The Access Group, a global provider of business management software serving over 160,000 organizations with 8,000+ employees, needed to track, mobilize, and develop skills across a large workforce. They required a way to help employees create skill profiles that could be used to understand available capabilities across the business. They also needed employees to be matched with internal development opportunities, particularly within their Global Operations Centers in Kuala Lumpur and Romania as part of their Campus to Career (C2C) program. A white-label Skills Intelligence Platform was implemented to establish a living, breathing skill inventory with complete custom branding and a tailored skill taxonomy. Tiered access permissions were set up for employees, managers, and admins. Automatic matching was configured to connect internal roles, gigs, and secondments to employee profiles. Internal mobility capabilities were enabled to support movement across departments and teams. By February 2025, 1,600+ employees were registered in the skills platform. The organization’s 8,000+ employee workforce was supported by a structured approach to profiling and matching skills for internal opportunities. The platform implementation enabled internal mobility across departments and teams and supported talent development initiatives within Global Operations Centers. It also improved the ability to manage skills and opportunities through a centralized inventory.

Skills

Project Details

The Access Group needed to track, mobilize, and develop skills across a large workforce. With 8,000+ employees supporting over 160,000 organizations, they required a consistent way to understand capabilities at scale. They also needed employees to create skill profiles and be matched with internal development opportunities. This was especially important for their Global Operations Centers in Kuala Lumpur and Romania within their Campus to Career (C2C) program. A white-label skills intelligence platform was implemented to support organization-wide skills visibility. Employees used it to build skill profiles that could be used to identify fit for internal opportunities. The rollout supported the C2C program in the Global Operations Centers, enabling structured development pathways. Hiring managers were engaged to function as Champions to encourage adoption. As a result, 1,600+ employees registered by February 2025. The platform supported skills tracking and development across an 8,000+ employee organization. It also strengthened the ability to connect employee skill profiles to internal development opportunities, including within the C2C program. This improved the organization’s approach to understanding and mobilizing skills at scale.

Project Details

Insights Learning and Development faced challenges managing and matching the skills of its Associate Consultant network across global operations. Manual processes consumed staff resources and complicated client service delivery. The organization needed a more efficient way to understand consultant skills, certifications, and availability across locations. A Skills Intelligence Platform was implemented to automate skill-to-project matching across the Associate Consultant network. The solution cataloged consultants’ skills, certifications, and availability in a centralized system. It also enabled calendar integration to support more efficient meeting scheduling and smoother booking workflows. The implementation streamlined the Associate Consultant booking process by reducing reliance on manual coordination. Skill-to-project matching was automated to better align internal capabilities with customer priorities. Staff time was freed up to focus on critical operational tasks while supporting continued growth and improved learning and development opportunities.

Skills

Project Details

Insights Learning and Development faced challenges managing and matching the skills of its Associate Consultant network across global operations. Manual processes consumed staff resources and complicated client service delivery. The company needed a more efficient way to catalog skills and availability while supporting project staffing. A skills intelligence platform was deployed to automate skill-to-project matching. It cataloged Associate Consultant skills, certifications, and availability in one place. Calendar integration was implemented to enable more efficient meeting scheduling. The solution streamlined the end-to-end Associate Consultant booking process. The new approach freed staff to focus on critical operational tasks. It enabled better alignment of internal skills with customer priorities and improved learning opportunities and staff development. It also supported the company’s continued growth trajectory. Overall, it reduced reliance on manual processes and simplified consultant-to-project matching across global operations.

Skills

Project Details

International Financial Group Limited (IFGL) needed faster, more cost-effective ways to engage contract technical talent for high-priority projects. Traditional recruitment approaches were slow, inefficient, and expensive. The organization also needed to maintain a lean permanent workforce while still delivering critical work. An on-demand talent platform was implemented to support outcome-based Statement of Work (SoW) engagements. Candidates were vetted and matched to IFGL’s requirements to streamline selection. Customer success support helped manage the process and keep engagements aligned to project needs. IFGL reduced time-to-hire from weeks to days and interviewed a single candidate per position. The approach also enabled two roles to be consolidated into one hire. Project rates were kept at or below initial guidance, and IR35 compliance was supported through a QDOS partnership.

Skills

Project Details

International Financial Group Limited (IFGL) needed faster, more cost-effective ways to engage contract technical talent for high-priority projects. Traditional recruitment approaches had been slow, inefficient, and expensive. The organization also needed to maintain a lean permanent workforce while still delivering critical initiatives. An on-demand talent platform was implemented to support outcome-based Statement of Work (SoW) engagements. Candidates were vetted and matched to IFGL’s specific requirements for specialist roles. Advisory support was provided on project rates and compliance. IR35 compliance assessments were completed through a QDOS partnership to reduce regulatory risk. Both positions were filled after single candidate interviews. Time-to-hire was reduced from weeks to days. Two separate roles were merged into one hire, which reduced expenses and onboarding burden. Senior consultants with specialist knowledge were successfully matched for Capacity Planning and Enterprise Architecture needs.

Skills

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Concentrix, a global technology and services consultancy, struggled with resource scaling efficiency and traditional recruitment bottlenecks. Recruitment timelines were lengthy at 6–8 weeks, candidate quality was inconsistent, and response times from traditional recruiters were slow. The management team’s efficiency was drained by the effort required to acquire resources. In January 2022, Concentrix implemented an AI-driven talent platform to improve hiring speed and candidate fit. The solution used skills-based matching to identify candidates aligned to specific requirements. This approach was adopted to streamline the recruitment process and reduce reliance on slower traditional recruiter workflows. The implementation reduced recruitment time from 6–8 weeks to 2–3 weeks, improving speed-to-hire. Concentrix made six successful candidate placements through the platform. One of the placed candidates was converted to a full-time position, and other placements were extended through multi-month contract extensions.

Skills

Project Details

Concentrix, a global technology and services consultancy, struggled to scale resources efficiently due to traditional recruitment bottlenecks. Recruitment timelines were lengthy at 6–8 weeks, and candidate quality was inconsistent. Response times from traditional recruiters were slow, and the management team’s efficiency was drained by resource acquisition processes. In January 2022, Concentrix implemented an AI-powered talent platform to improve how it sourced and matched data analyst candidates. The solution provided skills- and experience-based matching and a user-friendly interface to create and post job briefs without intermediaries. It also included responsive customer support and rapid candidate identification and matching. The partnership reduced recruitment time from 6–8 weeks to approximately 2–3 weeks, representing a 66% reduction. Concentrix achieved 6 successful candidate placements through the platform. One candidate was offered a full-time position, while others continued on multi-month contracts, supporting greater agility in project delivery and enabling expansion across the UK and Europe.

Skills

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