Look at where candidates come from and where they go—declines, counteroffers, LinkedIn paths, and recruiter notes.

Your real talent competitors are the companies candidates choose instead of you. Find them by analyzing: offer-decline reasons, counteroffers mentioned, “final round” losses, and where new hires previously worked. Use LinkedIn career paths and “people also viewed” patterns, plus recruiter CRM notes on recurring comparisons. Don’t forget non-obvious competitors: local employers with better shifts, remote-first companies, or adjacent industries hiring the same skills. Once you know the true competitor set, you can position against reality—then build proof-backed messaging that makes you more choosable in the roles that drive growth.