AI Talent Market Report | Sistava HR Team
Quarterly snapshot of comp, demand, and movement in your roles.
The HR Team is a team of AI Employees on Sistava.
Hiring strategy goes stale quietly. We produce the snapshot on a cadence you set: what the market is paying for the roles you hire, who is hiring against you, where the people with that skill are currently sitting, and what has moved since last time.
You plan against the market as it is rather than as it was when you last hired. Bands stay competitive and sourcing aims where the talent actually is instead of where it was two years ago.
It is built entirely from evidence gathered when the report runs: live search, posted roles and their stated ranges, company announcements and filings, and a premium professional database on the paid plans that can show how many people hold a given role at a given seniority in a given market. Nothing is quoted from a stored dataset, and every claim carries what it came from so you can throw out the parts that do not apply to your size of company.
The most actionable section is usually the competitive one: which companies are posting for the same profile you are, what they say the job is, and what they say it pays. That is the report you want before you write a job post, because it tells you what a candidate will be comparing you against.
It is market research, not a licensed compensation survey, and the difference matters when you are setting a band you will defend for a year. Public data is patchy in places, thinner outside the largest markets, and it is written to tell you where it is thin rather than to smooth the gap over. Use it to see the shape of the market, and pair it with a proper survey when the stakes justify one.
What you get
- Posted pay ranges for your roles, gathered live rather than quoted from a stored report
- Who is hiring against you and how they describe the job
- Where people with the skill currently sit, by seniority and company size
- What changed since the last edition, called out explicitly
- Sources attached to every claim so you can judge relevance
- Runs on a schedule you set, so it exists without anyone remembering it
How it works
- Name the roles: The handful you actually hire for, in the markets you actually hire in.
- Gather the public picture: Live search, posted roles and ranges, announcements, and the professional database on paid plans.
- Read the pattern: Who is competing for the profile, what they offer, where supply sits.
- Write the snapshot: One document per edition, role by role, with sources and honest gaps.
- Compare against last time: The movement since the previous edition is the part that changes decisions.
FAQ
How granular does it get?
Role, seniority, and location. Depth follows the public record, so a common role in a major market is rich and a niche role in a small one is thin, and it says which one you are looking at.
Does it cover non-technical roles?
Yes. Sales, marketing, finance, operations, and support all have plenty of public posting data. Coverage tracks how openly the market advertises those roles, not a fixed list.
Is this the same as the comp analyzer?
Related but different. This looks outward at the market and the competition. The comp analyzer takes that evidence and turns it into bands you can pay against, including a look at your own payroll.
Can it flag hiring opportunities?
It surfaces public signals like companies announcing cuts in a market you hire in. What you do with that is a judgment call, and approaching people who have just lost a job deserves care rather than a template.
How often is it worth running?
Quarterly suits most companies. Monthly is only worth it while you are actively hiring several of the same role, because markets do not move fast enough to justify the reading time otherwise.