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In today’s fast-paced, cost-conscious environment, global organizations are under increasing pressure to deliver substantial savings—especially when it comes to talent. Whether it's full-time hiring or contingent labor, sourcing strategies must evolve. The post-Covid shift to hybrid and remote work has unlocked new talent markets, but unlocking value from these markets requires more than just filling roles—it requires strategic, data-driven talent intelligence.

To compete at a global scale, recruiting teams must align sourcing efforts with regions that offer the right mix of skill availability and market-aligned cost. This session will reveal how to leverage global talent intelligence to make smarter, faster, and more cost-effective hiring decisions.

We’ll explore how forward-thinking organizations are embracing location intelligence, labor market analytics, and global talent mapping to outmaneuver competitors—while still delivering quality at speed. You’ll walk away with a practical playbook for transforming your sourcing strategy into a competitive advantage in an increasingly complex and borderless world of work.

Key Takeaways
Think Beyond the Resume: Discover modern frameworks for evaluating talent—ones that go beyond job descriptions and focuses on skills, potential, and market alignment.

Master Cost Efficiency: Learn actionable strategies for sourcing top-tier talent while optimizing spend across full-time and contingent labor channels.

Crack the “Good-Fast-Cheap” Dilemma: Explore proven methods to balance quality, speed, and cost—so you don’t have to pick just two.

Harness Global Talent Intelligence: Learn how to use real-time data and labor market insights to choose the right geographies for sourcing—maximizing ROI and minimizing time-to-fill.

Turn Insights into Action: Leave with a set of high-impact practices to future-proof your talent acquisition strategy and align hiring with business priorities on a global scale.

How this partnership can enhance candidate targeting, optimize recruiting strategies, and deliver better talent solutions for your company

We explore how large-scale data and algorithmic approaches can improve assessment and automate recruitment processes. Using the case score, an empirically derived metric for comparing educational attainment globally, we demonstrate how standardized skill signals can enhance both efficiency and fairness in candidate selection. While education and skills are often framed as opposites in hiring debates, our approach shows that educational qualifications can serve as powerful proxies for skill when interpreted through robust data models. The talk includes a case study from DHL, showcasing how the integration of the case score can lead to measurable improvements in preselection quality, automation, and candidate diversity. We conclude by discussing broader implications for the future of skill-based hiring and education-to-employment transitions.

AI without data is just hype. Learn why high-quality data is the key to building AI for HR that actually works and delivers real impact.

Picnic is building the best milkman on earth! One of the comments we hear most often is about how we consistently select such friendly delivery people. People tell us that every delivery feels like a pleasure! In this case study we discuss the Importance of data in high-volume Recruitment to improve time-to-hire (TTH), Applicant Experiences (AX) & conversion in order to hire the best people!

Presenting jointly with Nickolas, Meta will explore how AI is transforming talent intelligence into a more strategic driving force for organizations. Drawing from her experience leading the Talent Intelligence and Attraction Team at NVIDIA, she'll discuss historical context, current experiences, and future projections. The talk will likely touch on the rapid changes NVIDIA has undergone since the AI boom, particularly since the release of ChatGPT, and how this has impacted their talent strategies.

Will co-present on balancing talent demand, attrition, and workforce strategy. They'll focus on the collaboration between Talent Intelligence, People Analytics, and Strategic Workforce Planning teams. Key points include developing data-driven retention models, introducing the concept of "residual attrition", and demonstrating how external market signals correlate with internal data. They'll emphasize the importance of considering a company's unique DNA when applying external insights, using Amdocs' experience navigating from the "great resignation" to current low attrition environments.

Will present a case study on total workforce visibility at Novartis, focusing on external workers. He'll discuss the scale of Novartis's external workforce (44,000 external vs. 78,000 employees) and the associated risks and opportunities. Maarten will introduce an AI model developed with Workforce Insights to classify different types of external workers. He'll emphasize how this visibility enables better workforce transformation decisions, touching on regulatory considerations like IR35 and the importance of proper classification for managing different worker types.

This EY-led breakout session will provide an exploration of how Competitive Intelligence methodologies are currently being utilised within the Talent Intelligence community, as well as highlighting potential areas that may have been overlooked due to the predominant TI focus and debate regarding the crossovers with People Analytics and Recruiting. We will examine the critical role of CI as a standout professional discipline and explore it’s contributions to the enhancement of TI strategies and outcomes. We will discuss leading CI practice (such as the development of intelligence frameworks and the ethical considerations of CI work), share innovative approaches, and encourage an open dialogue on the integration of CI principles into the TI framework.