UK Talent Intelligence
Turn the UK talent market into a decision-making advantage. We gather, verify and analyse the data on the people, competitors, skills and £ reward packages that shape your British market — so your leadership team plans on evidence, not instinct.
The intelligence layer beneath every good talent decision
Talent Intelligence turns raw market data into clear, verified insight your leadership team can act on.
We continuously gather and validate data across your talent market — who exists, where they sit, how competitors are structured, what people earn and which skills are scarce. Then we translate it into insight that answers the questions actually on your leadership team’s agenda.
Unlike a one-off report, talent intelligence is designed to stay current: a living view of the market you can return to as your plans evolve, benchmarked and refreshed on a cadence that suits you.
Talent intelligence is designed to help you answer questions like:
- Where is the talent for a critical skill, and is the pool growing or shrinking?
- How are our competitors structured, and where are they hiring?
- Are our salary and reward benchmarks still competitive?
- Which locations give us the best access to the talent we need?
- How diverse is the available market, and where can we widen the pool?
Sample Pages
A look at what we hand over — dummy data shown. Use the arrows on either side, swipe, or the arrow keys to browse.
The benefits of talent intelligence
Decisions backed by evidence
Real-time market visibility and verified benchmarks mean you make better-informed decisions — working with precise data from a specialist research team, not guesswork or gut feel.
Ahead of the market
Because we track the market continuously, you see shifts early — a skill getting scarce, a competitor expanding, a location heating up — in time to act rather than react.
One source of truth
Every team pulls from the same verified, consistent view of the market — so planning, hiring and reward conversations start from shared facts instead of competing spreadsheets.
Where talent intelligence helps
Talent intelligence is shaped around the decisions you’re trying to make. Here are a few of the areas where it helps most:
Workforce & headcount planning
Planning headcount, a new function, or a reorganisation? Intelligence shows you the size, shape and cost of the talent you’ll need — and whether the market can actually supply it.
So your plan is grounded in reality before you commit budget, and you can flag the roles that will be hard to fill early.
Talk to us about a plan →
Competitor & market benchmarking
We map how your competitors are structured, where they’re hiring, what they pay and how they position themselves as employers.
That real-time view lets you benchmark your own organisation, sharpen your reward and EVP, and spot the moves worth making before the market does.
Location & site strategy
Considering a new office, R&D hub or shared-service centre? We analyse talent availability, salary levels and competition across candidate locations.
So you choose your site on evidence — minimising risk and protecting your ability to actually hire once you’re there.
Our process
Talent intelligence is shaped around the decisions you’re trying to make. In general, this is how we’d work with you:
Frame the questions and scope the market
Gather and verify the data
Analyse against your benchmarks
Deliver insight and recommendations
Refresh and track over time
Why choose Audentia for talent intelligence?
Making informed decisions relies on access to data, knowledge of the market and meaningful analysis. We take the time to understand the decisions you’re facing, then bring you verified, evidence-based intelligence — and the interpretation to act on it.
Primary, verified research
Every data point is gathered and validated by specialist researchers — not scraped or assumed — so you can rely on what you act on.
Specialist analysts
Our researchers specialise by sector and geography, so the insight reflects how your specific talent landscape really behaves.
100% data ownership
Every dataset, chart and benchmark belongs to you — nothing locked away in a proprietary tool.
Ongoing & refreshable
Intelligence that stays current — return to it and refresh it as your plans and the market move.
“Audentia’s intelligence has become the first thing our leadership team looks at before any big people decision. Instead of arguing over competing spreadsheets, we start from one verified view of the market — supply, competitor structures, reward benchmarks and diversity — and refresh it as our plans move. It has made our workforce planning genuinely evidence-based.”
VP, People Strategy & Analytics — Global technology client
Insights
Talent intelligence case studies
Sizing a market before a headcount commitment
Before signing off a major expansion, our client needed to know the talent was really there. Our intelligence showed where supply was strong, where it wasn’t, and reshaped the plan accordingly.
Learn more →
Benchmarking reward to stop losing offers
Losing candidates at offer stage, our client suspected pay was the issue. Verified competitor reward benchmarks confirmed the gap — and gave them the evidence to fix it.
Learn more →
Choosing a location on talent evidence
Two shortlisted cities for a new hub looked similar on paper. Our analysis of talent supply, cost and competition made the right choice obvious — and de-risked the move.
Learn more →Evidence about the British talent market, not a global average
UK workforce decisions fail when they are made on international data. London salaries are not Manchester salaries; a Cambridge biotech pay curve looks nothing like a Slough software one; and the availability of a skill in Leeds tells you very little about Edinburgh. Our talent intelligence work is built around that reality, using primary research on British employers and British reward packages.
We benchmark base and total reward in pounds, model the true cost of a UK hire including employer National Insurance, auto-enrolment pension and apprenticeship levy exposure, and set it against competitor structures, attrition patterns and hybrid-working policies in the same region. The output is evidence a UK executive committee, remuneration committee or board can actually act on.
UK salary benchmarking
Base, bonus, allowances, employer pension and LTIP for the specific role, grade and region — researched against named comparators rather than pulled from a self-reported survey.
Competitor and org-structure analysis
How named British competitors are actually built: layers, spans, where functions sit, which teams are growing, and who left in the last twelve months.
UK location and skills supply
Where a skill genuinely exists in the UK, what it costs by region, and what a second site in Manchester, Leeds, Bristol, Glasgow or Belfast would realistically deliver against a London base.
Where we work across the UK
- London
- Manchester
- Birmingham
- Leeds
- Bristol
- Edinburgh
- Glasgow
- Cardiff
- Belfast
- Reading & Thames Valley
- Cambridge
- Oxford
- Newcastle
- Sheffield
- Nottingham
- Milton Keynes
- Aberdeen
- Liverpool
- Southampton
- Coventry
UK questions we are asked most
Do you provide UK salary benchmarking in pounds?
Yes. All reward benchmarking for UK briefs is delivered in pounds sterling and broken down into base, bonus, allowances, employer pension contribution and long-term incentive, with London weighting shown separately so national and regional comparisons stay honest.
How is this different from a salary survey?
A survey reports what participants chose to disclose, usually a year ago. We research named comparator employers in your market now, and tell you which organisations sit behind each number so you can weight them yourself.
Can you support a UK location or site strategy decision?
Yes. We size the genuinely available talent pool in each candidate UK location, price it, map the competing employers already recruiting there, and set out the trade-offs between London, the regional cities and a fully distributed model.
Who uses talent intelligence inside a UK business?
Typically CPOs and HR directors, talent acquisition leaders, reward and remuneration teams, corporate strategy functions and private equity operating partners preparing for a UK acquisition or carve-out.
A London desk on UK hours, and research running across six time zones so your search never sleeps
Let's turn your market into an advantage.
A thirty-minute conversation is usually enough to know whether we can help — and what the right shape of intelligence would be.