In 2024, STMicroelectronics implemented the Eightfold Talent Intelligence Platform as part of a talent acquisition digitization project to enhance the candidate and employee experience. The move to a new, common digital platform aimed to create more consistent practices across regions, support recruiter efficiency, and provide better visibility into career opportunities for candidates and employees. The platform also laid the initial groundwork toward developing a skills-focused approach to workforce management, with the goal of improving agility over time.

The challenge

STMicroelectronics (ST), a global semiconductor leader headquartered in Switzerland, employs 48,000 people across 40 countries. Talent is central to ST’s global scaling and innovation agenda. Prior to the project, ST’s talent acquisition (TA) systems were digitized but had a regional approach, some manual workflows, with limited data-driven insights. This created four strategic pain points:

1. Diverse regional processes: Without centralized workflows or analytics, limited KPI tracking, operational transparency, and data-driven decision-making at scale. “Fully implemented and integrated dashboards and analytics allow us to be more efficient, drive compliance, and secure insights to allow for robust data-driven decisions,” said Lopa Patel, ST’s Global Head of Talent Acquisition and Onboarding Centre of Excellence.

3. Unoptimized candidate experience and conversion: Previous recruitment systems offered opportunities for improvement in speed and user experience, which sometimes made it challenging for ST to engage top talent as early as desired. “The events and campaign feature allows us to better personalize experience and audiences. Now, we can have a more holistic approach with messaging that matches across platforms,” said Yoanna Marino, ST’s Global Lead, Attraction, Engagement & Reputation.
4. Reliance on external agencies: With limited internal candidate visibility, TA teams often partnered with external agencies, which provided access to a broader talent pool. This approach, while effective, highlighted opportunities to further mobilize internal and community talent in the future.
   
5. Semiconductor industry shifts: As the semiconductor sector continues to evolve with new skills requirements, ST recognized an opportunity to enhance agility in its tools and processes. By focusing on strategic hiring and workforce mobility, the company is now better positioned to adapt quickly and drive workforce transformation.

The solution

ST embarked on a global HR/TA transformation designed to deliver agile, engaged, bold talent capability at scale. The strategy: standardize global workflows, centralize candidate experience, embed talent intelligence, and measure outcomes.

Key elements included:

• Three simplified global workflows that consolidated previously local processes, enabling ST to become more data-driven and scalable.
• A technology backbone centered on the Eightfold Talent Intelligence Platform for candidate engagement and analytics, integrated with Oracle HCM for back-end operations.
• Real-time requisition calibration: once approved in Oracle, Eightfold evaluates the requisition’s settings (skills, experience, titles) and provides instant feedback on match probability and diversity implications.
• Activating ST’s latent talent community: internal profile pools, previously unsuccessful applicants and expressed interest candidates become “live leads” via Eightfold AI-driven matching.
• A cultural shift: TA teams moved from reactive, requisition-by requisition sourcing to proactive, skills-first talent community engagement. A tailored change-management program combining digital and in-person training ensured high adoption and global alignment.
• Solid foundations for advanced analytics: enabling powerful TA dashboards that provide senior leadership with real-time, data-driven insights for strategic workforce planning

“Eightfold is more than a recruitment tool — it is a strategic enabler that will support and shape our future talent acquisition ecosystem,” confirmed Rajia D’Souza, President and CHRO at ST.

The results

• Standardized hiring and boosted recruiter productivity.
• Enhanced candidate and employee experience.
• Laid groundwork for a skills-focused approach for long-term workforce agility.