns • Detailed diversity trend analytics-driven dashboard organized by locations, job families, roles and skills Strengthening and Augmenting Recruiting Capabilities Talent Identification Talent Sourcing Talent Pipeline Trend Analysis • Discover best fit candidates based on location, job roles, skillsets, defined “hiring fit” criteria • Identify and pursue the right candidates that are the most likely to join your company • Identify best fit profiles based on personality essence and psychographic analysis • Understand detailed characteristics of potential hires including job progression, stack capabilities, tenure type • Millennial hire mining characteristics, including analysis of signals and attributes from social media • Learn the best method to engage potential hires based on engagement guidance derived from psychographic and interest analysis • Ability to mine and generate “movers and shakers” analyses based on your company’s unique criteria • Visibility into metrics to build business cases – including data points like cost components, talent pool availability, and probability to join Source : DRAUP 4 Enhancing and Enabling Workforce Strategy & Transformation Location Intelligence Peer Intelligence Smarter Sourcing & Recruiting Consulting On Demand View 40+ attributes for any Location and Job role View 2,500+ attributes that provide multi-dimensional analysis of peer companies View 50+ attributes detailing hiring resume for Mn+ Profiles Strategic Decision Support & Access to Syndicated Reports (BrainDesk) • • • • Location Analysis • Talent Insights for Job roles • Talent Insights and Trends around Emerging Technologies • Talent and HR trends and Thought Leadership • Peer group macro organization structure analysis • Peer Global Micro hub Analysis • Career Progression Analysis • Innovation in community colleges and smaller universities • Startup Analysis • Executive Leadership Analysis • • • • Talent Pool ─ Employed Talent Pool and Growth Forecast ─ Talent Demand and Forecast Cost & Salaries ─ Fully Loaded FTE Cost ─ Average Salary for any Role and Location Hiring Metrics • Competitive Intensity Talent Insights • Top Skills and Tools Experience • Major Certifications • Gender and Ethnic Diversity Talent Supply • University Talent Pool • University Curriculum and Ratings • • • • • • • Global Workforce ─ Globalization Footprint ─ Hiring Patterns – Top Skills, Roles and Locations ─ In Demand Job Roles Mapping ─ In Demand Skills Mapping Business and Financial Performance ─ Subsidiaries, Business Units & Products ─ Strategic Intent Analysis ─ Financial Performance View of Technology Stacks Outsourcing Partnerships Partnerships and Investments Recent Events and News (Signals) Executive Job Movements Partnerships • • • • • Professional Bio ─ Detailed Professional Experience ─ Education Background Interests ─ Personal Interests and Insights ─ Influencers Psychographics ─ Psychographic Analysis to Predict the Right Fit ─ Communication and Engagement Guidelines Professional Social Profiles – including LinkedIn, GitHub, Stack Overflow, Dribble, Stat Exchange Derived Metrics to predict the potential to Hire based on: ─ Relocation Propensity ─ Probability of Promotion ─ New/Emerging Capability Skills and Tools Experience Enabling Talent Management teams with a comprehensive integrated view of the global talent ecosystem Source : DRAUP 5 Draup has the ability to analyze deep characteristics of all emerging technology stacks Characteristics of Cloud Talent Talent Hotpots ~70% Talent Concentrated in Top 15 Locations Top Talent Regions DENVER AREA IT Services Hotspot Helena Fargo Major Employers: CSG International, TTEC IT Services Industry Employs ~40% of Talent Pool SEATTLE AREA Tech Giants Microsoft, Amazon and Expedia have 12 R&D centres primarily HQs Major Employers: Fiserv, Allscripts, BestBuy, Strattec Security BOSTON AREA Healthcare Hub Major Employers: GE Healthcare, Boston Scientific, Akamai Technologies Rapid City Boise Nashua Milwaukee Chicago Boston New York City Pittsburgh Connecticut Princeton Brooklyn ColumbusPhiladelphia New Jersey Cincinnati Herndon Baltimore Alexandria Louisville Washington D.C Lincoln Software & Internet Industry Employs ~35% of Talent Pool Telecommunications, Banking & Financial Services Industries each employs ~5% Talent Pool EAST CENTRAL AREA Software Hotspot Provo Boulder Colorado Springs San Francisco Sunnyvale San Mateo San Jose Mountain Orange County View Irvine San Diego WEST COAST REGION Cloud Focus Companies Major Employers: Google, Oracle, VMware, Salesforce.com, Facebook Denver Oklahoma City Tempe Tucson Richardson San Antonio Houston TEXAS AREA Energy & Utilities, Telecom Hotspot Major Employers: Exxon Mobil, Halliburton, AT&T Charlotte EAST COAST REGION Software & BFSI Hub Durham Major Employers: IBM, Verizon, Citigroup, American Express Birmingham Tampa/St Petersburg ATLANTA AREA Telecom Hotspot Major Employers: NCR Corporation, COX Communications Florida SOUTHERN COSAT REGION Emerging Software Hotspot Major Employers: Amadeus, Ultimate Software Group, ADP Note: DRAUP’s Talent Simulation Module: The locations mentioned above are major locations with relevant Cloud Engineer talent and are based on presence of global as well as local Software, Information Technology, Internet and Research companies Installed Talents in IBM & Accenture are included under IT Services 6 Career Progression Analytics: A number of Success Stories of Professionals with nontech background transitioning into AI/ML through micro certifications Surya Prakash Manpur Hilary Dotson Data Scientist @ RealPage, Inc Education: (B.Tech.) Electronics and Communications Engineering Data Scientist at Centre For Human Capital Innovation (CHCI) Education: Ph.D in Sociology Teaching Associate in Sociology Quality Assurance Analyst - III Certificate Program in Exploratory Data Analysis, R-Programming and Data Science Data Scientist Data Science - Analytics at Gemini.com Education: Bachelor’s Degree in Business Administration Machine Learning at Apple Education: Master of Engineering (M.Eng.) in Medical Engineering Research Assistant in Biomedical Engineering Regulatory Compliance Investigator Post Graduate Fellow at Insight Data Science Data Scientist Note : The above information is based on data provided by the DRAUP Proprietary Database Data Science Fellow at Insight Data Science + Certification course on statistics and programming Data Scientist Sarah Kefayati David K Sebastien Dery CTO & co-founder at Stealth Education: Ph.D in Materials Science & Engineering Researcher in Polymer Science Certificate Program in Big Data Analytics and Optimization (CPEE) Data Science, Big Data Analytics Data Scientist Nicole H Romano Certificate Program in Python Programming, Data Visualization, SQL and Database Data Scientist Data Science Fellow at Insight Data Science Education: Ph.D in Medical Physics Postdoctoral Researcher in Radiology Data Science Fellow at Insight Data Science Data Scientist 7 A platform about potentials and possibilities: Successful Transition to Data Scientist/Big Data Analyst role from various traditional roles Sample Profiles Rodrigo Domingos Business Intelligence Specialist, Travelers Past Experience Transformation - Certification/Programmes • Business Intelligence Analyst (2015) • Developer VBA (2011) • Account Specialist (2010) • Offset Printer Operator (2008) Workload Characteristics Khushbo Makhija Data Analyst, Edelweiss Tokyo Life Insurance Kwasi Opoku Team Lead Big Data, MetLife • Claim Business Analyst (2015) • Claim Processor (2013) • Content Analyst (2013) • Business Analyst (2014) • Credit Underwriter (2013) • Loan Specialist (2011) • Creative Applications of Deep Learning with TensorFlow • Neural Networks for Machine Learning • Deep Learning A-Z: Hands On Artificial Neural Networks • PG diploma in Management(PGDM), Analytics and Marketing • SAS Enterprise Minor Certification • AWS Certified Developer Certification • Cloudera Certified Associate (CCA) Spark and Hadoop Developer New Age Roles Data Scientist Creating Machine Learning models to increase the competitive advantage of the company Working on the Information management, data architecture, dashboard development for Brazilian and United States Data Analyst, Insurance Policies Performed exploratory data analysis and identified key factors, reasons and trends in surrender policies in R and Tableau Team Lead, Big Data Analytics Skilled in Hadoop ecosystem technology stack , Strategic Planning, in depth knowledge in big data and BI tools 8 Enable untapped talent pool: ~12.8 million working mothers have taken career breaks of 2+ years during their professional life cycle 2018 -US – Mothers - Career Break 82% 24% oighs ~12.8 Mn Women who are economically inactive (0-2 yrs) Women who not return to labor force Women who started looking for jobs Women who returned to work after career break 60% Jobs not based on their skill set 63% 76% Part Time 40% Full Time Jobs based on their skill set 18% 40% 30% Women who are content working part time Note: The represented data is analyzed from DRAUP’s Proprietary Talent Module as well as primary interviews from industry stakeholders 60% Jobs based on their skill set Women who would like to work full time Jobs not based on their skill set 70% 37% 9 Unique job roles : Primary Skills and job roles were shortlisted and analysed within Big Data & Data Science engineering Unique Roles Analyst - Data Management Data Architect Big Data / Hadoop Administrator Titles Database Analyst, Data Management Analyst, Database Developer, Database Administrator Data Architect, Tech Lead Data Platform, Tech Lead Data Modelling Technical or Conceptual Skills database architecture, relational databases, data cleaning, data manipulation, tableau, power bi, excel apache, azure, distribute systems, flume, google cloud, gradle, integrations, java j2ee, Data Warehouse Engineer Description Maintains and manages the database; Responsible for performing quality checks on datasets; Ensures correct data schema and syntax; Filters and cleans data" Designs and implementing the technical architecture; Defines and designs data systems, services and technology solutions; Implements and administers data infrastructure Hadoop Administrator, Data Administrator, Big Data DevOps Engineer, Hadoop Platform Engineer hadoop, flume, YARN, mongodb, dynamodb, mapreduce, devops, hbase, hdfs, AWS Supports the Hadoop infrastructure and ensures availability; Responsible for node-cluster configuration, deployment and capacity planning; Monitors and maintains clusters and tunes performance; Responsible for administering YARN and providing support for running and monitoring MapReduce jobs Data Engineer, Data Warehouse Engineer, Data Warehousing Specialist, Data Developer, Hadoop Developer, Spark Developer, Hadoop Engineer, Spark Engineer, Scala Engineer, Scala Developer hbase, amazon web service, kafka, spark, cassandra, dynamodb, flume, gradle, graph, hadoop, jmeter, json Creates data pipelines to move and transform data; Responsible for performing transformations to aggregate disparate data volumes into data lakes; Manages data from different sources; Provides support, maintenance, monitoring and troubleshooting for data warehouse processes Database Engineering Skill Definitions Note : DRAUP’s proprietary talent module was used to analyse jobs by job roles and skill type 10 10 Career Progression Analytics: DRAUP analysed 24K AI/ML professionals, ~15% of the employed talent has leveraged micro certification courses to enter into AI/ML space Category ~85% profiles Engineering Past Role Business/Data Analyst Software Development Executive QA Analyst/Software Testing Engineer IT Admin Data Warehouse Engineer/Database administrator Algorithms Developer/Engineer Web/Java Developer 2-3 years 1-2 years 2-3 years 6-7 years 3-4 years 1-2 years 2-3 years Statistician Operations Engineer Research Assistant 1-2 years 1-2 years 1-2 years Econometrician Behavioural Science Researcher Social Science Researcher Statistics Teaching Assistant 2-3 years 3-4 years 3-4 years 4-5 years Social Scientist Law and Human Rights Researcher 3-4 years 3-4 years 3-4 years Attorney at law Business Law Attorney Legal Economist 4-5 years 4-5 years 4-5 years ~15% profiles Research Government Administration Average Time for transition Research Assistant: Cultural Social Science Judiciary Note : The above information is based on data provided by the DRAUP Proprietary Database Current Role Data Scientist 28 28 Microhubs is the next generation location strategy where emerging locations with small teams can be leveraged DRAUP’s AI/ML Talent projections for 2025 estimates emergence of 80 Hotspots, supply is expected to grow to be around 220K across US is estimated to be around 220K, 60% of which is installed in top major cities The Demand for AI/ML talent will reach 2.1M by 2025 Seattle Pullman Portland Boise Eugene Ames, Iowa Boston Chicago San Jose Santa clara Orange County San Diego Hotbeds 2018 Source: Burlington Hartford Lowell New York Iowa city Newark Williamsburg Kansas City Indianapolis Boulder Baltimore Newark, Delaware Denver Fairfax Washington DC Cincinnati Colorado Lawrence St Louis Richmond Springs Rolla Norfolk Greenville Knoxville Raleigh Durham Fayetteville Charlotte Clemson Dallas Phoenix Atlanta Columbia Mansfield New Orleans Las Cruces San Antonio Houston Tampa St Petersburg Lincoln San Francisco Skilled Talent: AI/ML talent installed Hotbeds 2025 Zinnov Global Machine Learning talent forecasting modeler Zinnov analysis of university programs, fresh ML graduates, digital initiatives of Government and Enterprises, Startups Generic Data Science Talent pool not considered as there is noise in the data University Supply: DRAUP’s Talent module analysed university curriculums introduced in AI/ML areas of over 2K large and small universities and Community colleges across the Tier1/2/3 cities and estimates the rise in supply for AI/ML talent across these 80 cities Talent Migration Drivers: Higher real estate cost in top east coast locations, Less regulation in the Southern states, Rewiring of the Automotive Industry are major reasons driving the movement of Talent across southern and western cities 29 29 Talent Cohorts Analysis: An overall talent pool study must consider peer level study to calibrate similar talent 22K AI/ML Professionals in Bangalore Machine Learning Computer Vision Natural Language Processing Data Scientist Data Architect Top Employers Microsoft, SAP, IBM, Adobe, Oracle, Intuit, Vmware Computer Software Accenture, Wipro, TCS, Cognizant, Infosys, KPIT Information Technology (Services) Flipkart, Amazon, LinkedIn, OLA, Uber, Google Internet IQVIA, UHG, GE Healthcare, Philips Healthcare Healthcare/Biotechnology BFSI Goldman Sachs, JP Morgan Chase, Wells Fargo, HSBC, Citi, Morgan Stanley Automotive Mercedes Benz R&D, Bosch, Continental, Ford, Volvo Ericsson, Nokia, Cisco, British Telecom, Mahindra Comviva, Vodafone Telecommunication Intel, Texas Instruments, Qualcomm, Applied Materials, NVIDIA, Honeywell, AMD Electronics/Semiconductor Fractal Analytics, Mu Sigma, Impact Analytics, GE Global Research, Shell, GE Aviation, Boeing Others 3,000 LEGEND 3,500 7,000 5,000 3,500 Cell Colour Concentration of Role in the Industry 40% Note : DRAUP’s proprietary talent module was used to analyse technology talent across different Industries The Talent count is inclusive on Applied Scientist counts in each of the domains 30 30 Recruiter Productivity is impacted due to relying only on key word search in existing profile platforms DRAUP provides a single platform to analyze data for talent within and outside of organization Recruiting Tools Recruiter Tasks Applicant Tracking Systems • Bullhorn • Taleo Recruitment CRM • Smashfly • Yello How DRAUP can help Workforce Planning Updating distributed tracking Systems and maintaining an employer brand • Draup provides an overview of Talent Supply & Demand snapshot and personalized hiring difficulty/costs of hiring for a given role in a given location • Analyze the demographics, diversity, and education background of potential recruits across job roles and locations Full-stack View Skills Mapping • Hirvue Learning Management Systems • Litmos LMS • Talent LMS Crawling Resumes and identifying relevant/missing Skillsets Hirvue Hundred5 HackerRank Pymetrics Quodeit Draup can provide a 360o view of the skillsets required for each Job Role • Draup generates Skills Maps that help workforce planners to understand the key strengths and capabilities of both external and internal workforce Soft-skills and Cultural Fit Pre-Hire Assessment • • • • • • Interacting with potential candidates, conducing pre-hire assessments etc • Draup provides qualitative indicators and a psychographic profile of each candidate that fits the search criteria • Example:- Employee Type Tags, Personality Inference, Working Style and Influencers 31 31 Catchment Area Analytics: US- Core 5G talent landscape: ~12,000 5G engineers; ~60% of the talent is concentrated at Six 5G catchment areas T-Mobile Century Link ~12,000 AT&T SEATTLE Syracuse University Comcast Corporation Sprint Verizon AT&T Dish Network University of California, LA University of Nebraska-Lincoln University of DenverColorado Boulder LAS VEGAS Vanderbilt University Cox Communications Verizon PHOENIX Catchment Areas MATURE 5G TALENT HOTSPOTS Potential 5G Markets 5G Major Telecom Network Provider presence ) AT&T Verizon University of Texas University of Texas At Dallas CHARLOTTE ATLANTA Bay Area 2k+ Talent 33% New York Area 1.4k+ Talent 22% WACO 20% San Diego Area CenturyLink University of Florida NEW ORLEANS HOUSTON Top universities for 5G talent supply Note : DRAUP’s proprietary talent module was used to analyse jobs by job roles and skill type across locations 1.3k+ Talent AT&T DALLAS Texas A&M University AT&T NEW YORK Charter Communications Total 5G R&D Talent across the country Dallas Area OKLAHOMA CITY LOS ANGELES, & SAN DIEGO BOSTON Boston University Yale University NYU Cornell University Ann Arbor AT&T Pennsylvania state Verizon US Cellular university CHICAGO Georgetown University T - Mobile WASHINGTON DC Purdue University Sprint Corporation KANSAS CITY North Carolina State University RALEIGH Northwestern University SAN FRANCISCO Core 5G University of South Florida Verizon 17% 1.1k+ Talent Washington DC 9% 600+ Talent 32 32 Learning Propensity Analysis: Diverse set of professionals have entered and exceled in the areas of AI/Data Science: Mapping Role Progression Possibilities is a key component of talent pipeline building ~2,000 Data Scientist profile analysed Data Scientist Job Progression Roadmap Initial Role Past Role Previous Role Social & Behavioral Sciences Research Assistant Graduate Teaching Assistant - Sociology Graduate Teaching Associate Social Science Statistics Law and Human Rights Researcher Social Researcher Senior Data Analyst Operational Culture Social Scientist Research Specialist Data Mining Analyst Behavioural Coach Social Scientist Sociology Researcher Sample Profiles Research Assistant Quantitative Social Science Researcher Data Analyst Applied Social Scientist Data and Research Analyst II Decision Sciences Researcher Note : DRAUP’s proprietary talent module was used to analyse job progressions across data science roles Hilary Dotson Current Role DESIGNATION: Data Scientist at Center For Human Capital Innovation (CHCI) Education: Ph.D in Sociology Specialization: Medical Sociology, Racial Inequality Research Areas: Machine learning, Statistical Modelling and Qualitative & Quantitative research Data Scientist Role Transition: Started as Research Assistant of Social and Behavioral Sciences at University of Central Florida Dotson then moved on to teach Sociology and also did courses in Exploratory Data Analysis, R-Programming and Data Science Thomas Hilbig DESIGNATION: Data Science Researcher at Texifter LLC Education: Ph.D in Data Science & Criminology Specialization: Machine Learning, Crime Statistics Research Areas: Data Science, Machine Learning, Crime Statistics and Statistical Computing Role Transition: With Degrees in Criminology and Social Research Thomas explored Data Mining Techniques for Social Sciences and identified RealTime reports using Machine Learning 33 Organization Structure Analytics: Liberty Mutual : Presence of both horizontally aligned (by HR divisions) & Vertically aligned (Business Line wise) HR teams Recruitment & Leadership Hiring Cara Hadley VP, Sr Talent Advisor Boston (11+yrs) Alyson Yablonskie Sheppeck Director Talent Acquisiti on Boston (3+yrs) Dennis Goebel VP, Enterprise Talent Acquisition Programs Florida (9+yrs) April Grogan Director, Recruitment Talent Acquisition Kansas (11+yrs) Jodi Wallach VP, Talent Acquisition Connecticut (8+yrs) Lisa Grasso Director Talent Acquisiti on Boston (0.5yr) Brian Moorhouse Head , Executive Recruiting and Enterprise Sourcing Philadelphia (1yr) Rebecca Virtanen Peh Sr Recruiter, Technology & Emerging Skills Boston (1.5yrs) Devony Coley Executive Recruiter Boston (2.5yrs) Nick Plante Senior Recruiter Boston (2.5yrs) Benefits Diversity and Inclusion Thomas Oksanen VP, Employee Benefit Boston (4.5yrs) Stephanie Turner Director, Diversity & Inclusion Strategic Programs Boston (1.5yrs) Maura Quinn AVP, Campus Recruiting Programs Boston (12+yrs) Brenda Ruiz Asst Director, Diversity & Inclusion Boston (1yr) Campus Recruitment Manager Benefits Manager Boston Tiffany Taylor Campus Recruiter Houston, TA (6.5yrs) Sarah Coderre Sr Benefits Specialist Boston (3.5yrs) Elizabeth Raymond Recruiting Coordinator Boston (0.5yr) Alejandra Vidaurreta Diversity Executive Talent Recruiter Florida (0.5yr) Years in current organization is mentioned Organization Structure for US Operations Note : This is an indicative structure based on relevant Job Descriptions & Workloads as mentioned in Job Postings and Draup’s Proprietary Talent Database 34 34 Talent Poaching Analytics: Amazon, HCA, Target, Cardinal Health and Walmart are optimal peer employers for desired talent pool in Murfreesboro Customer Support Representative Talent Supply vs Talent Affinity • Recommended Peer Employers Amazon Talent Supply Scale Cardinal Health Walmart Kroger National Healthcare Corporation First Tennessee Bank Convergyx T-Mobile Target Hospital Corporation of America Low Target Peer Employers Advance Financial TrustPoint Hospital • Farmers Insurance Group Ascend Federal Credit Union Amazon and Walmart have well trained and large number of telesales talent pool which can be tapped for hiring Flexible timings, work life balance and regular work shifts are key retention factors for these companies Healthcare providers such as HCA and Cardinal Health have large scale training programmes and huge pay benefits In spite of these benefits, attrition is expected to be relatively high considering limited growth opportunities Talent affinity (Attrition rates, Cost effectiveness, Industry relevancy, Training Effort, Growth factors) 35 35 Platform Component: Ecosystem Insights Comprehensive data-driven analysis of Peer’s Globalization and talent strategies Global Work Characteristics - R&D and IT Center Presence - Global Workforce Distribution - Key Programs in all Locations - Leaders Across all Locations (exec movement) Digital Tech Stack (What tools are they using? - Insight into all the Digital Platforms - Tools and Technologies used by a company Hiring and Job Opening Analysis - Hiring Trends across location and Sub Verticals - Sub vertical is a deeper element that tracks by granular subject area Current and Past Job Openings - Insights into key executives which can be hired Key Skills Hired in last months 36 36 Platform Component: Ecosystem Insights Comprehensive data-driven analysis of Peer’s Globalization and talent strategies Outsourcing Insights - Insight into all the outsourcing partners - Insights around verticals/sub-vertical and locations leveraged by partners Executive Movement - list of senior stakeholders who have joined, exited or been promoted over the past 12 months Account Compass - insight into the various metrics that are used to identify an employee’s morale in the organization Signals - Insight into all company events, investments, product launches 37 37 Platform Component: University Level Insights Analysis of Global universities and professor’s expertise, curriculums at technology level Identify Universities with target talent - Identify relevant universities for various technologies/sub-technologies - Job roles mapping to university curriculums University Analysis - Curriculum Job roles mapping - Talent supply across various Technologies/job roles - Curriculum maturity for all technologies -Top employers and Job roles they hire for - Insights around Cost per hire - Top professor profiles Professor Profiles - Deeper analysis of professor’s expertise - Affiliations analysis 38 38 Platform Component: Rolodex Discover potential candidates, predict their organizational fit and strategize how to turn them into hires Predictive Attributes to estimate fit - Hiring Fit/ OI - Odds of quitting - Openness to Relocate - Odds of Promotion in Current Role - Job Progression - Skills Single View of the social graph - LinkedIn - Twitter - Github - Kaggle etc Professional Bio - Education - Professional Experience - Biography - Volunteer and Associations Personal Interests Understand Personal Interest & Hobbies to build better relationships and understand candidates beyond just resumes 39 39 Platform Component: Personality and culture analysis Understand personality traits of your potential hires and evaluate fitments with your organization culture Personality Inference - Understand personality traits and insights derived on the basis of DRAUP 26 T and Disc Models - Asses Fitment with your organization’s culture and team’s personality vector Engagement Guidelines § Identify engagement drivers and right approach to engage a candidate Personal Interests -Identify personal and professional interest areas - Understand drivers beyond just professional Bios 40 40 DRAUP Delivery model PLATFORM ACCESS BRAINDESK Cloud hosted application with intuitive UI, data-rich insights and visualizations Qualitative insights and primary research led reports about emerging talent trends and deep-dive into specific locations and job roles Access to on-demand support, custom research and executive-ready presentations BREAKFAST EVENTS NEWSLETTER/ WEBINARS Access to closed door curated networking/working sessions with peers in the talent ecosystem Biweekly Newsletter and Webinars covering industry leading research around emerging talent trends and shifts 41 41