Cause for change.
Time for action.

For more details about the new
Talent Data Exchange;
a full description and demo, membership
terms and special limited time offer,
contact Christopher Minninck.

Employers find communicating with freelancers difficult.

Today’s data comes with an expiration date.

# of 55+ in US workforce.

What women earn vs men.

Mismatched skills lead to mishandled data.

Hong Kong was #1 in CW engagements
per capita in 2014.

In Japan, contractor identity & CV
cannot be disclosed without
mutual consent.

raw data + cooked data = no data.

Contingent programmes have their
own unique structure.

Consulting is changing faster
than it’s growing.

# of working parents in US.

# of tech support specialists,
largest new occupation 2012.

Setting terms often means
setting terminology.

Average US retirement
age in 2013.

Growth global VMS spend in 2013.



Welcome to the Talent Data Exchange:
An organic design built on fact.

The working world is filled with infomaniacs. People with an insatiable appetite for data. In order to feed their ever-growing need, Brightfield created a living informational complex that contains the fundamental ingredient for all sound decision making: facts. Facts that are real, precise and granular. Facts from actual business transactions. Introducing the Talent Data Exchange.

More than just a data dump, Brightfield’s Talent Data Exchange is a secure membership-based data safe house that, amongst other things, lets companies compute the cost of non-employee labour, review true market level statistical analysis about programme performance and test the validity of workforce strategies precisely and anonymously.

It accomplishes this Herculean feat by aggregating validated, conditioned, homogenised global workforce insight into one shared centralised location. Staggering in its dimensions, some early adopters already call it the “Holy Grail.” Little wonder. The common format makes it easy to compare scenarios, strategies and tactics that couldn’t previously be compared. Because it offers the high degree of conformity necessary for true market evaluations, companies can finally see where their spending behavior stands vis a vis the market. Bottom line? Now companies can make fact based, evidence driven decisions like never before.

In brief, Brightfield’s Talent Data Exchange does not contain false, fabricated or manipulated information. Just true numbers, math and algorithms. Real charts, calculations and results. All of which offer immense opportunities for CW programmes and human capital plans.




The more you get into it, the more you get out of it.

Like any genetic framework, Brightfield’s Talent Data Exchange is laddered and multi-layered. One functional component breaks down each and every job title into its most basic molecular parts. Another provides true market rate costs not best guestimates. (In truth, the thinking that goes into estimates today is so far removed from reality and so lacking in accuracy that to even call them guesses gives them more credit than they deserve). And a third can answer the never-ending question “exactly how is my CW programme doing?” In it’s entirety, we believe the Talent Data Exchange represents a body of fact that adds real, evidence based backbone to any CW decision and offers long-term company-wide competitiveness.




A Macroscopic Overview of “The Exchange.”

Tru-Title Atomiser
In todays’ complex marketplace, we’ve found that whenever job titles are used as the basis for comparison there exists a huge amount of variance concerning the data (e.g. pay rates, bill rates or recruiting cycle times). Understandable since the market is composed of thousands of people guessing at prices with no actual tools to help guide them. In addition, the level of conformity in the compared elements is vague. Often left unconsidered are the work shift, location and duration of assignment, specified skills, certifications, top-secret clearances, licenses and industry expertise. No wonder job titles are a bit “jobberwonky.” Not specific. Not apples to apples. Not clear cut. Brightfield’s Tru-Title Atomiser takes into account as much data and as many factors as humanly possible. Combining and recombining inputs in different ways to create different title specs. The more granular approach refines every job title down to a molecular level not only revealing who’s right for what title but what attributes can impact cost and availability of qualified candidates. Because in today’s working world, knowing beats guessing any day.

Tru-Market Valuator 
How much should you pay for a senior programmer in London or Singapore? What about a junior analyst in Amsterdam, Frankfurt or LA? Not approximately how much, since approximately is at best both random and a guess, but exactly how much. In today’s money. In Pounds, Euros or Dollars. Now, like great baseball manager Casey Stengel once said, “you could look it up.” Simply enter a job title on Brightfield’s Tru- Market Valuator and all the attributes that make the talent harder or more expensive to find will begin to fill the page. Select or delete whatever attributes best match the specific title type. After you’re satisfied that the selected options fit the job criteria, pricing information will appear summarising descriptive statistics (min, mean, median, max, variance, quartile), visualising a histogram and bell curve (showing higher and lower levels within same job type) and revealing accurate market rate value with +/- for spread/variance. This is not your grandfather’s rate book or father’s quotron. The Tru-Market Valuator is more defined, more in-depth and more needed than ever.



Job titles, like species, generate breeds as they mutate.


Programme Diagnostics 
A labor-a-tory, in Brightfield speak, is any place investigation and/or observation is used to monitor and improve workforce performance and results. With that in mind, Brightfield’s Programme Performance Diagnostics allows clients to self analyse and compare their programme to the overall market or a subset e.g. by vertical. Performance is measured according to quality of suppliers and placements. Efficiency is measured according to process segment timing and candidate review burden. Cost is measured according to pay rate, bill rate and impact per each supplier, talent source, contract duration/ tenure and location. Risk is measured according to supplier sufficiency, number of contracts maturing simultaneously and aberrant supplier behavior. The goal isn’t just awareness but assessable opportunity. A way and means to see where you are so you can get to where you want to be.

Supplier Numerator
As far as we can remember, companies have looked to reduce the number of suppliers in their service portfolios a) to simplify and minimise the costs associated with managing relationships e.g. paperwork and b) to create more buying power or leverage by concentrating greater volumes in fewer hands with the goal of better pricing. Easy to understand given the overabundance of suppliers many have on their PSL. Hard to figure out: what is the right number of suppliers?

In most cases if not all, choosing that right number has historically been done with little rhyme, reason or bearing on actual need. Brightfield’s new Supplier Numerator aims to change that by optimising supplier utilisation based on the rationalisation of real fact.

To get to the point, Brightfield uses a method similar to what scientists call Design of Experiment or DOE. Basically, we set up a Latin square, a way of crisscrossing variables to make sure all scenarios are captured. To lay the groundwork, we identify and collect need characteristics and match and philtre (confirm filter)supplier criteria. We then input price, coverage and the results of a round robin randomisation experiment linking and unlinking cohorts. By doing so, we not only determine best price and best performance but who works best with whom, diversity and minority suppliers included. More importantly, Brightfield’s Supplier Numerator provides that previously elusive number - the number of suppliers that will serve your company best. The results are not random guesswork, they are certainties statistically validated to a scientific degree; rationalisations that can help make companies more competitive. Ultimately, fewer suppliers may be better or different suppliers may be better or some combination of both. Either way, the aim is efficiency. Because efficiency is always better.

RateCard Publisher 
Rate card- 1. A schedule of rates per job title that is used either as a contracted schedule of mark-ups or bill rates between buyer and supplier(s). 2. An internal guideline for pay rates or bill rates which may or may not be strictly enforced and may or may not be shared with bidding suppliers or requisitioners.

Whilst the above definitions are widely accepted as the industry standard, Brightfield’s new RateCard Publisher is in no way, shape or form a standard means of calculation. Simple to use, the new tool guides users through the basic steps of rate card creation including source data uploads and various preference selections often associated with rate cards; like types of suppliers, supplier tiering, diversity supplier benefits and rules. Once inputted, the file can be exported to a VMS. Like many practical tools, the RateCard Publisher comes along at a time of real need. A welcome addition that can help redefine what companies remunerate for what they get.