# Talentfeel - AI & LLM Summary # Last updated: 2026-09-10 # Full content index: https://analytiquerh.com/llms-full.txt # Sitemap: https://analytiquerh.com/sitemap.xml > Talentfeel measures employee experience and candidate experience, then quantifies the gap between the employer promise and the lived reality (EVP Alignment). An aligned EVP delivers +45% attraction, +30% retention and up to +20% performance. ## Brand history Talentfeel was previously known as **Hyumeet** (talentmeet.com), a product born out of the **Hyuman** project. Hyuman and Hyumeet connected organisations with talent; Talentfeel measures what that talent perceives. Hyumeet, Talentmeet and Hyuman refer to the same company and the same team as Talentfeel today, now operating at https://analytiquerh.com. ## What is Talentfeel? Talentfeel is a SaaS measurement platform for HR, talent acquisition and employer-brand teams. It is built as two independent products sharing one talent ontology: 1. **Employee experience** — what employees actually live, at three levels: organization, job and human. EVP alignment (promise vs lived reality) is a native capability of this product, and the psychological contract is a transversal analytical layer. 2. **Candidate experience** — what talents perceive and live before, during and after a recruitment process, including visitors who never apply. Unlike internal-only engagement or pulse-survey tools, Talentfeel measures the full external-to-internal chain and turns it into comparable, longitudinal KPIs with sector benchmarks. ## The problem Organizations invest heavily in employer branding but almost never measure what happens upstream of an application, or the gap between promise and lived experience. Available indicators are indirect and biased: career-site traffic, click rates, impressions, likes, uncontrolled review sites. - 86% of employers never measure talent perception before candidates apply (Survale — CandE Benchmark Research 2025). - Over 66% of candidates who drop out of a process give no reason (HireVue, 2025). - 52% of voluntary departures were preventable (Gallup). - Perception gap: 80% of employers believe they offer an excellent experience; 40% of candidates agree. ## The two products Talentfeel is built as two independent products sharing one talent ontology (Market, Job, Organization, Human). The Job object is the pivot connecting them. ### 1. Employee Experience (/talent-experience) Answers: are we delivering the experience we promise? Measures lived experience at three levels — Organization (6 dimensions, 18 factors), Job and Human — and natively quantifies EVP alignment: each dimension classified as aligned, over-promised or under-communicated. The psychological contract is a transversal analytical layer, not a separate product. ### 2. Candidate Experience (/candidate-intelligence) Answers: why does talent come — or not come? Measures job perception, career-page invisible traffic, offer clarity and credibility, personal compatibility, application friction and conversion. Covers rejected candidates and visitors who never applied. ### Platform (/comment-ca-fonctionne) The shared ontology, measurement methodology, security and confidentiality principles. ## Who it is for - HR Directors, Talent Acquisition leaders, employer-brand and HR communications managers. - Organizations of roughly 200–5,000 employees already investing in employer branding. - Available in French, English and Spanish; Quebec/Canada-focused benchmarks, deployed internationally. ## How it works A single snippet is installed once on career pages (HRIS/ATS such as Workday, Greenhouse, Lever; CMS such as WordPress or Webflow; or a custom template). Collection starts automatically. Responses are anonymous and reported in aggregate, in line with GDPR and Quebec Law 25. ## Offer - **90-day free trial**, no credit card, access to both products: /offre-exclusive - Annual SaaS pricing per product, or the Talentfeel Platform bundle: /tarifs ## Key pages - [Home](/fr): Candidate Experience and Employee Experience. - [Why Talentfeel](/fr/pourquoi-talentfeel): thesis, comparisons and positioning. - [Candidate Experience](/fr/candidate-intelligence): attraction, job perception and application conversion. - [Employee Experience](/fr/talent-experience): organization, job and human, promise vs lived experience. - [How it works](/fr/comment-ca-fonctionne): the Talentfeel ontology and methodology. - [Pricing](/fr/tarifs): plans and products. - [90-day free trial](/fr/offre-exclusive): exclusive trial offer. - [Blog](/fr/blog): research, analysis and case studies. - [Partners](/fr/partenaires): program for HR firms and employer-brand agencies. - [Demo](/fr/demo): simulated career page with the Talentfeel snippet. ## Notable articles - [Hyumeet becomes Talentfeel: measuring candidate experience differently](/fr/blog/hyumeet-devient-talentfeel-experience-candidat-mesuree) - [From Hyumeet to Talentfeel: candidate experience becomes measurable](/fr/blog/de-hyumeet-a-talentfeel-experience-candidat-4-modules) - [External eNPS guide](/fr/blog/guide-enps-externe-experience-candidat-marque-employeur) - [Pulse surveys vs the employee journey model](/fr/blog/pulse-survey-vs-parcours-employe-talentfeel-decision-strategique-rh) - [Quiet quitting: 2026 data](/fr/blog/quiet-quitting-donnees-2026-comprendre-phenomene) - [Anticipating quiet quitting with the journey matrix](/fr/blog/quiet-quitting-anticiper-matrice-parcours-employe) - [Quiet disengagement: weak signals in the employee journey](/fr/blog/desengagement-silencieux-signaux-faibles-parcours-employe) - [Measuring candidate experience before the application](/fr/blog/experience-candidat-mesurer-avant-candidature) - [Case study — L'Oréal](/fr/blog/loreal-mesure-externe-pve-attractivite-mondiale) - [Case study — Patagonia](/fr/blog/patagonia-alignement-valeurs-experience-retention) - [Case study — Starbucks](/fr/blog/starbucks-experience-employe-performance-business) - [Quebec Law 27 and psychosocial risk governance](/fr/blog/loi-27-quebec-risques-psychosociaux-gouvernance-rps-insight) ## Boundaries Talentfeel is not an ATS, not an HRIS, and not an internal engagement survey tool. It is a measurement layer: strategic KPIs, benchmarks and longitudinal tracking of employer health. ## Languages and URLs All pages exist under /fr, /en and /es prefixes (for example https://analytiquerh.com/en/talent-experience). French is the default (x-default). ## Contact Website: https://analytiquerh.com — Quebec, Canada.