Case study · AI workforce transformation
How the world’s third-largest beauty e-commerce company brought 3,500+ people to AI fluency in six months.
Leadership set the mandate: become AI-first, with AI and AI agents in every relevant role. The Chief AI Transformation Officer owned making it real. Talentpilot gave the transformation team a standard for every role, evidence of where each person stood, and a coach to close the gaps.
3,500+
employees
100+
roles
6
countries and languages
6 months
to close the gaps
The challenge
An AI-first mandate, with one leader accountable for it.
The company set out to outperform its competitors by helping every employee use AI and AI agents in their work. The question for the Chief AI Transformation Officer was how to make that measurable, fair and achievable across the whole workforce, by a fixed date.
No shared definition of AI fluency
Every function needed AI differently. Without a standard per role, there was no way to say what good looked like.
No view of where people stand
Leadership could see licences and course completions, not who could actually use AI well in their job.
Six countries, six languages
German, Italian, Polish, English, Hungarian and Czech, with one rubric that had to mean the same everywhere.
An existing architecture to keep
The Korn Ferry job architecture already in place had to be extended for AI, not replaced.
The solution
Three phases. One standard behind all of them.
AI-native job architecture
Defined what AI fluency means for every role
Their existing Korn Ferry job architecture, job descriptions and role information became AI-native role standards for all 100+ roles.
Output
Grades stayed as they were. Each role gained an expected AI fluency level, so every function was held to what its work actually needs.
Customer care specialist
Role standard
Approved
Korn Ferry grade
Kept as is
Expected AI fluency
Added per role
AI fluency in this role
AI fluency map
Every role, team and country
Same rubric
Customer care
Marketing
Finance
Logistics
Skills & capability mapping
Measured where every person stood
A structured AI interview with every employee captured evidence of how they already used AI, scored against the same rubric in every country and language.
Output
A comparable view of AI fluency across every role, team and country, with the exact gap for each person.
Development & reskilling
Closed the gaps with Niko, the AI coach
Niko coached each person on their own work, in their own language, without adding a training programme to run.
Result
Every employee brought to the AI fluency level their role requires, within six months.
Niko
the AI coach
Your role expects AI workflow design. Let’s start with the reply drafts you write every day.
I always start from a blank screen.
Then we’ll build a template together, and I’ll check in next week.
Why they chose Talentpilot
Three things no other option could do together.
It works with Korn Ferry
The existing job architecture stayed in place. Talentpilot extended each role with AI fluency expectations instead of starting over.
Objective skills mapping at scale
Structured AI interviews measured every one of 3,500+ employees against their role’s standard, on evidence rather than self-ratings.
Coaching in six languages
Niko coached every employee in their own language, on their real work, with one rubric that meant the same in every country.
Planning your own AI transformation?
See what the same three phases would look like for your roles and your people.
What the transformation team got
A transformation leadership could see, without a new programme to run.
Their Korn Ferry architecture, extended for AI
Rather than replaced. Grades and structures stayed, and each role gained the AI fluency its work requires.
Progress leadership can see
Measured as AI fluency against the role standard, not as course completions.
One programme across six countries
The same rubric in every language, with no extra load on managers.
“Talentpilot brings objectivity to the subjective assessment of employees. It makes employee development significantly more relevant and personalized.”
Chief People Officer
