Talent and market intelligence
Hiring decisions made on instinct are expensive. We answer the questions underneath the plan: whether the person you have described exists in the numbers you need, where they are, what they are paid, and who you are competing with for them.
What it is
The most common finding is uncomfortable and useful: the person you have written down does not exist in sufficient numbers at the salary you have budgeted. Knowing that in week one is worth considerably more than knowing it in month five.
We map where a skill set actually lives, which companies it concentrates in, what those people are paid, and what would move them. For defense and national security roles that includes clearance reality, which is frequently the constraint nobody costed.
We track hiring activity across the sector, so we can tell you who is scaling, into which functions, and what that means for the people you are trying to hire.
The public job board and Arena Insights are the visible edge of this. What clients get is the same work, aimed at their specific question.
What you get out of it
Know if the role is fillable before you fund it
A headcount plan built on people who do not exist at that price is a plan to miss the year.
Compensation grounded in the market
What people in this sector are actually paid, rather than a national average for a job title that means something else here.
See who you are bidding against
Which companies are hiring the same profile, and how you look beside them to a candidate deciding.
Location and clearance reality
Where the talent physically is, and what insisting on an existing clearance does to your available pool.
Who this is for
- You are building a headcount plan and want it grounded in what exists
- You are setting or defending a compensation band
- You are deciding where to put an office or whether to go remote
- You keep hearing that a role is impossible and want to know if that is true
- You are raising and need to show a credible hiring plan
Questions
How is this priced?
Per piece of work, depending on the question and its depth. A single compensation question is a different size from mapping a whole function.
Where does the data come from?
Our own tracking of hiring across the sector, the searches we run, and public sources. Every figure we hand you names its method and its sample.
How is this different from what you publish for free?
The public work answers general questions about the market. This answers yours, about your role, your band and your competitors.
Will you tell us if our plan is unrealistic?
Yes. That is frequently the most valuable output, and we would rather tell you in week one than take a search we do not believe in.
The other things we do
Direct-hire search
We find the person, you hire them directly.
Forward deployed recruiters
A recruiter embedded in your team, not a vendor on a call.
Hiring strategy and process design
Build the hiring function, not just make the hire.
Fractional and advisory talent
Senior people part-time, for the roles you cannot justify full-time yet.
Start a conversation
Tell us what you are trying to do
A few sentences is enough. If this is not the right service for your problem, we will say so and point you at the one that is.