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Emsi Global

Make global decisions with evidence-based data. Don’t rely on anything less.

Transparent labor market data for global market research.

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Does your global talent strategy rely on data you can trust?

Popular global datasets make big claims.

But their data sources are a black box.

Or they don’t accurately portray the talent market.

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THE FIRST STEP IN A SUCCESSFUL TALENT STRATEGY:

Transparent, realistic, defensible data.

  • Compare markets across borders.

  • Determine where your company might expand.

  • Understand the skills landscape.

With Emsi Global, you can do it all with confidence.

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Transparent

We explain our methodology to show how we derive our numbers.

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Realistic

It’s better to underestimate than over-estimate.

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Defensible

We train you on how to explain the data’s strengths and weaknesses.

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Locate promising markets. Explore skills. Monitor your current location.

  • How does San Francisco compare to Mumbai when it comes to IT talent?

  • What are the most commonly reported skills of engineers in Manila?

  • Which companies have hired computer programmers in Sydney?

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Countries

Americas

  • Brazil
  • Canada
  • Costa Rica
  • Mexico
  • United States

EMEA

  • Austria
  • Belgium
  • Bulgaria
  • Croatia
  • Cyprus
  • Czech Republic
  • Denmark
  • Estonia
  • Finland
  • France
  • Germany
  • Great Britain
  • Greece
  • Hungary
  • Iceland
  • Ireland
  • Israel
  • Italy
  • Latvia
  • Lithuania
  • Luxembourg
  • Malta
  • Netherlands
  • Northern Ireland
  • Norway
  • Poland
  • Portugal
  • Romania
  • Slovakia
  • Slovenia
  • Spain
  • Sweden
  • Switzerland
  • Turkey

APAC

  • Australia
  • China
  • Hong Kong
  • India
  • Japan
  • Malaysia
  • Philippines
  • Singapore

Emsi methodology

WHEN IT COMES TO DATA QUALITY AND QUANTITY, NOT ALL COUNTRIES ARE CREATED EQUAL.

First, each country reports talent supply very differently. For example, the US tracks over 800 categories of labor, while the Philippines track only 40. This creates a clash of names, definitions, and granularity. What the US calls a software engineer isn’t necessarily a software engineer in the Philippines.

Second, online profiles aren’t nearly as prolific in countries outside the US. This means that global data providers relying solely on online profiles unfortunately miss a large portion of the world’s data.

EMSI OVERCOMES BOTH OF THESE CHALLENGES.

First, we have created a new taxonomy that unifies the occupation categories between countries. Now you can search for “software engineer” and get the closest possible result, no matter what country you are evaluating.

Second, we have combined our own extensive profile data with government-reported data. This gives government data more granularity and profile data more structure.

The result: the best possible high-level view of the global talent market.

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Government Data

We collect government data on all available occupations and populations, country by country. We bring this data up to date, enhance the granularity, and supplement it with our own sources to create one comprehensive dataset.

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Profile Data

We gather public online profiles from a wide variety of partners and vendors. This includes résumés uploaded or submitted to employers or job boards as well as information from online social platforms. (To comply with GDPR, our European data comes from profiles that are 100% opt-in.)

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