On average, each internal move added five months of tenure. Multiply that across Lennox’s 4,800 tracked internal moves, and the company effectively retained more than 2,000 years’ worth of institutional knowledge.
Success Stories
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Fuel50 is partnered with over 80+ industry-leading brands
University of California, Irvine
UCI is a strong advocate for learning, development, growth, and progression for students and employees alike. To ensure their employee experience is adequately supporting the needs and wants of their people, UCI conducts regular engagement and culture surveys.
CarTrawler
The team at CarTrawler noticed a common theme in their feedback surveys over the last few years – employees were craving career growth and development, but they lacked visibility into where those opportunities were and how they could access them. Marie Power, Director of Talent at CarTrawler, knew a complete…
Smartsheet
As Smartsheet continued to expand and grow, employees needed increased visibility into the opportunities available across the organization so they could discover future career paths, drive their own development, and take charge of their careers.
KeyBank
KeyBank needed a more modern way to align all employees across the organization, help them stay connected, feel included, and give everyone across the enterprise insight into their skills and capabilities.
Telecommunications Story
With Fuel50, this organization has created robust and diverse talent pipelines and made significant progress in succession planning across the business. Their HR department is now ready, armed, and able to focus on employee engagement and growth.
Relayr
As a fast-growing company in a highly competitive market, Relayr understands the importance of retaining skilled talent and they needed a solution that would broaden both their internal talent mobility and talent identification efforts.
Avalere Health
Avalere Health needed a way to scale skill identification in a highly acquisition-focused environment and understand what skill gaps they will need to close, to be future-ready. As a result, their overarching talent strategy needed to evolve.
NetApp
NetApp was looking to find a way to future-proof their talent. They wanted to enable and support internal talent mobility throughout their organization to ensure that they were developing and retaining their people.
Allied Irish Banks (AIB)
With a 94.72% uptake of the Fuel50 software and a new career structure, employees at AIB were empowered to develop their careers. Explore new opportunities, move in different directions, and progress in exciting ways.
RTI International
Fuel50 Analytics highlighted that the number of mentor relationships at RTI International increased by 36 within six months, and 31% of mentors have dedicated 10-20 years of service to RTI International.
Texas Health
Texas Health has created an inclusive, supportive, people-first, excellence-driven culture and workplace. They typically invest about $6 million annually in tuition reimbursement for employees.
Trane Technologies
Trane Technologies saw a rise in internal recruitment from 38.7% to 55% since the introduction of the Fuel50 platform, and they continue to optimize these resources to provide a best-in-class career experience for their employees.
Z Energy
Fuel50 worked alongside this innovative firm to create a program that was fully owned and delivered to managers by internal leader-facilitators. Within the first months after inception, approximately 45% of employees had a career conversation with their manager.
Plant & Food Research
Plant & Food Research found that Fuel50 helped shift thinking from the immediacy of day-to-day activities to one that is more holistic, complex, and longer-term. A common outcome was a better understanding of how employee’s work links to their values and motivators.