TALENT INTELLIGENCE

Your Workforce Plan is Annual.
The Market it Depends on is Not.

See talent supply, cost, competitor movement and skill shift for any role in any market, updated continuously and delivered wherever the decision gets made.

By filling up this form, you agree to allow Draup to share this data with our affiliates, subsidiaries and third parties

Thank you! Your submission has been received!

Oops! Something went wrong while submitting the form.

Trusted by The World's Largest Enterprises

Loved by Analysts

Trailblazer in HR Technology

16 mentions in reports and Hype Cycles

Finance approved the headcount.The market can't supply it.

You picked the ten skills to train for.Three are already fading.

You shortlisted three talent hubs.The talent is in the fourth.

HRIS, ATS and analytics describe what is already inside the building. What the market is paying, which skills are rising, and where your peers are hiring all sit outside it, and that is where the risk in the workforce plan lives.

69%

of recruiting functions still shape talent strategy without labor market data

78%

of CHROs say workflows and roles must change to realise their AI investment

Meet Curie: Your AI Assistant for Talent Decisions

Ask CurieAnything

Deep research for high-stakes workforce decisions.

Try Curie

Or try one of these

InfosysShould we reskill our ETL bench or hire?MaerskWhich of our roles is AI about to redefine?Wells FargoAre our India pay bands anchored wrong?NovartisWhich of our sites is quietly leaking talent?HSBC TechnologyWhich of our tech reqs are hardest to fill?SiemensCan Porto absorb 150 senior engineers?Schneider ElectricWhy does our hiring not turn into headcount?VodafoneWhat are our peers hiring that we aren't?

0:00 elapsed

Query

Still reading? Add your email and we'll send the full report so you don't lose the analysis.

By filling up this form, you agree to allow Draup to share this data with our affiliates, subsidiaries and third parties

Thank you! Your submission has been received!

Oops! Something went wrong while submitting the form.

Work email only. One report, no drip sequence.

Report on its way

Curie is working on your question

Query

By filling up this form, you agree to allow Draup to share this data with our affiliates, subsidiaries and third parties

Thank you! Your submission has been received!

Oops! Something went wrong while submitting the form.

On its way

Introducing Curie Prism

See the Big Picture and the Finest Detail

Ask a talent question in plain language, and Curie Prism builds a dashboard around it from Draup data, choosing the figures, maps and charts that answer that particular question.

01Ask a question

Type a talent question in plain language, the way you would ask a colleague.

02Prism reads and plans

Prism works out the roles, companies and locations in the question, then picks the Draup data and the views to build.

03The dashboard builds

A headline figure, a plain-English reading and evidence cards, each built from Draup data.

04Explore and refine

Hover for detail, pick a Try Next question, or type a follow-up to refine the dashboard.

05Save and export

Save the dashboard to reopen later, or download it as a PDF or Excel file.

06Every question gets its own dashboard

Prism picks the views that fit each question. Asking where talent sits brings a world map and talent pools, while asking about skills brings skill rankings, rising and fading skills and an experience mix.

Workforce PlanningPeer IntelligenceRecruitmentReskillingUniversity HiringBraindeskProjectsSearch DraupAD

Curie Prism
Prism
Deep ResearchSearch

Clinical Technician Hiring, Houston vs Chicago
Where should we hire Clinical Technicians in the US, and what do they cost in Houston vs Chicago?
ReasoningUnderstanding the question
Selecting the Draup capabilities
Composing the components
Rendering the window
Reading what it means
Dashboard created. Houston is the cheaper hub for Clinical Technicians; Chicago holds the deeper pool.Worked for 52s
Try NextWhat does a Clinical Technician cost in Dallas versus Houston?
Which employers compete for Clinical Technicians in Houston?
How hard is it to hire Clinical Technicians in Chicago?

Clinical Technician · Houston vs ChicagoYour questionRoles, places and costs you asked aboutThe Draup data it picksRole taxonomy3,500+ roles
LocationsHouston, Chicago
Talent pools1B+ profiles
Pay evidencereported salaries
Job postingsby metro

Clinical Technician Hiring, Houston vs ChicagoRoleClinical Technician
LocationsHouston, Chicago
Save DashboardDownload PDF
Download Excel

41,250
Talent pool size, United States
Draup estimate

Houston costs less for Clinical Technicians than Chicago, while Chicago has more of them to hire from.

The national pool is concentrated in a handful of metros, and both hubs sit among the largest, so either can be sourced at scale.

Where Clinical Technicians work in the United StatesTalent pool size
Houston, TexasTalent pool size: 5,200 · High
HighMediumLow
Clinical Technician pay, Houston vs ChicagoMedian base pay
LocationMedian10th–90thConfidence
Houston, Texas$41,800$32,600 – $55,900Medium
Chicago, Illinois$46,300$35,100 – $62,400Medium
Job postings by metro, all employersJob postings
New York, New York2,140
Los Angeles, California1,880
Chicago, Illinois1,520
Houston, Texas1,390
Dallas, Texas1,170

Dashboard saved

Granular, Contextual,
and Multi-dimensional

Make every workforce move with evidence, conviction, and clear alignment to business requirements and growth plans.

Labor Market Intelligence

Supply · Demand · Compensation · Talent flow

Know where the talent is, which way it is moving, and what it costs to reach.

Work Architecture Intelligence

Roles · Workloads · Tasks · Skills

Measure skills gaps, reskilling feasibility and role redesign at task level.

Business Intelligence

Priorities · Investments · M&A signals · Hiring behavior

Understand why the market is moving, and what competitor hiring reveals.

Technology Intelligence

Tech footprint · Role-level tools · Adoption signals

Know what the work is built with, and where a shift will change a role.

Talent Intelligence
in Action

Workforce Planning

Plan headcount, roles and skills against talent that actually exists, at costs you can defend.

Peer Intelligence

Benchmark hiring, pay, attrition and tech adoption against your talent competitors.

Location Analysis

Find talent-rich locations beyond the obvious ones, scored on talent density, cost and competition.

Talent Acquisition

Hire niche roles with hard-to-find skills, at optimized cost, from locations you haven't considered.

Dynamic Skills Architecture

Define the skills each role and task needs now, and see which are rising or fading.

Reskilling

Move people into adjacent roles using transitions that have actually worked elsewhere.

University Hiring

Recruit from campuses whose curricula actually produce the roles you hire.

AI’s biggest wins
 lives in your org chart

60%

faster ramp-up when entering markets with validated talent depth and lower competition.

50%

of onshore cost avoided when you place a role in the right hub instead of the obvious one

17x

more likely to lead your market once internal mobility works

Built for the
Decision Maker

CHRO

Take a build, buy or borrow position you can defend

Where critical capability is scarce, where talent cost is inflating, and where the market is shifting, across every business unit

SWP Leader

Pressure-test the headcount plan against market supply

Role-by-role supply, demand and cost scenarios for critical roles, with hiring difficulty and time-to-fill priced in

People Analytics
Leader

Add the outside view your dashboards are missing

Live market comparators for workforce mix, attrition and compensation, set against your own reporting

Talent Acquisition
Leader

Know before the requisition opens

Talent density, hiring difficulty and competitive intensity by market, before you commit to a time-to-fill

Impactful insights, delivered real-time

No rip and replace

Zero ETL

Field parity

No lock-in

HR SYSTEM CONNECTORS

HR System Connectors

Supply, cost and competitor data appears inside the requisition, next to the internal record.

LEARN MORE

Ground your LLMs in Draup's data

One protocol, live labor market data, no glue code. Extend your LLMs with Draup talent data.

LEARN MORE

Query Draup's data where you work

Zero copies, no pipelines to build, query-ready the moment it lands.

LEARN MORE

Tap into Draup's data, available on demand

REST and JSON with scoped keys. Feed your own scoring, routing, and territory models.

LEARN MORE

Etter

AI Workforce Transformation

Learn More

Real Stories.
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

7,100+

Locations

9M+

Career Paths

1.8M+

Peer Group Companies

30K+

Skills

3,500+

Roles