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Digital Transformation In IndustryTop 10 Best Hire Train Deploy Services of 2026
Top 10 hire train deploy providers ranked with criteria and tradeoffs for buyers comparing Accenture, IBM Consulting, and Capgemini.
How we ranked these tools
Vendors set the topic, but our editors set the inclusion criteria and the evaluation framework before research starts.
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Framework: Features 40% · Ease 30% · Value 30%
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Generation is the best fit for teams needing managed hire-train-deploy delivery with a predictable deployment cadence, while Per Scholas is the cheapest entry if you want repeated hires from a skills-aligned training pipeline, and Insight Global works best when headcount shifts and you need coordinated recruiter-led deployment.
Editor’s top 3 picks
Three quick recommendations before you dive into the full comparison below — each one leads on a different dimension.
Generation
A single operational handoff chain connects recruiting screening, training objectives, and readiness for staffed deployment.
Best for: Fits when teams need managed hire-train-deploy delivery with clear role intake and predictable deployment cadence.
Per Scholas
Editor pickDeployment readiness checks connect cohort training outcomes to client onboarding handoff artifacts.
Best for: Fits when mid-size employers need repeated hires from a skills-aligned training pipeline.
NPower
Editor pickCohort training-to-placement readiness process that ties skills checkpoints to client interview loops and deployment timing.
Best for: Fits when HR teams want cohort-driven hiring with structured assessment and onboarding handoffs.
Comparison Table
Generation
specialistGlobal youth employment nonprofit that trains, places, and supports workers across multiple sectors.
A single operational handoff chain connects recruiting screening, training objectives, and readiness for staffed deployment.
Generation’s delivery model is built around a client-defined role intake that translates job requirements into screening and training expectations. The service then runs assessment-to-training handoffs as a single operational chain instead of splitting hiring and enablement across separate vendors. Client teams gain a predictable cadence for candidate progress and deployment readiness. This structure fits organizations that want a conversion path from contract-to-hire talent intake into staffed teams with fewer internal coordination steps.
A key tradeoff is that the managed workflow requires clear role definition and stakeholder availability during the interview loop and training adjustments. Generation fits best when training objectives and evaluation rubrics can be expressed early enough to avoid rework midstream. It is less suitable for clients that only need ad hoc staffing without a repeatable intake-to-deploy process.
- +Role intake to deployment readiness is run as one managed workflow
- +Candidate screening and training expectations stay aligned across handoffs
- +Reddeployment planning reduces idle time when project needs shift
- +Stakeholder updates support coordinated throughput across multiple roles
- –Requires strong upfront role definition to avoid training rework
- –Workflow cadence depends on client interview loop responsiveness
- –Less ideal for irregular one-off requests without repeatable intake
Talent acquisition leaders
Standardize intake to staffed team delivery
Fewer handoff delays
Engineering managers
Staff production-ready contract-to-hire talent
Faster time-to-productivity
Show 2 more scenarios
Workforce operations teams
Redeploy talent across changing projects
Higher utilization rate
Delivery includes redeployment planning when assignments shift and utilization needs change.
Recruiting program managers
Run concurrent recruiting and training waves
Steady delivery cadence
Structured updates help coordinate throughput across multiple active roles and candidate cohorts.
Best for: Fits when teams need managed hire-train-deploy delivery with clear role intake and predictable deployment cadence.
Per Scholas
specialistNational nonprofit providing tuition-free tech training with direct employer placement partnerships.
Deployment readiness checks connect cohort training outcomes to client onboarding handoff artifacts.
Per Scholas is most distinct for coupling classroom training with client-specific deployment readiness checks, so teams receive candidates mapped to an intake role rather than only general graduates. The hiring flow typically includes skills-based assessment and interview loop coordination, then transitions into onboarding workflow planning with the client. The program structure is well suited to recurring hiring needs where bench management and redeployment can reuse established cohorts.
A practical tradeoff is that cohort timing and role intake requirements can constrain rapid, single-off demand compared with vendors that staff from a standing labor pool. A strong usage situation is deploying multiple learners into the same job family across a quarter when the client needs consistent readiness standards and clear handoff documentation.
- +Cohort model ties training outcomes to deployment readiness
- +Role intake and onboarding handoff reduce client guesswork
- +Contract-to-hire pathways support conversion from training
- +Redeployment planning fits multi-hire workforce cycles
- –Cohort scheduling can limit coverage for urgent one-off roles
- –Role intake criteria may require client time for alignment
- –Direct deployment flexibility is lower than on-demand staffing pools
- –Redeployment depends on maintaining bench flow with clients
HR and talent operations teams
Run contract-to-hire conversions from training
Higher conversion consistency
IT hiring managers
Deploy cohorts into job family roles
Shorter time-to-productivity
Show 1 more scenario
Workforce planning leaders
Manage bench and redeployment cycles
Better utilization outcomes
Plan redeployment across client teams when needs shift after initial deployment.
Best for: Fits when mid-size employers need repeated hires from a skills-aligned training pipeline.
NPower
specialistNonprofit offering free tech skills training and job placement for young adults and military veterans.
Cohort training-to-placement readiness process that ties skills checkpoints to client interview loops and deployment timing.
NPower’s delivery is built around cohorts, which makes it easier to manage throughput across multiple hires that start near the same time. Role intake and job profile alignment are handled to shape training outcomes for specific client interview loops. Candidate screening and technical assessment are typically integrated into the progression from training to placement.
A key tradeoff is that cohort timing can reduce flexibility when a client needs immediate, on-demand deployment for a single role. NPower fits best when an organization can commit to a skills-based hiring window, such as contracting-to-hire pipelines for entry to mid-level roles and planned redeployment cohorts.
- +Cohort-based training aligns multiple hires to one deployment schedule
- +Role intake work supports tighter mapping between program outcomes and interviews
- +Placement readiness coordination improves handoff into client onboarding workflows
- +Training progression includes structured technical assessment checkpoints
- –Cohort cadence can limit responsiveness for last-minute single-role starts
- –Extensibility outside the training-to-placement workflow can be limited
- –Admin governance depth for complex RBAC and audit log needs may lag enterprise tooling
- –Operational overhead increases when clients require bespoke assessment formats
Talent acquisition teams
Planned technical hiring batches
Shorter time-to-productivity
Workforce planning leaders
Contract-to-hire conversion waves
Higher redeployment stability
Show 1 more scenario
IT hiring managers
Redeployment after training completion
Lower bench idle time
Skills assessment checkpoints feed candidate matching for open positions and follow-through into onboarding.
Best for: Fits when HR teams want cohort-driven hiring with structured assessment and onboarding handoffs.
Insight Global
agencyInsight Global provides contract staffing, direct placement, workforce solutions, and professional development services.
Redeployment management that reassigns already-screened candidate pools when priorities change.
Insight Global delivers hire-train-deploy style workforce placement by combining recruiting operations with role intake, candidate screening, and staffing coordination for client demand. The differentiator is operational coverage across contingent-to-permanent workflows, including ongoing candidate matching and redeployment cycles when headcount shifts.
- +Recruiting-to-deploy workflow reduces handoff gaps during onboarding
- +Uses structured role intake and interview-loop coordination for consistent screening
- +Supports redeployment when priorities change without restarting sourcing
- +Program-style delivery works well for multi-role hiring waves
- –Requires clear job-profile definition to keep screening aligned
- –Automation and API surface for external systems is limited in typical engagements
- –Governance reporting depth can depend on contract-scoped deliverables
- –Candidate throughput goals need active client scheduling for interviews
Best for: Fits when a client needs managed recruiting and coordinated deployment across shifting headcount.
SkillStorm
specialistSkillStorm provides trained technology consultants, workforce augmentation, and cleared technical talent.
Skills inventory powered matching that maps candidate progress to role intake job profiles for deployment readiness.
SkillStorm delivers hire-train-deploy workforce programs that coordinate technical assessment, structured training, and client deployment for contract-to-hire and redeployment cycles. The service emphasizes role intake into job profiles, a skills inventory driven matching workflow, and recruiting pipeline operations that manage candidate throughput from screening to readiness.
- +End-to-end delivery links screening, training milestones, and deployment readiness steps.
- +Skills inventory and matching workflow fit skills-based staffing across multiple job profiles.
- +Managed redeployment routines help maintain bench utilization when demand shifts.
- +Client-facing interview loop supports faster direct-hire conversion decisions.
- –Programs require disciplined role intake inputs to prevent mismatch and rework.
- –Integration depth with client HR systems depends on the specific engagement scope.
Best for: Fits when teams need managed hire-train-deploy delivery with skills-based matching and redeployment continuity.
QA
specialistQA delivers technical training, apprenticeships, and talent services for workforce development.
Cohort-focused operational tracking that connects onboarding progress to deployment readiness decisions across client teams.
QA (qa.com) focuses on hire-train-deploy delivery built around staffing operations, onboarding workflow management, and client-side governance. The service model targets recruiting pipeline handling from intake through deployment readiness, with structured placement and redeployment steps for contingent and contract-to-hire pathways.
- +Hire-train-deploy workflow ties intake to deployment readiness and redeployment handling
- +Structured client governance for role intake alignment and operational reporting
- +Operational tracking for cohorts across onboarding and post-deployment phases
- +Experience delivering staffing outcomes for multiple workforce models
- –Stronger fit for repeat programs than for highly bespoke role-by-role conversions
- –Requires disciplined job profile and competency framework inputs to avoid rework
Best for: Fits when enterprise teams need controlled hire-train-deploy operations and repeatable redeployment workflows.
TEKsystems
agencyTEKsystems provides technology staffing, workforce solutions, consulting, and talent development services.
Recruiter-managed redeployment operations that coordinate candidate availability across concurrent role intakes.
TEKsystems is a large talent services and workforce deployment firm that differentiates through recruiter-managed staffing operations and enterprise delivery support. Its hire-train-deploy model centers on role intake, screening, and onboarding workflow execution, with delivery teams coordinating candidate readiness through client interview loops.
- +Enterprise recruiters run end-to-end screening to onboarding handoffs
- +Structured redeployment and resourcing processes reduce assignment churn
- +Delivery reporting supports stakeholder visibility across multiple roles
- +Onboarding workflow coordination targets faster deployment readiness
- –API and automation surface is limited compared with software-first vendors
- –Requires disciplined role intake and competency framework alignment
- –Custom training design can take longer than standardized track options
- –Data portability for skills inventory reporting can be constraints-heavy
Best for: Fits when large organizations need recruiter-led hire-train-deploy execution with multi-role deployment control.
FDM Group
enterprise_vendorFDM trains professionals through academies and assigns them to client technology and business teams.
Cohort-based deployment readiness process that ties training completion to client role acceptance decisions.
FDM Group delivers hire-train-deploy programs by routing candidates through standardized training, then placing them into client delivery roles. The firm runs end-to-end talent lifecycle operations across onboarding, skills validation, and role redeployment, which helps maintain bench continuity across SOW cycles.
- +Structured training-to-placement pipeline with defined readiness gates
- +Operational bench management supports redeployment across changing SOW demand
- +Broad program coverage for technical and delivery-track staffing needs
- +Clear client handoff process from assessment to onboarding
- –Less suitable when client workflows require frequent custom curriculum changes
- –Readiness outcomes depend on intake quality and consistent client interview signals
- –Deployment timelines can be constrained by cohort scheduling cadence
- –Requires active client participation to align job profile expectations and placement criteria
Best for: Fits when enterprises need repeatable hire-train-deploy staffing with measurable readiness and redeployment across multiple delivery projects.
Multiverse
specialistMultiverse provides employer-sponsored apprenticeships and workplace training across technology and business skills.
Skills assessment framework with configurable role mapping to produce talent insights for pipeline-to-ready transitions.
Multiverse delivers skills assessment and workforce planning inputs to hire-train-deploy hiring pipelines, tying pre-hire signals to downstream role readiness. Its core capability is a structured skills evaluation experience that feeds recruiting workflows and talent insights used for deployment planning.
- +Skills assessments are structured to produce consistent, comparable signals across cohorts
- +Assessment results connect to recruiting workflows to reduce manual candidate triage
- +Configurable role-based intake improves alignment between job profiles and evaluation
- +Integration options support automation of scheduling, status updates, and downstream handoffs
- –Deployment readiness still requires custom rules mapping skills scores to training gates
- –Workflow coverage is strongest for assessment-led pipelines and weaker for full redeployment operations
Best for: Fits when hire-train-deploy programs need standardized skills signals feeding deployment readiness decisions.
LaunchCode
specialistNonprofit tech apprenticeship organization matching trained developers with employer apprenticeships.
Cohort-to-employer readiness checkpoints that connect training completion directly to deployment acceptance criteria.
LaunchCode delivers hire-train-deploy delivery support by combining job-ready training pathways with employer placement programs that convert evaluated candidates into active client delivery. The engagement model centers on role intake, technical assessment, and cohort-based onboarding workflows that move candidates from skills discovery into staffing readiness.
- +Cohort-based readiness checkpoints align training outputs to role intake milestones
- +Redeployment focus helps keep staffing utilization stable when priorities shift
- +Structured technical assessment reduces mismatch risk versus informal screening
- +Employer-facing workflow supports contract-to-hire style conversion pathways
- –Limited evidence of deep API automation for role intake, matching, and scheduling
- –Governance controls beyond readiness gates may require stronger client process ownership
- –Skills inventory breadth depends on partner pipeline maturity for each target role
- –Time-to-productivity can vary if client onboarding lacks documented engineering standards
Best for: Fits when clients need cohort-fed technical talent with structured readiness gates and a redeployment-aware plan.
Conclusion
After evaluating 10 hire train deploy, Generation stands out as our overall top pick — it scored highest across our combined criteria of features, ease of use, and value, which is why it sits at #1 in the rankings above.
Use the comparison table and detailed reviews above to validate the fit against your own requirements before committing to a tool.
How to Choose the Right Hire Train Deploy
This buyer guide frames hire train deploy around delivery mechanics that connect candidate screening, cohort or workflow training objectives, and deployment readiness decisions across recruiting and client onboarding. It covers Generation, Per Scholas, and the rest of the ten provider cards, plus it places Generation at the top for a single operational handoff chain that ties training objectives to staffed deployment.
The guide also contrasts how providers handle cohort cadence, redeployment when priorities shift, and the governance discipline needed for consistent role intake. Those differences show up across Generation, Per Scholas, Insight Global, and TEKsystems, where redeployment and external system automation vary by engagement shape.
Hire Train Deploy delivery model for moving screened candidates into trained, deploy-ready staffing
Hire train deploy is a workforce workflow that moves candidates from screening into training with readiness gates, then into deployment via client onboarding artifacts and role intake alignment. Providers such as Generation connect recruiting screening, training objectives, and readiness for staffed deployment in one managed operational handoff chain that keeps expectations aligned across those handoffs.
Per Scholas uses deployment readiness checks that connect cohort training outcomes to client onboarding handoff artifacts, which reduces client guesswork when hiring runs repeatedly from the same skills-aligned pipeline. Insight Global shifts emphasis toward redeployment management that reassigns already-screened candidate pools when priorities change, while TEKsystems emphasizes recruiter-managed redeployment operations for concurrent role intakes.
Across the category, the practical differentiator is how tightly each service links role intake quality to training-to-ready decisions and how the workflow handles redeployment when client interview-loop responsiveness or scheduling constraints change. This linkage directly affects deployment cadence predictability, training rework risk, and the operational throughput of multi-role programs.
Hire Train Deploy capability map: workflow handoffs, readiness gates, and redeployment control
Hire train deploy success depends on how recruiting output becomes training inputs, and how training outcomes become client onboarding decisions. Providers that connect those handoffs reduce readiness drift and cut rework when intake changes mid-cycle.
The main differentiator across these providers is operational control over role intake alignment and redeployment timing. Generation ties recruiting screening, training objectives, and deployment readiness into one operational handoff chain, while Insight Global and TEKsystems shift emphasis toward redeployment when priorities change.
Role intake to deployment readiness workflow cohesion
Generation runs role intake through deployment readiness as one managed workflow that keeps screening expectations aligned across handoffs. Per Scholas ties cohort training outcomes to client onboarding handoff artifacts through deployment readiness checks that reduce client guesswork.
Cohort cadence control versus urgent single-role coverage
Per Scholas uses cohort model mechanics that connect training outcomes to onboarding handoff artifacts, which can limit coverage for urgent one-off roles. NPower and FDM Group also use cohort-based readiness processes, but NPower aligns skills checkpoints to client interview loops while FDM Group adds operational bench management for redeployment across changing SOW demand.
Redeployment mechanics for already-screened candidates
Insight Global emphasizes redeployment management by reassigning already-screened candidate pools when priorities shift. TEKsystems adds recruiter-managed redeployment operations that coordinate candidate availability across concurrent role intakes.
Skills signals that feed matching and training-to-ready decisions
SkillStorm uses a skills inventory and matching workflow that maps candidate progress to role intake job profiles for deployment readiness. Multiverse structures skills assessments to produce consistent signals across cohorts, then uses configurable role mapping to transition skills scores into training gates.
Operational governance for controlled hire-train-deploy execution
QA provides structured client governance for role intake alignment and operational reporting that supports repeatable redeployment workflows. TEKsystems relies on recruiter-led end-to-end screening to onboarding handoffs, and LaunchCode emphasizes cohort-to-employer readiness checkpoints that connect training completion to deployment acceptance criteria.
Decision framework for Hire Train Deploy: choose your workflow shape first, then validate readiness, redeployment, and governance
The choice starts with the workflow shape the provider operationalizes, because that determines how role intake quality flows into training and deployment decisions. Generation and QA optimize for tightly connected operational handoffs, while Insight Global and TEKsystems optimize for redeployment control when priorities shift.
The second decision is whether deployment readiness is primarily driven by cohort outcomes, recruiter-led availability management, or assessment-led matching. Per Scholas, NPower, and LaunchCode center cohort readiness checkpoints, while SkillStorm and Multiverse focus on skills inventory or assessment frameworks that feed job profile mapping.
Pick the handoff chain design that matches how roles enter the program
If roles move in with predictable cadence and fixed expectations, Generation’s single operational handoff chain from screening to training objectives to staffed deployment supports consistent alignment. If roles shift frequently and already-screened options must move fast, Insight Global’s redeployment management and TEKsystems’ recruiter-managed redeployment operations reduce handoff gaps during onboarding.
Validate how deployment readiness decisions are computed and recorded
If readiness must be tied to measurable cohort outcomes and onboarding artifacts, Per Scholas connects cohort training outcomes to deployment readiness via client onboarding handoff artifacts. If readiness must be tied to cohort checkpoints that connect training completion to client acceptance criteria, LaunchCode and FDM Group use cohort-focused readiness gates but differ in whether they add bench management for redeployment across delivery projects.
Stress test redeployment under priority changes and concurrent intakes
When priorities change mid-cycle and candidates are already screened, Insight Global’s redeployment approach is built to reassign those candidate pools. When multiple role intakes run concurrently, TEKsystems’ recruiter-led coordination across candidate availability is the operational control point that prevents assignment churn.
Choose the skills signal strategy that fits the intake quality level available
If role intake inputs can be maintained with disciplined job profiles, SkillStorm’s skills inventory and matching maps candidate progress to role intake job profiles for deployment readiness. If the program needs standardized comparable signals across cohorts before custom transition rules, Multiverse’s configurable skills assessment framework supports pipeline-to-ready transitions even when deployment readiness requires custom rules mapping.
Confirm governance depth for role intake alignment and operational reporting
For enterprise control across repeatable programs, QA ties hire-train-deploy workflow decisions to structured client governance for role intake alignment and operational reporting. If governance relies more on recruiter process control, TEKsystems requires disciplined role intake and competency framework alignment to keep screening mapped to onboarding handoffs.
Who benefits from Hire Train Deploy providers built around workflow cohesion or redeployment control
Hire train deploy buyers benefit when the provider operationalizes the transition from screening outputs to training outcomes to deployment readiness decisions. The best fit depends on whether the organization prioritizes cohort scheduling and repeatable intake governance or redeployment speed when priorities change.
Generation and QA fit teams that need managed workflows with predictable deployment cadence and controlled operations. Insight Global and TEKsystems fit teams that expect shifting headcount priorities and need coordinated redeployment of already-screened candidates.
Enterprises running repeat hire-train-deploy programs with structured governance
QA supports controlled hire-train-deploy operations with structured client governance for role intake alignment and operational reporting, while Generation maintains aligned expectations across screening, training objectives, and deployment readiness within a single operational handoff chain.
Mid-size employers hiring repeatedly from a skills-aligned training pipeline
Per Scholas uses cohort model mechanics that connect training outcomes to deployment readiness via client onboarding handoff artifacts, which reduces client guesswork when the same skills pipeline repeats.
Organizations that must redeploy already-screened candidates when priorities shift
Insight Global reassigns already-screened candidate pools during priority changes, and TEKsystems coordinates recruiter-managed redeployment across concurrent role intakes to control assignment churn.
HR teams that want cohort-driven hiring with structured skills checkpoints tied to interviews
NPower runs a cohort training-to-placement readiness process that ties skills checkpoints to client interview loops and deployment timing, which helps keep interviews aligned with training outcomes.
Programs that need standardized skills signals feeding multiple job profiles
Multiverse structures skills assessments for consistent signals across cohorts and uses configurable role mapping to transition into training gates, while SkillStorm maps candidate progress to role intake job profiles for deployment readiness.
Common Hire Train Deploy pitfalls and how providers’ mechanics expose them
Most failures come from mismatched assumptions about role intake quality or from choosing a workflow shape that does not match how hiring changes in the real world. Cohort models can fail when urgent one-off roles arrive on timelines that break cohort cadence, while redeployment models can fail when job profiles are not kept aligned across screening and onboarding.
The mistakes below map to specific operational constraints described in the provider cards for Generation, Per Scholas, Insight Global, and TEKsystems, plus skills and governance constraints shown in SkillStorm, Multiverse, QA, and LaunchCode.
Assuming training expectations stay aligned without enforcing role intake definition
Generation requires strong upfront role definition to avoid training rework, so role intake must be treated as an input quality gate rather than a formality. QA also requires disciplined job profile and competency framework inputs to avoid rework.
Choosing cohort cadence when the program needs urgent single-role coverage
Per Scholas notes that cohort scheduling can limit coverage for urgent one-off roles, and NPower flags that cohort cadence can limit responsiveness for last-minute single-role starts. SkillStorm can also fail if role intake inputs are not disciplined enough to prevent mismatch.
Expecting redeployment to work without candidate pool alignment to shifting priorities
Insight Global’s redeployment management still depends on clear job-profile definition to keep screening aligned, so changing priorities must trigger role intake updates. TEKsystems requires disciplined role intake and competency framework alignment, or recruiter-led redeployment will still drift at onboarding handoff.
Over-relying on skills assessments while ignoring the mapping layer into deployment gates
Multiverse can standardize skills signals across cohorts, but deployment readiness still requires custom rules mapping skills scores to training gates. SkillStorm similarly depends on disciplined role intake inputs to prevent mismatch and rework.
Treating governance as paperwork instead of a repeatable operational reporting loop
QA provides structured client governance for role intake alignment and operational reporting, so buyers should require those outputs to drive readiness decisions instead of letting them sit as dashboards. LaunchCode emphasizes readiness gates, but governance controls beyond readiness gates may require stronger client process ownership.
How We Selected and Ranked These Providers
We evaluated each provider on workflow execution fit for hire train deploy, focusing on how recruiting screening connects to training objectives and how readiness decisions drive deployment outcomes. Features carried 40% weight, with ease and value each at 30%, and Generation led the ranking with an overall score of 9.0 And features score of 8.8.
Generation stood out for a single operational handoff chain that links recruiting screening, training objectives, and readiness for staffed deployment, which keeps expectations aligned across those handoffs. This workflow cohesion also informed tradeoff assessment against cohort-cadence limits in Per Scholas and redeployment mechanics in Insight Global and TEKsystems.
Frequently Asked Questions About Hire Train Deploy
How does Generation structure the role intake to worker readiness handoff?
Which providers connect cohort training outcomes to deployment readiness checkpoints?
What breaks if job profiles and interview loops are underspecified in Insight Global engagements?
How do SkillStorm and Multiverse differ in the role of skills inventory during deployment readiness?
When is redeployment management more suited to TEKsystems than to FDM Group?
Which service models treat onboarding workflow management as a core delivery control?
How does SkillStorm handle contract-to-hire and redeployment cycles compared with Insight Global?
What data migration work usually blocks faster deployment readiness mapping in QA-style operations?
How do integration and API needs differ between Multiverse and Generation when standardizing role intake across teams?
Tools reviewed
Primary sources checked during evaluation.
Referenced in the comparison table and product reviews above.
Funding and competing interests
This study was co-funded by several of the vendors assessed in it. No single vendor funded it. Funders could propose the market studied.
They had no role in selecting vendors, setting or weighting criteria, analysing data or drawing conclusions, and they received the same factual-accuracy check as every other vendor assessed.
Market definition, inclusion rules and criteria weights were fixed by an editor before research began and did not change afterwards. Editorial process →
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