# Quarterly talent market brief for People and L&D leads

> At the start of every quarter, get a written brief on how the skills market under your core roles is shifting, emailed to your People and L&D leads.

- Workflow type: agent
- Services: JobsPipe, Gmail, Notion
- Categories: HR & People
- Published: 2026-08-04

## What it does

- Tracks the job families you care about and reports which skills are rising, which are fading, and how fast the change is happening.
- Flags where your job descriptions have gone stale, naming skills the market now expects that your postings never mention.
- Shows which of your roles are most exposed to AI demand, including the pay premium that postings asking for AI skills advertise.
- Delivers a readable narrative brief by email and files a copy in Notion so you build a quarter by quarter record.

## What you'll need

- A JobsPipe account for job market data. Each run makes a number of lookups, so a paid plan is worth it if your list of job families is long.
- A Google account so the brief can be emailed from your inbox.
- A Notion workspace with a space where the archived briefs should live.
- Your list of core job families. Each one is matched to a standard occupation code during setup, and a shorter code widens the report to a whole family of related roles.

## Prompt

At the start of every quarter, on the first weekday of January, April, July and October at 8am, build a talent market brief that tells our People and Learning and Development leads how the skills market under our core job families is shifting. Use JobsPipe for all of the market data, then email the brief out and archive a copy.

Keep my list of core occupations at the top of the workflow so I can edit it without touching anything else. Each entry is an ISCO-08 occupation code plus the internal job family name we use for it, for example 2512 Software Developers mapped to our Engineering family. JobsPipe matches 4-digit codes exactly and treats 1, 2 and 3 digit codes as hierarchy prefixes, so a 2-digit code deliberately widens the brief to a whole occupation family rather than a single role. Note in the brief which of my entries were broad family codes and which were exact roles, because a family level reading is not directly comparable to one job description.

For each occupation on the list, gather the picture from JobsPipe. Call Get Trending Skills For Occupation over the quarter that just ended to see what rose and what fell. That operation compares the window against the preceding window of equal length, so a 90 day window reads naturally as this quarter versus last quarter. Call Get Top Skills For Occupation for the current baseline of what the market actually asks for today. Take the handful of skills that moved most in either direction and call Get Skill Demand Trend on each one, so I can see whether a move is a steady monthly climb or a single noisy spike. Call Get Occupation Snapshot for posting volume, remote share and the companies hiring most in that occupation. Then call Get AI Exposure By Occupation Or Industry to see what share of postings now demand AI skills and what salary premium those postings carry.

JobsPipe suppresses any group with under 30 postings, returning suppressed true with null percentiles. Wherever that happens, say so plainly in the brief. Write that the sample was too small to report rather than showing a zero, a dash, or any wording that implies the trend was flat. Also note that JobsPipe insight compensation figures are always in USD no matter which country filter was applied, so label the AI salary premium as USD.

Write the brief as a narrative that a People lead can read start to finish, not a dump of tables. Open with a short executive summary of the two or three things that actually changed this quarter. Then cover which skills are emerging under each job family and how fast; where our existing job descriptions have gone stale, meaning skills the market now expects that our postings never mention alongside skills we still ask for that the market is dropping; which of our roles carry the most AI exposure, using both the share of postings demanding AI skills and the salary premium attached; and concrete hiring and training recommendations for the coming quarter. Those recommendations should be specific, such as which skills to add to a requisition, which to build through L&D instead of hiring for, and where remote share or a concentrated set of hiring companies makes a search more competitive than we assumed. Use small numbers inline to support the argument rather than large tables. Where the data was thin or suppressed, still give a recommendation but mark it as low confidence.

Email the finished brief with Gmail Send a Message to our People and Learning and Development leads, with a subject line naming the quarter, for example Talent market brief Q3 2026. Then archive a copy with Notion Create a Page in our People analytics space, titled the same way, so we build a quarter over quarter record we can look back on.

## How to customize

- Change the job families on the list, or swap a specific role code for a broader one to cover a whole family of related jobs.
- Adjust who receives the email and which Notion space holds the archive.
- Move the schedule off the start of the quarter, for example to land just before your headcount or budget planning cycle.

## Example output

Talent market brief: Q3 2026

Executive summary. Two things moved this quarter. AI tooling crossed from nice to have into a baseline expectation across our Engineering family, and our Customer Success family cooled sharply on posting volume while going noticeably more remote.

Engineering (Software Developers, exact role match). Postings mentioning agent frameworks rose from 4% to 11% of the family. The monthly series shows a steady climb across all three months rather than one spike, so this is a real shift and not noise. Our current Senior Engineer job description does not mention AI tooling anywhere. Recommend adding it to the next requisition and running internal enablement rather than hiring for it, since the skill is still cheap to build.

AI exposure. 31% of Engineering postings now demand AI skills, carrying a median advertised premium of 14,000 USD. Our People Operations family sits at 6%, the lowest of our six families.

Data note. Our Learning Designer family returned fewer than 30 postings this quarter, so the group was suppressed. We have no read on it this quarter. That is a gap in coverage, not a flat trend.

## FAQ

### Do I need to know occupation codes to use this?

No. You give the workflow your job families in plain language and match each one to a code once during setup. After that you only touch the list when your roles change.

### What happens if there is not enough hiring data for one of my roles?

The brief says so plainly. When a role has fewer than 30 job postings in the period, the market data is held back rather than reported, and the brief states that the sample was too small instead of implying nothing changed.

### Is this a spreadsheet or a written report?

A written report. It reads like a market brief with an executive summary and recommendations, using numbers to support the argument rather than dumping tables.

### What currency are the salary figures in?

US dollars. The market data reports pay in USD regardless of which country the postings come from, and the brief labels it that way so nobody misreads a local figure.

### Can I send it to more than two people?

Yes. Add as many recipients as you like, including a shared People team alias, and the archived Notion copy is there for anyone who missed the email.

Use this prompt in General Input: https://www.generalinput.com/prompts/quarterly-talent-market-brief-for-people-and-ld-leads