Horsefly

Where should you actually be looking for Web Developer talent? Traditional hiring markets are getting more competitive and more expensive. Our data shows meaningful pockets of web development talent outside the usual hubs, valuable input for location strategy, workforce planning, and org design decisions on where to build or expand teams. The United States, Russia, and Japan rank among the top countries for web development talent density. Want the full top 10? Beyond the country level, we've mapped metro areas offering strong talent density at a fraction of major tech hub costs, along with where UI/UX specialization is most concentrated. For workforce planning, org design, and location strategy teams evaluating where to build capability, this is the kind of market intelligence that turns a hiring hub decision into a data-backed one. Get the full picture with the Horsefly Platform with a custom consultation: https://lnkd.in/eHK8eV6p

Hear what workforce and talent intelligence leaders are saying about Horsefly Analytics: "Our workforce transformation with Horsefly has not only expanded our talent pool but also fostered diversity, enabling us to establish remote hubs across the country and attract skilled talent from various regions." -Anonymous, Professional Service Organization That's the kind of location strategy and workforce planning outcome we hear from CHROs, workforce planning leaders, and org design teams building the case for where and how to grow. See why we're the platform workforce leaders turn to. Get in touch to discuss your needs today.

The cybersecurity talent shortage isn't a hiring problem. It's an operational and workforce planning risk. 4 million professionals. That's the current gap between the security expertise organizations need and the talent available to fill it. The key issue to focus on is that this isn't really a numbers problem. It's a mismatch problem. Entry-level roles ask for 3-5 years of experience. Women make up just 17% of the cybersecurity workforce across the 65 countries in our data. Burnout is pushing experienced talent out faster than new talent can come in. The organizations ahead of this aren't waiting for the pipeline to fix itself. They're: 🟢 Reskilling internal talent with adjacent skills (IT admins, network engineers, developers) 🟢 Redesigning roles to remove unnecessary experience barriers 🟢 Widening the talent pool through underrepresented groups 🟢 Using AI to free up SOC analysts for the judgment calls that actually need a human For workforce planning, CHRO, and org design teams weighing build vs. buy on security capability, this is a resourcing decision worth modeling properly, not one to leave to chance. We broke down what's driving the shortage, what it's costing organizations, and what's actually working to close it. Read the full guide: https://lnkd.in/efAK3GYJ 

We're thrilled to share that Horsefly Analytics has been named a finalist for the Enterprise Tech Solution Award at the TIARA Awards, which celebrate innovation and impact across talent acquisition and HR technology. This category recognizes solution providers that help large employers and recruitment businesses strengthen their talent acquisition, development, and management capability, exactly what we set out to do every day for our clients. Huge thanks to our team and our clients for trusting us to help them make smarter, faster, data-driven talent decisions. Being recognized alongside the best in the industry is a real honor. #TIARAAwards

Your workforce is evolving. Is your strategy built to keep up? For CHROs, workforce planning, and organizational design leaders steering that evolution, Horsefly Enterprise maps every stage of the talent lifecycle through the 6Rs of Talent Management: ✅ Recruit: Ground hiring strategy in accurate location and compensation data, not assumptions ✅ Reward: Build compensation strategies tailored to skills, local market, and global conditions ✅ Retain: Identify and protect critical talent using real-time intelligence on in-demand and future skills ✅ Reskill: Reduce attrition and redundancy costs by mapping transferable skills to future needs ✅ Resize: Identify automation-exposed roles with low reskilling potential to inform workforce reduction decisions ✅ Relocate: Use geographically mapped talent data to inform location and operating model strategy Six levers. One data foundation. Endless smarter decisions. Book a strategy session to see how Horsefly Enterprise powers all 6Rs: https://lnkd.in/eWES-cN6 

What should you actually be paying UK data scientists, by experience level, location, and industry? For workforce planning, compensation strategy, and org design decisions, salary data is only useful when it's benchmarked accurately, not pulled from a single job board. Get the full breakdown from the Horsefly platform: https://hubs.ly/Q04phDKD0 Want this modeled for your own workforce plan or next org design decision? Contact us to discuss your needs today.

When Witherslack Group, the UK's leading provider of specialist education and care for children with SEMH needs, hit roadblocks during a period of rapid expansion, leadership needed workforce data they could actually build a strategy around. Horsefly gave their team: ✅ A data foundation for expansion planning, not guesswork ✅ Accurate salary benchmarking to inform compensation strategy ✅ Workforce intelligence trusted enough to bring into leadership conversations ✅ A single source of market data instead of scattered internal research ✅ Faster, more confident decisions on where and how to grow Read the full story here: https://hubs.ly/Q04phzmb0 Planning expansion and need workforce data your leadership team can stand behind? Let's discuss your needs.

Quantitative Analysts are getting harder and more expensive to source in India and Brazil. Before signing off on another round of external hiring, it's worth asking: how much of that capability already exists inside your organization? Finance, engineering, and data science teams are full of people who can already do the math. They're missing the job title, not the aptitude. For workforce planning, org design, and talent intelligence leaders building the reskill-vs-recruit business case, here's what that analysis actually looks like: 🟢 Map internal talent: Benchmark what a market-ready QA profile looks like, then find employees already close to it 🟢 Model the cost differential: Regional salary data turns reskilling vs. hiring into a defensible comparison, not a hunch 🟢 Isolate the real skills gaps: Specific, trainable gaps, not a wholesale rebuild 🟢 Quantify local talent density: So internal mobility targets are realistic for the markets you're actually in 🟢 Run the ROI: Recruitment premiums and time-to-fill vs. training investment, side by side This is a workforce planning decision, not a job posting. Organizations still competing for the same shrinking external QA pool will pay more and wait longer. Organizations building from within get there faster, cheaper, with retention built in. Want the numbers modeled for your organization? Contact us for a strategic consultation - https://hubs.ly/Q04pgHZJ0