“One of the vendors that pioneered the internal mobility market is Fuel50, an innovative tech company that essentially defined the space. I spent several hours talking with two of Fuel50’s customers, Vanguard and Ingersoll Rand, and I want to share what I learned.”
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.
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…
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 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.
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.
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 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 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.
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.
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 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 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.
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 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.
Fuel50 worked with this organization to achieve a +30% increase in engagement. Through workshops, we coached their leader facilitators to deliver effective programs to their managers.