01
Where can we find qualified talent?
Search every tracked program across every institution by skill, role, or minimum alignment score, and see which schools are producing the graduates you need.
Find the strongest talent pipelines.
KaziData shows employers which institutions produce the graduates they need - and gives them a direct line back into what those institutions teach.
The hiring question
Where the next cohort actually comes from.
The employer workspace opens with these questions - and answers each one from the same data institutions and ministries are working off.
02
Which institutions produce the talent we need?
Programs are ranked by alignment to employer demand and graduate employment rate, so partnership conversations start with the strongest pipeline.
03
What skills are we competing for?
See the capabilities every employer in your sector is chasing, so you know where the squeeze is before you write the job description.
04
How do we fix the pipeline long term?
Send the skills your teams need back to the institutions training them, aggregated by sector - shaping the curriculum your future hires learn from.
What you get
A direct line into the talent supply.
Talent pipeline search
Search every tracked program across all institutions by skill, role, or minimum alignment score.
Competing-skills view
See which capabilities the market is short on and which other employers are chasing the same graduates.
Feedback to institutions
Send the skills your teams need straight back to the schools training them, aggregated by sector - never tied to an individual candidate.
How hiring runs
From open role to a stronger pipeline.
- 01
Search the pipeline
Filter every institution's programs by the skill or role you are hiring for.
- 02
Compare readiness
Rank candidates' programs by alignment score and graduate employment rate.
- 03
Open the partnership
Approach the institutions already producing job-ready graduates for your roles.
- 04
Close the skills loop
Report the gaps you keep hitting so the next cohort is trained closer to what you need.
Why it matters
What changes when you can see the supply side.
Recruit from the programs already producing job-ready graduates instead of screening blind.
Plan headcount around what the local talent market can realistically supply.
Shape the curriculum your future hires are trained on, sector by sector.
See who is producing your next hire.
Search the programs feeding your sector and open the partnerships that shorten your pipeline.