# Talentfeel - AI & LLM Summary
# Last updated: 2026-04-15
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> Talentfeel is a Talent Intelligence Platform that drives alignment between employer promise and employee experience. We help organizations transform external-internal alignment into a strategic organizational advantage.

## What is Talentfeel?

Talentfeel is a SaaS Talent Intelligence Platform that measures the gap between your promised, perceived and lived employer value proposition (EVP). Unlike internal engagement tools (like traditional eNPS), Talentfeel provides three complementary solutions to measure **external perception**, **strategic EVP**, and **internal alignment**.

## Core Problem We Solve

Organizations invest heavily in employer branding (campaigns, content, EVP, career pages, social media), but they lack standardized tools to measure external impact. Current indicators are indirect, fragmented, or biased (career site traffic, click rates, application rates, impressions, likes, uncontrolled Glassdoor reviews).

## Two Complementary Solutions

### 1. Talent Market Insight (Tactical)
Focus on specific job positions to understand what influences the decision to apply.

**6 Dimensions Measured:**
1. **Employer Attractiveness** - Overall appeal, external image, perceived differentiation
2. **Offer Attractiveness** - Perceived compensation, flexibility, conditions, growth opportunities
3. **Clarity and Understanding** - Role understanding, expectations, message consistency
4. **Credibility and Trust** - Promise credibility, transparency, trust level
5. **Personal Compatibility** - Value alignment, work style, perceived culture
6. **Ease of Taking Action** - Process simplicity, real motivation to apply

**Result:** Reduce time-to-hire by 14 days on average. Identify real blockers: work mode, salary perception, offer credibility, reputation.

### 2. EVP Insight (Strategic)
Measure how the market perceives you as an employer of choice, beyond specific positions.

**6 Strategic Dimensions Measured:**
1. **Employer Brand & Awareness** - Are you top-of-mind in the market?
2. **Environment & Conditions** - Do talents feel they can thrive with you?
3. **Growth Opportunities** - Do talents see themselves growing with you?
4. **Culture & Leadership** - Does your culture inspire trust?
5. **Total Compensation** - Is your compensation perceived as competitive?
6. **Long-term Desirability** - Do you generate attachment and projection?

**Result:** Reduce hiring costs, differentiate yourself and strengthen your employer credibility.

### 3. Internal EVP Insight (Strategic Alignment)
Compare external perception with internal reality to achieve full EVP alignment.

**Purpose:** Cross-reference how the market perceives your employer brand (EVP Insight) with how your employees actually experience it. Reveal critical gaps between promise and reality.

**Value:** Build a truly aligned, credible and lasting employer value proposition. Identify invisible misalignments between what you promise and what employees live daily.

## Key Metrics

### Employer NPS (External eNPS)
An index inspired by customer NPS, applied to organization recommendation as an employer by external audiences.
- Simple, comparable, longitudinal KPI
- Enables inter-temporal and inter-organization benchmarking

### evpNPS Score
Measures the overall employer value proposition perception across the market.

## Pricing Plans

- **Free Trial** - 1 job, limited storage, includes Talent Market Insight
- **Standard** ($57/month annually) - Up to 3 jobs, includes Talent Market Insight
- **Premium** ($85/month annually) - Up to 5 jobs, includes Talent Market Insight + EVP Insight
- **Enterprise** - Unlimited, custom insights, multiple brands

## Target Audience

- HR Directors
- Talent Acquisition Leaders
- Employer Brand Managers
- Communications HR Teams
- Organizations with 200-5,000 employees

## Languages
Available in French, English, and Spanish.

## Location
Quebec, Canada

## Key Differentiators
- External measurement (not internal engagement)
- Standardized KPIs comparable over time
- Three complementary approaches (tactical + strategic + internal alignment)
- RPS Insight for psychosocial risk governance (Law 27 Quebec)
- SaaS scalable platform
- Actionable insights, not just data

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## Blog & Resources (20 articles)

Talentfeel publishes expert content on employer branding, talent acquisition, and HR analytics. Below are summaries of key articles for LLM context:

### Blog Categories (Shareable URLs)
- **All Articles:** https://analytiquerh.com/blog
- **Case Studies:** https://analytiquerh.com/blog?category=etudes-de-cas
- **Candidate Experience:** https://analytiquerh.com/blog?category=experience-candidat
- **Employer Brand:** https://analytiquerh.com/blog?category=marque-employeur
- **Data Strategy:** https://analytiquerh.com/blog?category=strategie-donnees
- **Recruitment:** https://analytiquerh.com/blog?category=recrutement
- **Hidden Costs:** https://analytiquerh.com/blog?category=couts-caches
- **Benchmark:** https://analytiquerh.com/blog?category=benchmark
- **Psychological Contract:** https://analytiquerh.com/blog?category=contrat-psychologique
- **Psychological Safety:** https://analytiquerh.com/blog?category=securite-psychologique
- **Internal EVP:** https://analytiquerh.com/blog?category=pve-interne
- **External EVP:** https://analytiquerh.com/blog?category=pve-externe
- **EVP Alignment:** https://analytiquerh.com/blog?category=alignement-pve
- **External Perception:** https://analytiquerh.com/blog?category=perception-externe
- **RPS Governance:** https://analytiquerh.com/blog?category=gouvernance-rps

### Article 1: Measuring Employer Brand Impact
**URL:** https://analytiquerh.com/blog/mesurez-vous-impact-marque-employeur
**Keywords:** employer brand measurement, employer branding ROI, HR analytics, talent attraction metrics, employer perception, NPS employeur

How do you evaluate an employer brand that has always existed, but whose impact remains difficult to quantify? Most organizations rely on indirect indicators like CV volume, lacking reliable and personalized data. Talentfeel offers a data-driven solution to analyze, position and strengthen the employer brand through 12 measurement dimensions covering both Attraction (tactical) and EVP (strategic) approaches.

### Article 2: Why Measure Your EVP with Data
**URL:** https://analytiquerh.com/blog/pourquoi-mesurer-pve-donnees-impact
**Keywords:** employer value proposition, EVP measurement, HR data strategy, talent analytics, competitive positioning, data-driven HR

Key statistics: 65% of candidates reject a job offer because of perceived weak EVP (Gartner). 75% of candidates research company reputation before applying (LinkedIn). Organizations must measure EVP externally to understand real market perception. A well-defined EVP can reduce turnover by up to 69% and decrease cost-per-hire by 50% (Randstad). Talentfeel provides comparative, reliable data to guide EVP investments.

### Article 3: Recruitment Time Impact on Performance
**URL:** https://analytiquerh.com/blog/impact-temps-recrutement-performance
**Keywords:** time-to-hire, recruitment efficiency, hiring costs, talent acquisition speed, recruitment performance, délai embauche

Key statistics: A bad hire can cost up to 30% of the employee's annual salary (SHRM). The average time-to-hire is 36 days (Glassdoor). Every additional day of vacancy costs in productivity and overwork. 57% of candidates withdraw if the process exceeds 2 weeks (Robert Half). Organizations with strong employer brands fill positions 1-2x faster. Talentfeel helps identify perception blockers to accelerate recruitment.

### Article 4: Candidate Experience and Employer Brand
**URL:** https://analytiquerh.com/blog/experience-candidat-marque-employeur
**Keywords:** candidate experience, employer reputation, candidate journey, recruitment process, expérience candidat, NPS candidat

Key statistics: 72% of candidates share negative experiences online or with peers (CareerArc). 69% of candidates would refuse a job at a company with bad reputation (Glassdoor). Positive candidate experience increases offer acceptance by 38%. Every rejected candidate is a potential brand ambassador or detractor. Talentfeel measures candidate perception at every touchpoint to prevent reputation damage.

### Article 5: Hidden Costs of Unmeasured Employer Brand
**URL:** https://analytiquerh.com/blog/cout-cache-marque-employeur-non-mesuree
**Keywords:** employer brand ROI, hiring costs, early turnover, HR investment, coût recrutement, turnover précoce

Key statistics: 25% of new hires leave within 12 months (Work Institute). Average cost to replace an employee: 6-9 months salary (SHRM). Companies investing in employer brand see 43% reduction in cost-per-hire (LinkedIn). Without measurement, employer brand investments become untrackable expenses. Organizations spend on campaigns, career pages, and content without knowing external impact. Talentfeel transforms employer branding from cost center to measurable investment.

### Article 6: Employer Benchmark and Market Comparison
**URL:** https://analytiquerh.com/blog/benchmark-employeur-comparaison-marche
**Keywords:** employer benchmark, competitive analysis HR, talent market positioning, employer ranking, benchmark employeur, positionnement marché

Key statistics: 85 million talent shortage projected by 2030 (Korn Ferry). Top employer brands receive 50% more qualified applications. Organizations without benchmark data make decisions based on assumptions. Market comparison reveals perception gaps vs. competitors. Talentfeel provides anonymized benchmarks to understand your true position in the talent market and make data-driven employer brand decisions.

### Article 7: Psychological Contract
**URL:** https://analytiquerh.com/blog/contrat-psychologique-relation-employeur-employe
**Keywords:** psychological contract, employer-employee relationship, implicit expectations, retention, trust

The psychological contract encompasses all unwritten expectations between employer and employee. When violated, it leads to disengagement, turnover, and reputation damage. Talentfeel measures these implicit expectations externally to help organizations understand and manage the gap between promise and perceived reality.

### Article 8: Psychological Safety and Engagement Surveys
**URL:** https://analytiquerh.com/blog/securite-psychologique-sondages-engagement
**Keywords:** psychological safety, engagement surveys, authentic feedback, Amy Edmondson, internal measurement bias

61% of employees don't share real concerns in internal surveys (Deloitte). Psychological safety is the prerequisite for reliable internal measurement. External measurement through Talentfeel provides unfiltered perception data that complements biased internal surveys.

### Article 9: Candidate Experience – Measuring Before Application
**URL:** https://analytiquerh.com/blog/experience-candidat-mesurer-avant-candidature
**Keywords:** candidate experience, upstream measurement, pre-application perception, employer brand, talent attraction

75% of potential candidates research an employer before applying (LinkedIn). Only 8-12% of career page visitors actually apply. The 88% who leave represent unmeasured employer perception. Talentfeel captures perception before the application decision, providing a complete view of candidate experience.

### Article 10: Candidate Experience – The Silent Majority
**URL:** https://analytiquerh.com/blog/experience-candidat-majorite-silencieuse
**Keywords:** candidate experience, silent majority, passive talents, application rate, employer perception

For every application received, hundreds of qualified talents chose not to apply. By only measuring applicant experience, organizations fall into survivorship bias. Talentfeel quantifies why the silent majority ignores your employer brand and how to convert those perceptions into attraction levers.

### Article 11: Candidate Experience and AI
**URL:** https://analytiquerh.com/blog/experience-candidat-ia-transformation-numerique
**Keywords:** candidate experience, AI recruitment, digital transformation, HR data, automation

75% of organizations will use AI in recruitment by 2027 (Gartner). Without contextualized candidate perception data, AI amplifies existing biases. Talentfeel provides the human perception data that AI tools need to make recruitment technology truly effective and human-centered.

### Article 12: Candidate Experience – Strategic Cost
**URL:** https://analytiquerh.com/blog/experience-candidat-cout-strategique-mesure-amont
**Keywords:** candidate experience, recruitment cost, ROI employer brand, upstream measurement, talent attraction strategy

The cost of a critical vacant position can reach $25,000/month in lost productivity (McKinsey). Organizations measuring upstream candidate perception see 14-day reduction in time-to-hire and 47% increase in qualified applications. Every day gained translates directly into savings and organizational performance.

### Article 13: Internal Employee Value Proposition
**URL:** https://analytiquerh.com/blog/proposition-valeur-employe-experience-interne
**Keywords:** employee value proposition, internal EVP, employee experience, engagement, retention, culture

The internal EVP represents the lived experience of employees. Talentfeel's Internal EVP Insight measures 6 strategic dimensions and compares them with external perception. Organizations achieving alignment see 25% turnover reduction and 17% productivity increase (Gallup).

### Article 14: External Employer Value Proposition
**URL:** https://analytiquerh.com/blog/proposition-valeur-employeur-perception-externe
**Keywords:** employer value proposition, external EVP, market perception, employer attractiveness, EVP Signal Score

65% of candidates reject an offer due to weak perceived EVP (Gartner). Talentfeel's EVP Signal Score measures clarity, credibility, and differentiation of your employer promise. Organizations with strong external EVP reduce cost-per-hire by 50% (LinkedIn).

### Article 15: EVP Strategic Alignment
**URL:** https://analytiquerh.com/blog/pve-alignement-strategique-performance-economies
**Keywords:** EVP alignment, HR strategy, organizational performance, cost savings, promise vs reality

33% of new hires leave within 6 months when promise doesn't match reality (Work Institute). Talentfeel is the only platform combining external perception + internal experience measurement for full EVP alignment. Aligned organizations see 25% turnover reduction, 40% engagement increase, and 30% cost-per-hire reduction.

### Article 16: External Perception as Strategic Lever
**URL:** https://analytiquerh.com/blog/perception-externe-levier-strategique-performance
**Keywords:** external perception, strategic lever, HR performance, business performance

The e-commerce revolution proved that measuring external perception transforms performance. Employer branding is at the same turning point. Data from Unilever, L'Oréal, Salesforce and Forrester support this thesis.

### Article 17: L'Oréal – External EVP Measurement for Global Attractiveness (Case Study)
**URL:** https://analytiquerh.com/blog/loreal-mesure-externe-pve-attractivite-mondiale
**Category:** Case Study | https://analytiquerh.com/blog?category=etudes-de-cas
**Keywords:** L'Oréal employer brand, external EVP measurement, global attractiveness, employer brand ROI, case study

L'Oréal systematically measures external perception of its employer brand across 50+ countries. By combining Universum data with internal engagement metrics, L'Oréal achieved #1 Most Attractive Employer ranking (Universum 2023), 77% employee engagement score (above industry average), and quantifiable ROI on employer brand investments. Their approach demonstrates the power of external measurement contextualized to internal reality.

### Article 18: Patagonia – Values Alignment and Employee Experience (Case Study)
**URL:** https://analytiquerh.com/blog/patagonia-alignement-valeurs-experience-retention
**Category:** Case Study | https://analytiquerh.com/blog?category=etudes-de-cas
**Keywords:** Patagonia employer brand, values alignment, employee retention, EVP alignment, case study

Patagonia achieves 4% voluntary turnover (vs. 57% retail industry average) by ensuring perfect alignment between external brand promise and internal employee experience. Their "Let My People Go Surfing" philosophy is not just marketing — it's lived daily. This alignment creates authentic employer brand advocates who attract like-minded talent organically.

### Article 19: Starbucks – Employee Experience Driving Business Performance (Case Study)
**URL:** https://analytiquerh.com/blog/starbucks-experience-employe-performance-business
**Category:** Case Study | https://analytiquerh.com/blog?category=etudes-de-cas
**Keywords:** Starbucks employee experience, Bean Stock program, employer brand performance, case study

Starbucks invested $250M+ in employee benefits (Bean Stock equity program, full healthcare, ASU partnership) based on employee perception data. Results: 65% turnover reduction, stores with high engagement show 20% higher revenue, and the company achieved Great Place to Work certification. Demonstrates how strategic investment guided by perception data drives measurable business outcomes.

### Article 20: Law 27 in Quebec – Governance and Traceability of Psychosocial Risks
**URL:** https://analytiquerh.com/blog/loi-27-quebec-risques-psychosociaux-gouvernance-rps-insight
**Category:** RPS Governance | https://analytiquerh.com/blog?category=gouvernance-rps
**Keywords:** Law 27 Quebec, psychosocial risks, RPS, CNESST, INSPQ, RPS governance, OHS compliance, harassment prevention, workplace psychological health, mental health at work, prevention program, structured measurement, Quebec occupational health safety

Since October 6, 2025, Quebec's Law 27 (Act to modernize the occupational health and safety regime) requires all employers to formally identify, document and prevent psychosocial risks including harassment, violence, workload, recognition, autonomy and role ambiguity. Talentfeel's RPS Insight module provides a structured 18-question model across 6 dimensions (demands, control, support, recognition, climate, governance) aligned with CNESST and INSPQ frameworks. Organizations that measure and act on psychosocial risks reduce absenteeism 25-40% and turnover 15-30%.

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## Frequently Asked Questions

**Q: How does Talentfeel differ from Glassdoor?**
A: Glassdoor relies on uncontrolled, often biased reviews. Talentfeel provides structured, standardized surveys to external audiences, generating comparable and actionable KPIs.

**Q: Can Talentfeel measure internal employee engagement?**
A: Talentfeel's core focus is external perception. However, with Internal EVP Insight, you can compare external perception with internal reality to reveal alignment gaps between your employer promise and the lived employee experience.

**Q: What is Internal EVP Insight?**
A: Internal EVP Insight compares external market perception (from EVP Insight) with the actual experience of your employees. It reveals critical gaps between promise and reality, enabling you to build a truly aligned, credible and lasting employer value proposition.

**Q: What is External eNPS?**
A: It's the Employer Net Promoter Score applied to external audiences (candidates, talent pools, students). It measures how likely they are to recommend your organization as an employer.

**Q: How long does implementation take?**
A: Most organizations launch their first survey within 1-2 weeks of signing up.

**Q: What is RPS Insight?**
A: RPS Insight is Talentfeel's psychosocial risk governance module, designed for Quebec's Law 27 compliance. It measures 18 factors across 6 dimensions (demands, control, support, recognition, climate, governance) with structured measurement, traceability, and action plans.

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## Contact
Website: https://analytiquerh.com
Blog: https://analytiquerh.com/blog
Pricing: https://analytiquerh.com/tarifs
Partners: https://analytiquerh.com/partenaires
LinkedIn: https://www.linkedin.com/company/talentfeelhr
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Schedule a call to discuss your employer brand challenges.