Wells Fargo needed a better way to engage and support veterans as they transitioned to the next phase of their lives. Their talent data and outreach efforts were not set up to scale effectively to meet this goal. They also sought operational efficiencies to improve how they managed and activated talent data. Wells Fargo implemented a platform to create a unified data ecosystem designed to better manage talent data and support veteran hiring. The team built targeted engagement programs for service members to increase communications and interest. The implementation enabled the organization to scale outreach and communicate more effectively with military talent. Wells Fargo achieved a 700% increase in military job seekers compared with before the implementation. The team increased communications and interest from service members through scaled, more effective engagement. The unified data ecosystem also supported new operational efficiencies in managing veteran talent initiatives.

AtkinsRéalis, a 35,000+ employee construction and engineering firm, needed to improve hiring outcomes while supporting innovation at scale. Traditional approaches made it harder to make consistently strong talent decisions across roles and regions. The organization sought a more effective way to identify and bring in the right capabilities. The team implemented a skills-based hiring approach within its talent acquisition process. This shift emphasized evaluating candidates based on skills rather than relying solely on conventional signals. The new approach was used to strengthen recruiting efficiency and improve decision making. The skills-based approach improved quality of hires compared with non-platform-sourced hires. New employees achieved performance milestones 25% faster than non-platform-sourced hires. The shift also supported more efficient recruiting and stronger talent decisions across the organization.