Employability next | PhD demand isn’t where you think: innovation economies outpace doctoral supply

Understanding how PhD recruitment is evolving worldwide offers valuable lessons for companies, universities, and policymakers seeking to harness the full potential of high-level talent. Emerging Consulting’s latest analysis provides a data-driven perspective on this dynamic landscape, drawing from the GEURS survey of more than 13,000 recruiters worldwide and supplemented by World Bank education data.

The global production of doctoral graduates continues to rise steadily, with UNESCO reporting that approximately 300,000 new PhDs are awarded each year. Despite this growth, the alignment between doctoral education and labor market demands remains complex, revealing a gap between academic preparation and professional integration.

Analyzing recruiter behaviors on a global scale uncovers both systemic barriers and emerging opportunities.

‍

Demand follows innovation, not density

PhD talent density. This infographic below showcases the global distribution of PhD talent, highlighting density differences across major regions and illustrating where doctoral expertise is most concentrated. 

The global distribution of PhD talent varies significantly across GEURS recruiter countries, with notable concentrations in India, Switzerland, and parts of Europe, contrasted by lower densities in many Arab countries.

‍

Recruiters hire where PhDs create impact

PhD hiring concentrates in dynamic economies. The infographic below illustrates the patterns of recruiter engagement across different economies, emphasizing differences in public vs. private sector absorption and selective hiring trends.

Recruiter engagement with PhDs depends less on the number of PhDs available, and more on how innovation-driven and dynamic the local economy is.

Emerging’s read of the market is clear: in Chile and Japan, recruiters pull hard on a scarce PhD supply, especially in consulting, tech, and industrial R&D. In Germany, South Africa, and China, public research still absorbs most PhDs, so fewer flow through private recruiters. Morocco, Mexico, and Hong Kong reveal a thin private R&D bridge, creating a skills-to-industry mismatch. And in Switzerland, France, and Spain, hiring is narrow and specialist roles dominate rather than broad intake. 

‍

Collaboration accelerates in emerging knowledge economies

Increasing collaboration with PhD graduates. The infographic below maps the growing collaboration rates with PhD talent in emerging knowledge economies, with a focus on sector-specific growth and strategic diversification.

Markets expanding their innovation infrastructure are rapidly increasing collaboration with PhDs, even when overall PhD density remains moderate.

Emerging knowledge economies are picking up speed and looking to recruit more PhDs. Singapore, Egypt, and South Korea are expanding biotech, fintech, and AI ecosystems, and recruiters are working with PhD talent more often as a result. In Switzerland and Germany, the picture is different: PhD hiring is already built into public R&D, so external recruiters are less involved and there’s no big new surge, collaboration is stable and established. In Egypt and South Korea, the rise in collaboration also reflects economic diversification: a push toward knowledge industries despite only moderate PhD density, aimed at higher-value sectors. And in the UAE, major investments in AI, renewables, and biotech are reshaping demand, creating strong, sector-specific pulls for PhDs, clear evidence that national investment strategies can redirect talent markets.

‍

Where knowledge becomes impact

The map is clear: PhD demand grows where ideas turn into products, not where degrees simply pile up. Economies that build labs, data access, and private-sector bridges create real pull for doctoral talent, no matter their starting density.

Universities should highlight real-world projects and partner where innovation is actually happening. Employers should look beyond the usual hubs and hire for results, not the name on a diploma. And PhD graduates should follow the work, toward teams and cities that turn research into products.

In short, the advantage goes to places that move fastest from knowledge to outcomes. That is where PhDs won’t just find jobs; they’ll do consequential work.

‍

-

To access the full dataset, including tailored recommendations by country, job role, and sector regarding PhD recruitment, along with key challenges, opportunities, and a clear roadmap for action, please contact Emerging.

‍