Talent decisions (where to hire, how to structure compensation, when to expand or automate a function) are too often made on instinct. DashMinds Research's Employee Intelligence service brings labor market data, compensation benchmarks, and workforce trend analysis into the decision.
Five capabilities, one workforce picture
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01Labor market sizing and talent availability analysis We assess how deep the talent pool actually is for specific roles in specific geographies, before a location or hiring plan is finalized.
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02Compensation and benefits benchmarking Current market-rate data by role, level, and geography, not generic national averages.
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03Workforce trend and attrition-risk analysis We identify which roles and segments carry elevated flight risk based on market conditions, not just internal engagement scores.
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04Location strategy support Data-backed comparison of candidate geographies for new hiring hubs or expansion sites.
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05Organizational benchmarking Headcount, span-of-control, and structure comparisons against industry peers.
Built for the teams making the call
HR, People Analytics, and operations leaders shaping headcount and location strategy.
Sectors and services this pairs with
We combine labor market databases with custom benchmarking research to give you a data-backed view of the talent landscape relevant to your specific roles and geographies.
Common questions
How current is the labor market data you use?+
We prioritize current-quarter data sources and supplement with primary research (targeted interviews, market scans) for roles or geographies where public data is thin.
Can this support a specific hiring location decision, not just general workforce planning?+
Yes, location strategy comparisons are one of the most common use cases, comparing talent depth, compensation levels, and competitive hiring pressure across candidate cities or regions.
Do you benchmark executive compensation as well as broader workforce roles?+
Yes, though executive compensation benchmarking typically draws on a different data set (proxy statements, executive comp surveys) than broader workforce benchmarking, we scope this separately depending on the roles in question.