COMPETITIVE INTELLIGENCE
Your competitors have an org chart. We can read it.
Who leads their functions, what they pay, who is movable, where your own bench is exposed - gathered ethically, read like an operator.
THE RECOGNITION
You’ll hear about their reorg on LinkedIn - six months after it mattered. The market doesn’t hide this information. It just doesn’t volunteer it to people who don’t ask systematically.
THE AUTHORITY
Qualigence has been mapping talent markets since 1999. The competitive intelligence practice applies the same research discipline to the question you are usually not asking: what does the field look like around you, and where are you exposed? The answer changes how you recruit, how you retain, and how you plan succession.
Research heritage since 1999 · 60%+ of the Fortune 500 have used Qualigence · 85% retention on placed candidates over 24 months
THE SCIENCE
Why selection - the science under every service.
Most firms compete on access - who they know. We compete on evidence - what a candidate has actually done under pressure, tested against a definition of winning your team wrote down before the search opened. That is the 6-Step Performance Engine™: define winning, test identity and behavior against it, protect the standard through feedback and the decision.
It’s why 85% of our placed candidates are still performing at 24 months, and why 60%+ of the Fortune 500 have used Qualigence since 1999.
THE PLAN
Tell us the role, the market, and what a successful hire looks like in the seat.
We run it through the engine - intake, screen, evidence file, standard that holds.
You get a hire that holds - still producing at 24 months, because the decision was built, not guessed.
WHAT WE PRODUCE
Competitor org mapping. Leadership by function, tenure, career arc, and organizational structure. A working map of who matters at the companies you compete with for talent.
Compensation intelligence. What they pay at each level, how your packages compare, and where you are likely winning or losing the retention battle before it starts.
Movability reads. Who at your competitors is likely to listen - and who is settled. Prioritizes your outreach so you are not burning effort on the wrong targets.
Your own succession exposure. We read your bench the same way we read theirs. Where you are thin, where a departure would hurt, and where the market has alternatives you have not considered.
See the executive intelligence practice at Life Sciences Executive Intelligence.
QUESTIONS
How do you gather competitive talent intelligence ethically?
All intelligence is sourced from publicly available information, direct professional conversations, and market data gathered through our research methodology. We do not misrepresent our purpose in conversations. We do not access non-public systems. We gather what is knowable through direct research - which is more than most organizations realize is available.
What does a competitor org map include?
A competitor org map covers key leadership by function: who holds the role, their tenure, career trajectory, compensation band, and where their background suggests they are in their career arc. It is a working document, not a static org chart - it tells you who matters and why they are or are not a threat or an opportunity.
Can you identify which competitor leaders are open to a conversation?
Movability reads are part of the engagement. We assess readiness to move based on career arc, tenure, recent organizational changes, and direct conversation signals. We tell you who is likely to listen, who is not, and why - so your outreach goes to the right targets at the right time.
How is this different from LinkedIn research we already do?
LinkedIn shows you what a person wants the market to see. Our research shows you what the market actually looks like - including compensation reality, organizational instability signals, retention risk at your competitors, and succession exposure inside your own function. LinkedIn is a starting point. We finish the read.
Market data without a decision framework is just more information to argue over at the offer stage.
