What we do
Search and intelligence, billed by project — not by placement.
We give clients a live view of the talent that matters, the market context around it, and a route to hire — all on a transparent project fee. Choose a single map, a full search, or anything between.
Find exceptional talent →Why it matters
Intelligence that informs strategy and untangles legacy questions.
From benchmarking pay and competitor structures to identifying the right location for a new function, our research minimises risk and gives leaders defensible, current evidence to act on.
Decide with confidence →
End-to-end talent research and advisory.
Talent Intelligence
Real-time market insights, salary benchmarking, competitor intelligence, and workforce data to sharpen strategic decisions.
Executive Search
Research-driven executive hiring for leadership and niche talent across global markets — discreet, thorough, and data-backed.
Market Mapping
Comprehensive mapping of talent pools, competitor organizations, hiring trends, and salary insights across your target markets.
Talent Pipelining
Build pre-qualified candidate pipelines so hiring can begin immediately when the need arises — no cold starts.
Compensation Benchmarking
Current compensation, benefits, and salary benchmarking to attract, retain, and fairly reward your most critical talent.
Number Gathering
Clean, presentation-ready contact data and CVs delivered fast — so your consultants stay focused on conversations, not admin.
What is talent mapping?
Talent mapping is structured research into the people who could do a job before you ever advertise it. Instead of waiting for applicants, we identify every credible person in a defined market — by employer, level, location and skill — then verify who they are, how their team is structured, what they are likely paid, and how movable they are.
The result is a talent map: a named, evidenced view of the market you are hiring into. It tells you whether the role is realistic, where the talent actually sits, what it will take to attract them, and which competitor is quietly building the same capability. And because we bill by project rather than by placement, every record in the map belongs to you — to reuse for the next hire, the next location decision, or the next board conversation.
Define the market
Agree the scope: roles, levels, sectors, geographies and the competitor set worth watching.
Research and identify
Build the long list from primary research, not job boards — including the passive talent no advert reaches.
Verify and enrich
Confirm titles, reporting lines, tenure, contact details and reward, then add competitor org structure.
Hand over the map
You receive the full dataset and the analysis behind it — yours to keep, with no placement fee attached.
Talent mapping in the United Kingdom
London and the regions: who is in your market, how competitors are structured, and what it takes to move them — with every record yours to own.
Explore UK talent mapping → USTalent mapping across the USA
Metro-level supply, how US competitors are built, and the equity conversation behind a move — researched, verified, and yours to keep.
Explore USA talent mapping →Read the full guide to talent mapping · See our talent mapping services · Talent mapping & scans
Markets researched
Clients partnered worldwide
Project-to-hire success
Client data ownership
We partner with our clients. We don't work for them.
Because our model is research-first rather than commission-driven, we can engage with passive talent that traditional recruiters never reach, ask the questions that contingent search can't, and hand back data you can use long after the project closes.
What our clients say about working with us.
Over eighteen months, Audentia delivered eight senior appointments for us. On traditional contingent fees the same hires would have cost us several hundred thousand pounds more — and we'd have walked away with none of the market data we now use every quarter.
Group Talent DirectorGlobal life sciences client
An indispensable extension of our in-house team. The data clarity and zero-commission model meant we scaled our engineering function efficiently and ethically.
Chief People OfficerRenewable Energy Scale-up
Their approach to talent mapping provided us with the exact insights we needed to enter new European markets confidently without overspending on agency fees.
Global Head of TalentInternational FinTech
Over eighteen months, Audentia delivered eight senior appointments for us. On traditional contingent fees the same hires would have cost us several hundred thousand pounds more — and we'd have walked away with none of the market data we now use every quarter.
Group Talent DirectorGlobal life sciences client
An indispensable extension of our in-house team. The data clarity and zero-commission model meant we scaled our engineering function efficiently and ethically.
Chief People OfficerRenewable Energy Scale-up
Their approach to talent mapping provided us with the exact insights we needed to enter new European markets confidently without overspending on agency fees.
Global Head of TalentInternational FinTech
Long-form guides on the questions facing modern HR and TA leaders.
Scaling Leadership in Life Sciences
How we delivered eight senior appointments over 18 months, bypassing contingent fees entirely.
Case StudyHiring Beyond the Agency Model
How research-led approaches are quietly replacing contingent recruitment for specialist global roles.
Case StudyMapping FinTech Competitors
Turning real-time competitor workforce data into an actionable strategy for a new market entry.
Case StudyThe Multi-Generational Workforce
Designing reward, leadership, and culture to attract talent spanning five working generations.
From the blog
The 2026 Talent Outlook
Read article →What is talent mapping? The full guide
Read article →Skills that are getting scarce
Read article →What 'good' leadership looks like in 2026
Read article →Why market intelligence is becoming a board-level conversation
Read article →Rethinking the cost of a single bad hire
Read article →Offices across six time zones, so your search never sleeps
Let's talk about the role, the market, or the question keeping you up.
A thirty-minute conversation is usually enough to know whether we can help — and what the right shape of project would be.