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TAtech has partnered with the research firm Aspect43 to produce an exclusive report for TAtech Members on the state of the talent technology market.
The report will be distributed to TAtech Members next week and cover:
• What Aspect43’s 2025 survey shows today’s TA Buyers actually need;
and
• How talent technology companies can align their products, messaging and strategy with market demands.
The following is an excerpt from the report.
In 2025, companies are walking a tightrope—trying to cut costs and grow revenue while still hiring and keeping the right people. Cost savings and sales top the list of priorities, but hiring and retention aren’t far behind.
At the same time, the nature of hiring challenges has evolved. Today, the issue isn’t volume, it’s value:
• 45% [of survey respondents] say salary expectations exceed what they can pay
• 39% can’t find candidates with the right skills
• Only 17% report a lack of applicants
• Only 6% say they have too many candidates
TA teams are caught in a bind: hiring is critical, but budgets are tight and expectations are high. Vendors must align product value with what matters most—filling roles faster, hiring smarter, and retaining longer.
That means shifting from automation to alignment: Compensation intelligence, skill adjacency, and workforce adaptability.
• Focus on what matters most. Show how your product helps [employers] fill roles faster, make better hiring decisions, or reduce turnover. These are the outcomes leaders care about.
• Go beyond automation. Help customers solve real alignment issues— like finding candidates with adjacent skills, understanding pay expectations, and making smarter talent moves.
Final decisions about TA tech are made at the top, with 56% of purchases approved by executive leadership like CEOs or COOs.
The top roadblock? Finding budget – but not because it isn’t there. For most buyers, “finding budget” really means justifying why they should get it. They need help building a case that connects the tech to real business outcomes.
Right behind that is confusion. Over half of buyers don’t know what they need or where to start.
TA tech buying often stalls at the start.
HR and TA teams are tasked with solving complex hiring problems but lack both budget and guidance.
Vendors need to move from reactive selling to proactive enablement – helping customers define needs, build cases, and secure executive support.
• Guide the conversation. Most teams know they have a problem, but not exactly what they need. Help them figure it out by asking simple, focused questions.
• Make it easy to say yes. Share quick resources—like one-pagers or email templates—they can use to explain the value to decision-makers and get buy-in.
The above excerpt was drawn from The TAtech Edition of “Insights @ Work, a 2025 research product from Aspect43.
Aspect43 is a Research Analyst & Advisory Firm focused on the HR, Talent and Work-Tech sectors.
TAtech is the resource center for talent technology companies offering products at all stages of the recruiting funnel.
