MapademicsMapademics

Build Better Roles. Find Perfect Matches. Win Local Talent

Stop posting blindly. We translate your job descriptions into real-time skill data, benchmark them against your local talent pool, and instantly surface the perfect candidates

  • Turn job descriptions into structured skill requirements
  • Evaluate requirements against real local talent supply
  • Benchmark wages against the live local market
  • Surface ranked, qualified local candidates
  • Support employers with data-backed hiring strategy
Employer hiring dashboard showing job description translated into skills, local talent supply insights, wage benchmarks, and ranked candidate matches.
The context

Stop the Costly Trial-and-Error Approach to Talent Acquisition

Business Services teams are often the first call when an employer struggles to fill an open position. The challenge is not only finding candidates — it’s understanding whether the role itself aligns with the local market.

Workflow

Business Services representative

Meeting with an employer trying to understand why a role remains unfilled.

“A job description with detailed requirements, limited qualified applicants, and uncertainty about whether expectations and wages reflect the local talent market.”

What they do
  • Review the job description and required qualifications
  • Assess whether requirements are realistic for the region
  • Evaluate if the wage is competitive locally
  • Examine available local talent supply
  • Identify adjustments that could expand the candidate pool
What comes out
Structured skill requirements for the roleLocal talent supply insightsWage benchmark comparisonRanked list of qualified local candidates
The structural friction

Writing Job Descriptions in the Dark is Costing You Top Talent

Job descriptions are written in free text and wage ranges are set internally. There is no structured way to compare role requirements against local talent supply, market wages, or adjacent skill pools before the role is posted.

  • Role requirements are not evaluated against actual local talent supply
  • Wage ranges are set without clear local benchmarking
  • Job descriptions lack structured skill definitions
  • Candidate screening depends on keyword matches rather than skills alignment
  • Business Services teams lack a consistent framework to advise employers pre-posting
Job description and wage range displayed without visibility into local talent supply or skills alignment
The skills infrastructure behind the decision

Precision Calibration: Align Every Role with Real-Time Market Reality

Mapademics translates job descriptions into skills and benchmarks them against real local supply, wages, and candidate pools - so employers hire strategically, not reactively.

1

Translate the job into skills

Free-text job descriptions are structured into normalized skill requirements.

Job-to-skills extraction and normalization

Structured skill list per roleRequired vs preferred skills breakdownExperience and certification mapping

The role becomes measurable and comparable instead of descriptive.

2

Benchmark against local supply

Role requirements are evaluated against the actual local talent pool.

Skills-based talent supply analysis

Local candidate supply countSupply concentration by skillAdjacent skill pool visibility

Employers see whether the requirements match available talent before posting.

3

Benchmark wages against the market

Wage ranges are compared to real regional market benchmarks.

Local wage and demand benchmarking

Median regional wage dataWage competitiveness indicatorDemand intensity signals

Compensation decisions become data-informed rather than assumption-based.

4

Surface qualified local candidates

Structured skills are matched to available candidate profiles in the region.

Skills-based candidate matching

Ranked local candidate listExplainable fit scoresSkill overlap breakdown

Employers see who is realistically available before refining the role.

The Structural Shift

Adjust strategically

Employers can modify requirements or wages to expand the candidate pool.

Scenario-based hiring strategy insights

Impact of removing specific requirementsExpanded supply projectionsAlternative role positioning suggestions

Hiring becomes proactive and strategic - not trial and error.

What this looks like in practice

An employer hiring dashboard they can use before the role goes live.

Each employer receives a skills-based view of their role, local talent supply, wage benchmarks, and candidate matches - so they can calibrate requirements before hiring.

Employer hiring dashboard showing structured skill requirements, local talent supply metrics, wage benchmarks, and ranked candidate matches
  1. 1
    Structured Skill Requirements

    Free-text job description translated into normalized skills.

  2. 2
    Scarce Skills

    See what skills are most scarce in the local talent pool

  3. 3
    Scenario Adjustments

    See how modifying requirements expands or narrows the candidate pool.

  4. 4
    Local Talent Supply

    Real-time view of available candidates with explainable match scores.

Under the hood

Powered by the Mapademics skills platform.

Behind the employer hiring dashboard is a skills infrastructure that translates job descriptions, benchmarks market conditions, and matches real local talent with explainable precision.

Skills Extraction & Translation

Turn unstructured job descriptions into normalized, comparable skill requirements.

Skills Extraction & Translation

Matching & Alignment

Benchmark role requirements against local talent supply with explainable skills alignment.

Matching & Alignment

Labor Market Intelligence

Compare wages, demand, and growth signals to ensure roles are competitive in the region.

Labor Market Intelligence

Employer Talent Matching

Deliver an employer-facing hiring dashboard that supports strategic, data-backed hiring decisions.

Employer Talent Matching

Help employers hire smarter - before the role goes live.

Bring one open job description. We’ll show you how to benchmark it against local talent supply, wage competitiveness, and real candidate availability.

Run a Hiring Calibration