‍How a leading healthcare data company used TechWolf to unlock internal talent

1. About the customer

A leading global company specializing in advanced analytics, technology solutions, and research services for the life sciences sector. They support organizations across pharmaceuticals, biotechnology, and healthcare in enhancing clinical development, commercial strategy, and data-driven decision-making.
With a workforce of tens of thousands, they harness big data, AI, and machine learning to generate insights that improve drug development, patient care, and market access.
Operating in a highly complex and rapidly evolving industry, this organization partnered with TechWolf to lay the foundation for a skills-based approach to workforce transformation.

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2. The challenge: time to productivity

This company’s consulting unit is the engine of its success, driving both innovation and revenue. However, as the company scaled rapidly and shifted toward a solution-selling approach, an issue emerged—newly hired consultants struggled to ramp up, slowing the business down.

• Time to productivity in a complex business—The company's growth was outpacing its ability to effectively onboard new consultants. The complexity of the business meant that new hires lacked the necessary business understanding to contribute quickly.
• Revenue at risk – Delayed onboarding meant fewer billable hours and increased reliance on expensive external hiring, putting pressure on margins.

HR saw the problem and invested heavily in employee-facing skills-based systems like Gloat to improve talent mobility and career development. But these efforts were hitting a wall due to three major hurdles:

• Fragmented and biased skills data, making talent systems ineffective.
• No clear skills visibility for managers, limiting their ability to identify and deploy talent.
• No single source of truth for skills, making workforce planning inefficient.

To break through these challenges, the company needed a high-fidelity skills data framework that could enhance existing HR systems, improve talent decisions, and seamlessly integrate across platforms—turning data into action.

To truly unlock the potential of our Talent Marketplace and HR systems, we needed a vendor that could provide high-fidelity, unbiased skills data—a solution that bridges the gap between skills supply and demand, empowers managers with clear insights, and establishes a single source of truth for workforce skills. TechWolf delivered exactly that, enabling smarter talent decisions, seamless integrations, and a more agile workforce strategy.

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3. The TechWolf solution

TechWolf partnered with the healthcare organization to enhance skills data quality and seamlessly integrate it into the broader HR ecosystem. Given their previous challenges with incomplete and inconsistent skills data, our approach focused on delivering a structured, scalable solution to drive real impact across Talent Management and HR Technology.

3.1. The TechWolf products

Data Maturity Scan

We started by conducting a Data Maturity Scan, assessing the quality, completeness, and relevance of the company’s existing skills data. This provided clear recommendations for data improvements and ensured compliance with GDPR and Infosecurity standards. The resulting Data Maturity Report outlined actionable insights to enhance data accuracy, forming the foundation for all subsequent steps.

Skills taxonomy

To create a common skills language across the organization, we developed a skills taxonomy tailored to the organization’s business context. This taxonomy was informed by company-specific skill data and market intelligence already embedded in TechWolf’s AI models. Through collaborative taxonomy workshops, internal business and HR stakeholders refined the structure to ensure alignment. Additionally, TechWolf provided a Train-the-Trainer session to enable them to manage future taxonomy refinements independently.

Skills Demand

To drive workforce insights and better align talent with business needs, we mapped skills to all 2902 job roles. This first-ever Job-to-Skill Mapping at the organization provided a structured skill profile per role, highlighting key competencies and adjacencies. The mapping enabled the organization to identify skill gaps, facilitate learning precision, and enhance strategic workforce planning. TechWolf also supported Job-to-Skill validation workshops, ensuring internal ownership and long-term sustainability of the framework’s mapping.

Skills Supply

The fourth key deliverable was a pseudonymized skill inventory, offering a granular view of workforce skills. This enabled the healthcare organization to assess skill supply by business unit, region, and role and gauge proficiency levels across 7k employees. A Skill Profile Feedback Workshop helped refine the model based on employee and manager insights. 

Moreover, our Microsoft Teams Skills Assistant allowed employees to maintain and update their skill profiles independently.

3.2. TechWolf in the HRtech stack

A crucial part of the engagement was integrating TechWolf’s intelligence layer into this company’s HR tech stack. The integrations connected skills data with core platforms like Workday and Gloat, ensuring real-time skill synchronization across systems. TechWolf provided an Integration Blueprint, defining the architecture, methodology, and implementation plan. Standard integrations were completed within 5-6 weeks, with more complex configurations tailored to the organization’s specific needs.

4.The results

4.1. Instant, structured skills data

In 90 days, TechWolf delivered a tailored skills taxonomy, aligned 2902 jobs with skills, and provided 7,000 employees with skills profiles in Workday. This saved the organization an estimated 12-18 months of manual spreadsheet mapping.

Moreover, thanks to the integration with Microsoft Teams and the approval process provided by TechWolf, business involvement went smoothly. The skill profiles inferred by TechWolf were 85% approved by employees, and the skills aligned to jobs were approved by the business at 80%.

4.2. Tangible business impact

In addition to the immediate time savings and process improvements in the business, the organization has taken its first steps in applying the data to real-life use cases.

For one critical open role, HR has already found over 350 candidate matches scattered across 87 job roles and 20 job families. In other words, TechWolf’s data helped unearth talent with a >80% skills match to the role that would otherwise have remained hidden.

This is the first step of the healthcare organization’s aim to fill roles through internal upskilling instead of external hiring, driving millions of savings broken down into:

• Faster time to hire
• Reduction in external recruiting agency costs
• Accelerated time to productivity
• Additional revenue from increased grade level promotions through structured upskilling.

5. What’s Next?

After the successful first collaboration, the organization is scaling its use of TechWolf by expanding coverage to an additional 10,000 employees, bringing the total to 17,000. The company is committed to broadening adoption across new business units and global regions, ensuring that the benefits of skills intelligence reach every corner of the organization. 

Furthermore, they plan to deepen their AI-driven workforce planning, using TechWolf’s insights to predict skill trends, address talent gaps proactively, and align workforce strategy with long-term business objectives. By leveraging TechWolf for internal mobility, upskilling, and workforce transformation, the healthcare organization embeds a future-proof, skills-based approach into its operations.