IT 및 통신 분야 인재 관리 : 시장 점유율 분석, 산업 동향 및 통계 데이터, 성장 예측(2026-2031년)

According to Mordor Intelligence, the talent management in IT and telecom market size was valued at USD 3.31 billion in 2025 and estimated to grow from USD 3.75 billion in 2026 to reach USD 6.98 billion by 2031, at a CAGR of 13.23% during the forecast period (2026-2031).

This report is Segmented by Component (Software, and Services), Deployment Mode (On-Premise, and Cloud), Enterprise Size (Large Enterprises, and Small and Medium Enterprises), Application (Employee Engagement and Career Development, Learning and Development, Succession Planning, Recruitment and Talent Acquisition, and More), and Geography. The Market Forecasts are Provided in Terms of Value (USD).

Global Talent Management In IT And Telecom Market Trends and Insights

Accelerated Adoption Of AI-Powered Recruiter Bots For Tech Roles

Autonomous recruiting is becoming a defining operating model in the talent management in IT and telecom market, because employers need to screen technical talent faster and with less recruiter effort. Product launches from Oracle and Eightfold AI show that vendors now position agentic interviewing and automated hiring actions as core functions rather than optional add-ons. In telecom hiring, this matters most for field engineering, cloud, and cybersecurity roles, where delays can slow service delivery and infrastructure programs. In the talent management in IT and telecom market, the advantage is shifting toward platforms that connect sourcing, interviewing, and skills data with the wider workforce stack. Vendors that still rely on disconnected recruiter tools face a higher risk of being bypassed as autonomous agents take over larger parts of the hiring flow.

Cloud Migration Wave Boosting SaaS Talent Suites

Cloud migration is strengthening talent management in the IT and telecom markets because buyers want a single workforce system that can keep pace with changing headcounts and project mixes. SAP's SuccessFactors 1H 2026 release added bi-directional, zero-copy data sharing with AWS and linked planning across SAP Cloud ERP, SAP Fieldglass, and SAP SuccessFactors, reflecting this push toward a connected cloud architecture. Workday's spring 2026 release also introduced Workday Data Lake using open standards for bi-directional access with platforms such as Databricks, Google Cloud, and Snowflake. These moves matter in IT and telecom, because workforce, finance, and delivery planning need to stay aligned when hiring or redeployment changes quickly. That makes cloud architecture not just a hosting choice but also a retention and operating lever within talent management in the IT and telecom markets.

Integration Complexity With Legacy HRIS Stacks

Integration complexity remains the clearest near-term brake on the talent management in IT and telecom market, especially for large operators with multi-country HR estates. Many telecom groups still run a mix of PeopleSoft, SAP HCM on-premises, and custom payroll engines built through years of mergers, which makes field mapping and workflow harmonization difficult. The problem is not only technical, because each integration project also forces agreement on job architecture, compensation fields, and local compliance rules. When data stays split across payroll, performance, and headcount systems, workforce analytics arrive too late to guide live staffing decisions. Vendors are responding with more open data layers and prebuilt connectors, but the talent management in IT and telecom market still sees longer time-to-value where legacy stacks dominate.

Other drivers and restraints analyzed in the detailed report include:

1. Remote and Hybrid Work Models Scaling Digital Performance Management
2. Compliance-Driven Demand For Unified HR Data Security Controls
3. High Subscription Cost Of Analytics-Rich Platforms

For complete list of drivers and restraints, kindly check the Table Of Contents.

Segment Analysis

Software accounted for 68.26% of the talent management market in the IT and telecom market in 2025, keeping the platform layer at the center of buyer spending. That lead persisted because employers wanted to bring recruiting, analytics, compliance, and workflow automation under one commercial relationship rather than across separate tools. In the talent management market for IT and telecom, software also benefits from SaaS delivery, as vendors can release new AI capabilities without customer-side hardware changes. That keeps software central to talent management in the IT and telecom markets, especially in large accounts where standardization matters as much as feature depth.

Services are projected to grow at a 14.36% CAGR from 2026 to 2031, as implementation, change management, and support work become harder in AI-led HR environments. The need for services is rising because every new skills framework or internal mobility layer has to be configured around local processes and legacy data. Regular release cycles add to this demand, with vendors like Cornerstone and Workday continuing to ship frequent updates that can affect custom workflows. That means talent management in the IT and telecom markets continues to create recurring work for integration specialists and managed service partners.

Cloud held 74.24% share of the talent management in IT and telecom market size in 2025 and is projected to grow at 14.21% CAGR through 2031. In the talent management in IT and telecom market, cloud remains the preferred model because distributed engineering teams need live data access across regions and functions. Cloud deployment also supports faster AI rollout, easier compliance updates, and lower friction when companies add new business units or contractors. SAP and Workday both expanded cloud data-sharing and planning capabilities in 2026, which supports this shift toward connected workforce architectures.

On-premises systems still matter where workforce data must stay inside national boundaries or within tightly controlled operator environments. That is why cloud adoption does not fully displace local hosting in Gulf markets governed by in-country data rules. Even so, the direction of spend in the talent management in IT and telecom market continues to favor cloud platforms that can combine planning, hiring, and skills data in one environment. Vendors that can support regional hosting without losing analytical depth are likely to hold the strongest position over the next cycle.

Geography Analysis

North America captured 42.36% of the talent management in IT and telecom market share in 2025, which kept the region in the lead. The region benefits from the concentration of hyperscalers, a mature HR-tech ecosystem, and faster enterprise adoption of AI-enabled workforce tools. In the United States, California's AI hiring rules and Illinois civil rights liability for discriminatory AI use in employment are pushing buyers toward auditable and governance-ready platforms. Workday's position with more than 65% of the Fortune 500 also gives North American buyers early access to scaled platform rollouts and ecosystem support. That combination keeps the talent management in IT and telecom market strongest in North America for both large-enterprise demand and compliance-led product development.

Europe remains a major revenue center in the talent management in IT and telecom market, supported by strict data governance and a large telecom and IT services base. GDPR has encouraged buyers to consolidate fragmented HR data into auditable platforms instead of managing scattered tools across countries. Deutsche Telekom's growth hub, which serves 200,000 employees and won a national HR Tech award, shows that internal mobility and skills platforms have moved beyond pilot status in the region. The EU AI Act compliance deadline in August 2026 is now accelerating procurement toward systems with clearer governance, documentation, and AI management standards.

Asia-Pacific is forecast to grow at 14.95% CAGR from 2026 to 2031, making it the fastest-growing regional block in the talent management in IT and telecom market. Growth comes from expanding digital infrastructure, younger labor pools, and the rise of Tier-2 tech hubs in India, Vietnam, Indonesia, and the Philippines that need more formal talent processes. India's Telecom Sector Skill Council is targeting placement of 150,000 trained telecom workers annually, while Ericsson's training partnership spans 100 institutes, which shows the scale of workforce development now underway. South America remains more price sensitive, which limits adoption of analytics-rich suites among smaller IT employers, while Gulf markets are investing in sovereign-compliant platforms to meet national employment mandates and local data rules. This leaves the talent management in IT and telecom market with fast structural upside in Asia-Pacific, selective compliance-led demand in the Middle East and Africa, and a more measured adoption curve in South America.

1. SAP SE
2. Oracle Corporation
3. Workday, Inc.
4. Microsoft Corporation
5. IBM Corporation
6. ADP, Inc.
7. Ceridian HCM Holding Inc.
8. UKG Inc.
9. Cornerstone OnDemand Inc.
10. ServiceNow Inc.
11. Zoho Corporation
12. BambooHR LLC
13. PeopleFluent (LTG plc)
14. Infor, Inc.
15. iCIMS, Inc.
16. Eightfold AI Inc.
17. SumTotal Systems, LLC
18. Amdocs Limited
19. Tata Consultancy Services Ltd.

Additional Benefits:

• The market estimate (ME) sheet in Excel format
• 3 months of analyst support

TABLE OF CONTENTS

1 INTRODUCTION

• 1.1 Study Assumptions and Market Definition
• 1.2 Scope of the Study

2 RESEARCH METHODOLOGY

3 EXECUTIVE SUMMARY

4 MARKET LANDSCAPE

• 4.1 Market Overview
• 4.2 Market Drivers
  • 4.2.1 Accelerated Adoption of AI-Powered Recruiter Bots for Tech Roles
  • 4.2.2 Cloud Migration Wave Boosting Saas Talent Suites
  • 4.2.3 Remote and Hybrid Work Models Scaling Digital Performance Management
  • 4.2.4 Compliance-driven Demand for Unified HR Data Security Controls
  • 4.2.5 Skills Taxonomies Linked To 5G and Network Virtualization Roadmaps
  • 4.2.6 Growth of Internal Talent Marketplaces in Tier-2 Asian Tech Hubs
• 4.3 Market Restraints
  • 4.3.1 Integration Complexity With Legacy HRIS Stacks
  • 4.3.2 High Subscription Cost of Analytics-rich Platforms
  • 4.3.3 Talent-data Sovereignty Rules in the Middle East and Africa
  • 4.3.4 Algorithmic Bias Concerns Slowing AI Recruitment Tools
• 4.4 Industry Value Chain Analysis
• 4.5 Technological Outlook
• 4.6 Regulatory Landscape
• 4.7 Porter's Five Forces Analysis
  • 4.7.1 Bargaining Power of Suppliers
  • 4.7.2 Bargaining Power of Buyers
  • 4.7.3 Threat of New Entrants
  • 4.7.4 Threat of Substitutes
  • 4.7.5 Competitive Rivalry

5 MARKET SIZE AND GROWTH FORECASTS (VALUE)

• 5.1 By Component
  • 5.1.1 Software
  • 5.1.2 Services
    • 5.1.2.1 Professional Services
    • 5.1.2.2 Support and Maintenance Services
• 5.2 By Deployment Mode
  • 5.2.1 On-premises
  • 5.2.2 Cloud
• 5.3 By End-Use Enterprise Size
  • 5.3.1 Large Enterprises
  • 5.3.2 Small and Medium Enterprises (SMEs)
• 5.4 By Application
  • 5.4.1 Performance Management
  • 5.4.2 Learning and Development
  • 5.4.3 Succession Planning
  • 5.4.4 Compensation Management
  • 5.4.5 Recruitment and Talent Acquisition
  • 5.4.6 Workforce Planning
  • 5.4.7 Employee Engagement and Career Development
  • 5.4.8 Other Talent Management Applications
• 5.5 By Geography
  • 5.5.1 North America
    • 5.5.1.1 United States
    • 5.5.1.2 Canada
    • 5.5.1.3 Mexico
  • 5.5.2 South America
    • 5.5.2.1 Brazil
    • 5.5.2.2 Argentina
    • 5.5.2.3 Rest of South America
  • 5.5.3 Europe
    • 5.5.3.1 Germany
    • 5.5.3.2 United Kingdom
    • 5.5.3.3 France
    • 5.5.3.4 Italy
    • 5.5.3.5 Rest of Europe
  • 5.5.4 Asia-Pacific
    • 5.5.4.1 China
    • 5.5.4.2 Japan
    • 5.5.4.3 India
    • 5.5.4.4 South Korea
    • 5.5.4.5 Rest of Asia-Pacific
  • 5.5.5 Middle East and Africa
    • 5.5.5.1 Middle East
      • 5.5.5.1.1 Saudi Arabia
      • 5.5.5.1.2 United Arab Emirates
      • 5.5.5.1.3 Turkey
      • 5.5.5.1.4 Rest of the Middle East
    • 5.5.5.2 Africa
      • 5.5.5.2.1 South Africa
      • 5.5.5.2.2 Rest of Africa

6 COMPETITIVE LANDSCAPE

• 6.1 Market Concentration
• 6.2 Strategic Moves
• 6.3 Market Share Analysis
• 6.4 Company Profiles (includes Global level Overview, Market level overview, Core Segments, Financials as available, Strategic Information, Market Share for key companies, Products and Services, and Recent Developments)
  • 6.4.1 SAP SE
  • 6.4.2 Oracle Corporation
  • 6.4.3 Workday, Inc.
  • 6.4.4 Microsoft Corporation
  • 6.4.5 IBM Corporation
  • 6.4.6 ADP, Inc.
  • 6.4.7 Ceridian HCM Holding Inc.
  • 6.4.8 UKG Inc.
  • 6.4.9 Cornerstone OnDemand Inc.
  • 6.4.10 ServiceNow Inc.
  • 6.4.11 Zoho Corporation
  • 6.4.12 BambooHR LLC
  • 6.4.13 PeopleFluent (LTG plc)
  • 6.4.14 Infor, Inc.
  • 6.4.15 iCIMS, Inc.
  • 6.4.16 Eightfold AI Inc.
  • 6.4.17 SumTotal Systems, LLC
  • 6.4.18 Amdocs Limited
  • 6.4.19 Tata Consultancy Services Ltd.

7 MARKET OPPORTUNITIES AND FUTURE OUTLOOK

• 7.1 White-Space and Unmet-Need Assessment