Use Case 2

Increasing skills data collection

A global Pharma and Life Sciences leader invested in skills technology to empower its workforce to input and manage their skills data, enabling a skills-based approach to workforce planning and internal mobility. Successful adoption required more than just technology – it demanded effective change management practices to shift mindsets and embed skills-first thinking across internal teams.

Solution summary:

We partnered with the organization to drive adoption and engagement, ensuring widespread workforce embrace of the new skills technology through a structured, strategic approach:

• Diagnosed adoption barriers and developed a targeted change management strategy in collaboration with the company and tech provider.
• Designed training modules, user guides, and an efficient support system to streamline onboarding and ensure smooth utilization.
• Integrated skills-based conversations into hiring manager briefings, ensuring accurate skills data collection and effective matching.
• Enabled talent teams to craft skills-driven job advertisements, reinforcing the new approach at every stage of hiring.
• Tracked calibration rates and provided real-time feedback, ensuring continuous improvement in adoption and skills application.

Business impact:

The efforts delivered remarkable results: Achieved a 27% increase in global skills data collection—an impressive leap from the initial regional adoption rates of 5% to 32%, made possible through robust change management and strong workforce engagement.

Use Case 3

57% reduction in time to hire

A multinational bank headquartered in London faced challenges scaling its tech hiring efforts to meet the demands of a competitive and complex talent market. The bank struggled to attract top tech talent and maintain their engagement throughout the hiring process, risking delays and missed opportunities in critical roles. Their strategic priority was to streamline processes and position the institution as a desirable destination for tech professionals.

Solution summary:

We partnered with the bank to transform its tech hiring approach through targeted initiatives:

• Conducted a detailed analysis of 220 tech role profiles, identifying confusing job titles and consolidating them into four core skills essential for success.
• Refreshed the employer value proposition (EVP) for tech hiring and collaborated with hiring managers to reframe the institution as a tech-driven business.
• Developed new job postings and optimized hiring processes to attract top talent efficiently.
• Created proactive sourcing strategies that brought an average of 50 qualified prospects to each hiring event.

Business impact:

The transformation delivered substantial improvements:

• 57% reduction in time-to-hire from an average of 65 days to approximately 28 days.
• 95% conversion rate of applicants to bench selection.
  Increased diversity within candidate slates, enhancing the inclusivity of hiring efforts.

Use Case 4

Powering internal mobility

A European multinational Information Technology Services company faced a strategic need to restructure and transform its technical capabilities. As part of this transformation, they aimed to align their workforce with roles in their Digital Growth Networks (DGNs). This required significant upskilling and transitioning of a large proportion of their current workforce into new roles, reducing reliance on external recruitment.

Solution summary:

We partnered with the client to design and implement an internal mobility strategy focused on engagement and skill alignment:

• Developed an interactive video assessment tool to help internal candidates understand DGNs and identify where their skills and interests would best align.
• Established an Internal Mobility Team to assist in aligning employees to DGNs, provide coaching to managers and internal candidates, and increase platform utilization.
• Enabled the team with tools to search profiles, shortlist employees for roles, and support candidates in identifying short-term project opportunities.
• Focused on fostering meaningful skills-based conversations during role alignment, ensuring accurate matching and data-driven transitions.

Business impact:

This initiative delivered exceptional results:

• Successfully reskilled the workforce to meet critical future skills demands.
• Created a culture of employee engagement and career mobility, driving increased satisfaction and retention.
• 85% internal role fulfillment for DGN positions, reducing reliance on external

Use Case 5

Expanding talent pools

An Investment Banking client operating across North America (NAM) and Europe, the Middle East, and Africa (EMEA) faced challenges in meeting the demands of specialized roles within business units in multiple locations. The client sought to refine its hiring strategies to better identify skilled talent across industries, expand its talent pool, and remain competitive in a dynamic market.

Solution summary:

We partnered with the client to conduct a detailed analysis of talent pools using skills-based searches:

• Identified relevant skill sets across diverse industries beyond Financial Services, expanding the pool of qualified candidates.
• Analyzed top employers of relevant talent and assessed industry demand to understand the competitive landscape.
• Provided insights into rapidly growing skills within the talent pool and recommended key terms to integrate into job descriptions, enhancing the effectiveness of outreach efforts.

Business impact:

This approach delivered significant results:

• 714% increase in the client’s accessible talent pool, growing from 2,011 to 17,100 skilled candidates.
• Provided data that refined hiring strategies, informed demand planning, and supported location-specific workforce strategies.
• Encouraged hiring managers to consider skilled talent from broader industries and backgrounds, enhancing the diversity and quality of their candidate pipeline.