Quarterly talent market brief for People and L&D leads

At the start of every quarter, on the first weekday of January, April, July and October at 8am, build a talent market brief that tells our People and Learning and Development leads how the skills market under our core job families is shifting. Use JobsPipe for all of the market data, then email the brief out and archive a copy.

Keep my list of core occupations at the top of the workflow so I can edit it without touching anything else. Each entry is an ISCO-08 occupation code plus the internal job family name we use for it, for example 2512 Software Developers mapped to our Engineering family. JobsPipe matches 4-digit codes exactly and treats 1, 2 and 3 digit codes as hierarchy prefixes, so a 2-digit code deliberately widens the brief to a whole occupation family rather than a single role. Note in the brief which of my entries were broad family codes and which were exact roles, because a family level reading is not directly comparable to one job description.

For each occupation on the list, gather the picture from JobsPipe. Call Get Trending Skills For Occupation over the quarter that just ended to see what rose and what fell. That operation compares the window against the preceding window of equal length, so a 90 day window reads naturally as this quarter versus last quarter. Call Get Top Skills For Occupation for the current baseline of what the market actually asks for today. Take the handful of skills that moved most in either direction and call Get Skill Demand Trend on each one, so I can see whether a move is a steady monthly climb or a single noisy spike. Call Get Occupation Snapshot for posting volume, remote share and the companies hiring most in that occupation. Then call Get AI Exposure By Occupation Or Industry to see what share of postings now demand AI skills and what salary premium those postings carry.

JobsPipe suppresses any group with under 30 postings, returning suppressed true with null percentiles. Wherever that happens, say so plainly in the brief. Write that the sample was too small to report rather than showing a zero, a dash, or any wording that implies the trend was flat. Also note that JobsPipe insight compensation figures are always in USD no matter which country filter was applied, so label the AI salary premium as USD.

Write the brief as a narrative that a People lead can read start to finish, not a dump of tables. Open with a short executive summary of the two or three things that actually changed this quarter. Then cover which skills are emerging under each job family and how fast; where our existing job descriptions have gone stale, meaning skills the market now expects that our postings never mention alongside skills we still ask for that the market is dropping; which of our roles carry the most AI exposure, using both the share of postings demanding AI skills and the salary premium attached; and concrete hiring and training recommendations for the coming quarter. Those recommendations should be specific, such as which skills to add to a requisition, which to build through L&D instead of hiring for, and where remote share or a concentrated set of hiring companies makes a search more competitive than we assumed. Use small numbers inline to support the argument rather than large tables. Where the data was thin or suppressed, still give a recommendation but mark it as low confidence.

Email the finished brief with Gmail Send a Message to our People and Learning and Development leads, with a subject line naming the quarter, for example Talent market brief Q3 2026. Then archive a copy with Notion Create a Page in our People analytics space, titled the same way, so we build a quarter over quarter record we can look back on.