With rising macroeconomic challenges, including wage inflation, talent shortages, and labor market competition, as well as increasingly demanding candidate expectations, talent executives are prioritizing the development of a robust talent pipeline and enhancing employer branding and candidate experience to foster long-term workforce sustainability. They are focusing on leveraging data-driven technologies, such as talent intelligence, predictive analytics, AI, ML, and candidate relationship management platforms, to optimize hiring strategies. Service providers are also enhancing their service and delivery capabilities across talent insights, candidate sourcing, experience, and upskilling through partnerships. They are investing in workflow automation and generative AI solutions to enhance recruiter productivity, as well as frameworks and services to support enterprises’ technology and AI investments.
Both demand-side and supply-side trends are covered in our Talent Acquisition Business Process Transformation 2025–2026 Market Insights™ and Talent Acquisition Business Process Transformation 2025–2026 RadarView™, respectively.
These reports present a comprehensive study of talent acquisition business process transformation service providers and closely examine market leaders, innovators, disruptors, and challengers. They also provide a view of key market trends and developments impacting the talent acquisition space.
Avasant evaluated 44 service providers across three dimensions: practice maturity, domain ecosystem, and investments and innovation. Of the 44 providers, we recognized 18 that brought the most value to the market over the past 12 months.
The RadarView recognizes service providers in four categories:
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- Leaders: AMS, Cielo, IBM, Korn Ferry, and Randstad Sourceright
- Innovators: ADP, Accenture, Hays Talent Solutions, KellyOCG, PeopleScout, TP, and Wilson
- Disruptors: Allegis Global Solutions, Hudson Talent Solutions, and XBP Global
- Challengers: AgileOne, LHH, and NLB Services
Figure 1 below from the full report illustrates these categories:
“Enterprises are building robust talent pipelines to address talent shortages and ensure workforce sustainability,“ said Avasant Senior Director Chirag Sharma. “They are investing in AI-driven talent marketplaces and reskilling programs to expand talent pools, explore internal talent clusters, and accelerate readiness for future roles.”
The reports provide several findings, including the following:
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- More than 60% of enterprises identify building a robust talent pipeline as their top priority for the next two years, driven by persistent shortages of candidates with the required skills or experience.
- Enterprises are deploying next-generation engagement solutions, including conversational AI assistants and simplified mobile-first application journeys, and streamlining assessment workflows to eliminate candidate drop-offs and improve offer acceptance rates.
- Service providers are enhancing their service and delivery capabilities across talent intelligence, candidate sourcing, experience, and upskilling through partnerships.
- Service providers are investing in workflow automation and generative AI solutions to enhance recruiter productivity, as well as frameworks and services to support enterprises’ technology and AI investments.
“Through employer value proposition refresh initiatives, multichannel visibility, and role-specific microsites, enterprises showcase stability and culture strength, attracting more candidates,” said Ashutosh Darmal, lead analyst at Avasant. “Employer branding is emerging as a long-term talent attraction strategy in a competitive market.”
The RadarView also features detailed profiles of 18 service providers, along with their solutions, offerings, and experience in assisting enterprises in their talent acquisition processes.
This Research Byte is a brief overview of Avasant’s Talent Acquisition Business Process Transformation 2025–2026 Market Insights™ and Talent Acquisition Business Process Transformation 2025–2026 RadarView™. (Click for pricing.)