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.
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RTI International
RTI International is an independent, non-profit research institute dedicated to improving the human condition. Their experts hold degrees in more than 250 scientific, technical, and professional disciplines across the social and laboratory sciences, engineering, and international development fields. Their staff of more than 5K+ works in more than 75 countries — tackling hundreds of projects each year to address complex social & scientific challenges.
RTI International was looking for a solution that provided a Mentoring application, a Feedback tool, and something that would help leaders with career conversations.
Scientific Research
Region
Global
Solution
Talent Mobility
Once we created the philosophy, we really pushed on the culture. This was a three-month conversation about culture change.
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These companies also used Fuel50 to support their Talent Mobility initiatives
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…
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.
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.
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.