Clarify the decision.
What you need to understand and how you will use the findings.
Plan your hiring with a clearer view of the market.
We research compensation, hiring demand and talent availability in Bulgaria to help you make informed decisions about roles, budgets and expansion.
Discuss your research needsWhat decision are you preparing to make?
Choose an area according to the question you need answered. Where useful, we combine all three into one assignment.
Salary Research
What compensation should we offer?
Set a budget that reflects the role and the market.
Whether you are opening a position, reviewing an offer or planning a team, salary research helps you assess how competitive your compensation package is.
What we research
- Compensation for comparable responsibilities, experience levels and locations.
- Advertised ranges, candidate expectations and actual compensation data where available.
- Bonuses, benefits and working conditions that influence the offer.
- Differences by sector, specialism and working arrangement.
What you receive
An analysis of observed ranges and an assessment of your proposed package. We identify changes to budget, requirements or working conditions that could improve its competitiveness.
How to interpret the findings
We distinguish advertised compensation, expectations and confirmed data. We specify gross or net amounts, the relevant pay period and whether variable compensation is included.
Labour Market Mapping
Where will we recruit, and who will we compete with?
Decide where and how to focus your recruitment.
When entering a new region or seeking scarce expertise, market mapping shows which employers are looking for similar people and how they present their opportunities.
What we research
- Hiring activity for selected roles, sectors and regions.
- Employers competing for similar expertise.
- Common requirements, working conditions and disclosed compensation.
- The geographic distribution of observed demand.
- Changes over time where comparable historical data exists.
What you receive
A structured view of the observed market and its implications for your hiring: where to focus, how to position your opportunity and which assumptions to revisit.
How to interpret the findings
We distinguish published advertisements, individual vacancies and confirmed hires. We account for repeated postings and limitations in source coverage.
Talent Pool Assessment
How realistic is our target profile?
Test your requirements against the expertise the market offers.
When a role combines specific experience, qualifications, language and location, we assess how those requirements affect the potential pool of relevant professionals.
What we research
- Essential requirements and areas where flexibility is possible.
- Potentially relevant professionals within the agreed scope.
- The distribution of expertise across regions and sectors.
- Adjacent profiles and transferable skills.
- Requirements that most sharply restrict your hiring options.
What you receive
An assessment of the potential talent pool, its supporting evidence and data limitations. We suggest ways to widen the search through changes to the profile, location or working conditions.
How to interpret the findings
An identified professional is not a confirmed candidate. Interest, availability and readiness to move require a separate conversation when that validation is included in the assignment.
When the decision needs all three perspectives
Hiring Feasibility Assessment
Planning a new team, a new location or several key hires? We combine compensation research, competition for talent and available expertise into one assessment.
You receive connected findings about budget, target profiles and market approach, with a clear distinction between confirmed evidence and assumptions that still need testing.
How we work
Define the scope.
Roles, regions, research period, sources and delivery format.
Research and compare.
Organize the evidence and assess its comparability.
Present the implications.
Discuss what the findings mean for your plan and next steps.
One-off research or ongoing monitoring
For a specific decision, we define a one-off assignment. Where changes need to be tracked, we agree the frequency, indicators and scope of updates.
Format, timing and sources are agreed according to the question and the available evidence.
Research, candidate access or recruitment capacity?
Labour Market Intelligence
Evidence and analysis to inform your decisions.
Recruitment & Headhunt
Access to specific expertise and presentation of suitable professionals.
Recruitment Marketing & RPO
Reserved capacity for agreed recruitment activities.
Start with the question you need answered.
Tell us what you are planning. We will define the research that could help you make your next decision.