What our economists find with Revelio Labs workforce data, and how your team can use it

Why workforce data became a strategic input

As of October 2026, junior roles at US banks are 4.7% below where they were in October 2022, while senior roles have kept growing at roughly their pre-ChatGPT pace. That's just one example of what you can find.

Our economists found that by tracking bank workforces month by month. Who a company hires, who leaves, and what it pays often change before anything shows up in an earnings report.

Workforce intelligence is the practice of measuring those changes from the outside. A workforce intelligence platform turns millions of public signals into structured workforce data that you can compare across companies, roles, and countries. An HRIS covers your own employees. External workforce data covers everyone else, including your competitors.

Revelio Labs is a workforce intelligence company whose workforce data platform covers about 2 billion career profiles, 5.6 billion job postings, and 33.8 million companies across 195 countries. Clients use it as a workforce analytics platform, a source of labor market intelligence, and the basis for human capital analytics. Our research team works from the same data every week in the Revelio Labs newsroom, so this post explains what Revelio Labs data covers through questions they have answered with it.

What the data covers

We collect from seven source families, including public professional profiles, job postings, employee reviews, and government data. Every record is matched to a single company, titles and skills are standardized, and results are reweighted against official statistics. The full method is in our data dictionary.

Employee and company data

For another example, as of October 2026, Revelio Labs data shows global call center employment is 5.3% below its December 2023 peak. Of the 70 quarter-end readings since 2009, headcount fell from a year earlier only 8 times, and all 8 came in the last 8 quarters. Our economists built that series from the same company headcount data our clients use.

That company employee data starts with employee counts. You can pull employee count data for any company, follow headcount trends by company over time, and split the workforce by role, seniority, and location. Company headcount data is the base for a headcount tracker, a firmographic data project, or a company growth data model.

Each professional profile is matched to a company, and subsidiaries roll up to their parent, so you work from one company dataset and employee database without duplicates. On top of headcount, you can add employee tenure data, employee movement data between firms, and company headcount growth data by function. To see this for a single employer, browse the company directory. To find employers that fit a workforce profile, use company discovery.

Job postings data

Postings are often the earliest hiring data a company produces, and they show where demand is heading before headcount moves. When our economists looked at which jobs are recession-proof, they used postings to find the occupations whose demand held steady through the latest slowdown. A separate analysis found that, as of March 2026, over 36% of job postings ask for leadership skills, a share that has risen since the start of 2025.

COSMOS, our job postings database, collects job listings data from over 1 million sources, including company career sites and job board data, and removes duplicates in two passes. A role posted on ten job boards counts once. That matters for job postings analytics, because raw job scraping data overstates demand. With deduplicated job openings data, you can track job postings by company, hiring trends data by industry, and broader job market data.

Attrition and turnover

Workforce data can also test a company's own explanation for its layoffs. In research with System2, we find that companies blaming layoffs on AI grew AI headcount 11% over the prior two years while cutting non-AI roles by more than 3%. Their industry peers grew AI roles faster, at 13%, and held non-AI headcount flat. Nearly half of the companies studied did not fit the AI explanation.

Our employee attrition data shows who leaves each company and where they go next. Employee turnover data and employee churn data update monthly, so attrition benchmarks stay current. Teams use it for retention benchmarking, turnover benchmarking against peers, and turnover rate by industry data. We also bring in WARN notices, so company layoff data ties back to official filings and works as layoff tracker data across a sector.

Compensation data

Pay is rarely one number. Using pay transparency data from levels.fyi, our study of equity pay in big tech finds that around 70% of US tech workers receive annual stock grants, but only 35% of firms pay equity. The top 1% of equity recipients receive nearly 11% of all stock grants, about 4 times the concentration in base wages. Wage-only measures likely understate how unequal tech pay is.

The rules are changing as well. As of October 2026, only 7 of 27 EU member states had written the EU Pay Transparency Directive into national law, and our analysis shows employers that moved before the law are leading the rise in posted pay.

As a compensation data provider, we draw most of our salary data from pay ranges in job postings: 1.4 billion of our 1.7 billion salary observations. That makes it market pay data drawn from what employers offer. Compensation intelligence teams use it for compensation benchmarking, salary benchmarking data by role, pay data by company, salary data by location, and salary data by occupation. It also supports pay transparency data requests and pay equity data analysis. For a free view of US pay trends, see the RPLS salary series.

Workforce composition and diversity

Workforce composition data shows how a company is built by function, seniority, geography, and demographics. The same measures vary widely by country. Our data shows women make up roughly 47% to 48% of the workforce in Europe and North America, and about 1 in 5 workers in South and West Asia and North Africa.

At the company level, diversity data includes gender diversity data by company and representation data by company, modeled from public profiles. HR teams use it as DEI benchmarking data and to compare workforce diversity data against peers.

Skills and occupations

Job titles are unreliable on their own. Our research shows that about 1 in 5 US workers retroactively edit a previous job on their professional profile, often years after they left. That is one reason we put so much work into job title normalization instead of taking titles at face value.

Every title maps to a consistent job taxonomy and occupational taxonomy, and every skill maps to a skills taxonomy that runs from 15 categories down to 35,000 clusters. Because job titles are grouped into occupation clusters, you can compare a "Data Scientist II" at one firm with a "Machine Learning Analyst" at another. The same structure turns occupation data into role mapping data across companies and countries. Our Job Architecture product applies it to your own roles, for HR teams that want job architecture software built on market data.

This structure is what makes skills intelligence possible. In a study of tech hiring, our economists measured skill depth (years of experience required per skill) and skill breadth (distinct skills listed) and found tech roles becoming more specialized. You can run the same kind of skills gap analysis against peers, spot emerging skills early, and support skills-based workforce planning. The data also produces AI adoption workforce data, since you can see which companies are hiring for AI skills and how quickly.

Validated against official statistics

Our data shows a 0.74 correlation with the Bureau of Labor Statistics (BLS) establishment survey from January 2021 to July 2025. We test that in public every month through Revelio Public Labor Statistics (RPLS), our free jobs report, released the day before the official numbers. Economists follow the RPLS jobs report as real-time labor market data, a nonfarm payrolls alternative data point, and a read on labor market trends data between releases. Some also use it as a BLS data alternative when official data is delayed. Recent releases include our AI Labor Market Tracker, and our one-year retrospective looks back on the first year of releases.

RPLS is free. Our commercial labor market dataset goes much deeper, down to individual companies, occupations, and metros.

Who uses Revelio Labs, and for what

Investors and alternative data teams

The companies spending the most on AI are also spending the most on people. In joint research with Ramp, we linked AI spending records to workforce data for more than 21,000 US companies. Companies making the largest AI investments grew employment by roughly 10% on average after adopting, while low-intensity adopters showed no statistically significant change.

Company-level signals like that are why investors use our workforce data as alternative data. Hiring and attrition often move before revenue, which makes employment alternative data an early read on company KPIs. As an alternative data provider, we offer workforce alternative data at the company level. Two common starting points are hiring alternative data and job postings alternative data.

• Alternative data for hedge funds. Quant teams add headcount and postings series to their models as quant alternative data, testing whether workforce changes lead earnings.
• Alternative data for private equity. Deal teams use human capital due diligence to check whether a target is losing engineers or managers. Private equity due diligence data sits next to the financials in commercial due diligence.
• Disclosure and ESG work. Human capital metrics data supports ESG human capital data and SEC human capital disclosure data, where firms need numbers behind the narrative.

Our data is also available through alternative data vendors and marketplaces, so workforce data for investors reaches the platforms funds already use.

HR, people analytics, and talent acquisition

We studied people analytics teams directly. About 1 in 5 people analytics job postings now list core AI and machine learning skills. The number of employees supported per people analytics role rose in the second half of 2025, which suggests these teams are expanding their scope through tools more than headcount.

Many of those teams use Revelio Labs as external people analytics data alongside their HRIS. Talent intelligence starts here. Compare your attrition to peers with talent benchmarking, see where competitors hire from, and map talent supply and demand data before opening a role. Talent flow data shows which companies you win people from and lose them to, and talent flows by role show where a skill is concentrating.

For enterprise workforce planning, the same talent market data supports talent mapping and talent pool analysis for a role in any city. Strategic workforce planning teams use workforce planning data to test hiring plans against what the market can supply. Recruiters use it for talent acquisition, compensation teams run salary benchmarking against posted pay, and HR benchmarking data gives leadership targets grounded in the market.

Corporate strategy and consulting

Revelio Labs estimates that Aldi runs its US stores with about 5 employees per store, compared with roughly 30 at other grocery chains. Our economists measured that gap with Bloomberg News and found that Aldi also employs an unusually high share of data and analytics staff for a brick-and-mortar grocer. That is company benchmarking in practice: two companies in the same industry, built in very different ways.

Strategy teams use competitive intelligence data to see where rivals are investing. Competitor headcount tracking and hiring analysis show which functions are growing, and a hiring spike in one function can signal a new product line. Executive movement data and leadership change data flag reorganizations. Together, this is competitor talent intelligence.

Consulting is an industry we watch closely. Our data shows that overall talent demand at leading consulting firms is about 20% below its 2023 peak, demand for consultant roles is about 40% lower, and by 2025 AI roles outnumbered entry-level consultants at the firms we studied. Consulting and advisory firms use our consulting workforce data for peer company benchmarking, organizational benchmarking data, M&A workforce analysis, and post-merger integration workforce data. Sales teams use hiring signals data through data enrichment, since a company hiring dozens of data engineers may be in the market for data tools.

Location strategy

The brain drain many expected after Brexit did not show up in our data. The share of UK job switchers who found their next job abroad fell from 8% to 9% before the referendum to about 4% in 2020, and it has largely stayed there, our analysis finds. Other flows have reversed. With The Economist, we tracked how Europe has been gaining tech workers from the United States.

Location strategy usually starts with a practical question: can we hire 200 engineers in this city? Site selection labor data shows talent availability by location, with labor market data by metro and talent market by city views of supply, pay, and competition for each role. Because we cover 195 countries, the same geographic talent data works as global workforce data and workforce data by country. Teams planning a new hub use it as nearshoring data and offshoring data, and to compare local labor market data with labor market data by industry. We also track remote work trends data, hybrid work data, and return-to-office data across industries.

Academics, government, and policy

In late 2025, our data showed federal employment had fallen nearly 4% since January 2025, while job postings for law enforcement officers were up over 50%. That analysis used headcount and postings together to show which agencies were shrinking and which were still hiring.

Researchers use Revelio Labs as academic labor market data and as a labor economics dataset. We provide labor data for researchers through university data licensing, and our academic publications show the data in use. Research workforce data is also available by API. Public agencies looking for a government labor market data provider use it for public policy labor data, regional labor market data, labor market data by occupation, and job openings and labor turnover data between official releases.

How you get the data

Revelio Labs delivers workforce data three ways, so each team can work where it already works. The research in this post uses the same data through the same channels.

1. Workforce data API. Request exactly what you need. The Revelio Labs API is a labor market data API built on shared company and occupation identifiers, so results from different datasets join cleanly. Teams use it as an employee data API, job postings data API, or salary data API, depending on the question.
2. Workforce data feed. Larger extracts arrive monthly as a workforce data bulk download. Data teams load the employee data feed into the warehouse they already use and query it next to their own tables. Staffing and HR tech platforms use the feed to enrich their own products. Revelio Labs data is also available on AWS Data Exchange and the FactSet Marketplace.
3. Revelio Terminal. Analysts who want answers without code use the Terminal in the browser. It works as workforce analytics software, a company benchmarking tool, and a salary benchmarking tool, with labor market analytics in the same place.

Workforce data for AI models is a growing use case. Because our taxonomies are consistent and documented, the data works as a structured source for LLM workforce data applications and agents, including through a labor data MCP connection. For custom analysis, our consulting team can help.

How to compare workforce data providers

Lists of the best talent intelligence platforms, best labor market data providers, and best job postings data providers rarely explain how the data is built. Five questions narrow the field quickly, and they apply to any workforce data provider or labor market insights platform.

• How many sources sit behind the data? Single-source employee data inherits that source's blind spots. Our job posting data comes from 1.3 million unique sources.
• Are duplicates removed? Ask how a job posting data provider handles the same role posted on many boards.
• Is it corrected for bias? Raw profiles overrepresent some industries and countries. We reweight against BLS data in the US and International Labour Organization (ILO) data elsewhere.
• Is the method public? Our methodology is in the data dictionary, and RPLS tests it in public every month.
• Does the provider publish with it? Our economists publish weekly with this data, and their work appears regularly in the press and on our podcast.

If you are reviewing alternatives to your current workforce data vendor, ask both vendors the same five questions. Revelio Labs pricing depends on datasets and delivery method, and our pricing page shows starting points. The FAQ covers common questions about sources and delivery.

Frequently asked questions

What is Revelio Labs?

Revelio Labs is a workforce intelligence company. It collects public workforce records, including professional profiles and job postings, and standardizes them into workforce data on companies, jobs, skills, pay, and locations. Its clients include investors, consultants, HR teams, academic researchers, staffing firms, and government agencies.

How much data does Revelio Labs cover?

Revelio Labs covers about 2 billion career profiles, 5.6 billion job postings from 1.3 million unique sources, 1.7 billion salary observations, and 33.8 million companies across 195 countries.

How accurate is Revelio Labs data?

Revelio Labs data shows a 0.74 correlation with the BLS establishment survey from January 2021 to July 2025. The methodology is published in the data dictionary, and Revelio Public Labor Statistics tests the data in public every month.

How can I access Revelio Labs data?

Revelio Labs delivers data through an API, a monthly data feed, and the Revelio Terminal. Its data is also available on AWS Data Exchange and the FactSet Marketplace.

Is Revelio Public Labor Statistics free?

Yes. Revelio Public Labor Statistics (RPLS) is a free monthly US jobs report, released the day before the official BLS employment numbers.

Explore the data

The fastest way to judge workforce data is to look up companies you already know. Start a Revelio Labs free trial to explore headcount, hiring, and attrition in the Revelio Terminal, or book a Revelio Labs demo to talk about API and data feed access.