List of Avature DNA Customers
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Since 2010, our global team of researchers has been studying Avature DNA customers around the world, aggregating massive amounts of data points that form the basis of our forecast assumptions and perhaps the rise and fall of certain vendors and their products on a quarterly basis.
Each quarter our research team identifies companies that have purchased Avature DNA for Employee Engagement from public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources, including the customer size, industry, location, implementation status, partner involvement, LOB Key Stakeholders and related IT decision-makers contact details.
Companies using Avature DNA for Employee Engagement include: Deutsche Telekom, a Germany based Communications organisation with 201336 employees and revenues of $134.08 billion, Cisco Systems, a United States based Professional Services organisation with 90400 employees and revenues of $53.80 billion, Epic Systems, a United States based Professional Services organisation with 14000 employees and revenues of $5.50 billion and many others.
Contact us if you need a completed and verified list of companies using Avature DNA, including the breakdown by industry (21 Verticals), Geography (Region, Country, State, City), Company Size (Revenue, Employees, Asset) and related IT Decision Makers, Key Stakeholders, business and technology executives responsible for the software purchases.
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight |
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Cisco Systems | Professional Services | 90400 | $53.8B | United States | Avature | Avature DNA | Employee Engagement | 2020 | n/a |
In 2020, Cisco Systems consolidated seven recruiting systems onto the Avature platform to manage global talent acquisition and onboarding across more than 100 countries. The initiative centralized recruiting workflows and onboarding processes under Avature to standardize hiring operations and improve recruiter productivity.
The implementation explicitly included Avature Onboard for structured onboarding, and Cisco’s use of Avature DNA in the Employee Engagement category is inferred from Avature product materials as the social employee-hub capability that complements onboarding rather than being a direct Cisco claim. Avature DNA is presented as the Employee Engagement application in this context, and such capabilities typically provide social profiles, internal communication hubs, and engagement layers that sit alongside onboarding workflows. The deployment aligned recruiting, offer management, and early employee experience tooling on a single Avature platform.
Operational coverage encompassed talent acquisition and onboarding across 100 plus countries, affecting recruiting teams and hiring managers worldwide. Governance and process consolidation centralized recruiting workflow orchestration and offer processes onto the Avature platform. Cisco reported improved recruiter productivity and a reduction in average offer acceptance time by two days.
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Deutsche Telekom | Communications | 201336 | $134.1B | Germany | Avature | Avature DNA | Employee Engagement | 2022 | n/a |
In 2022 Deutsche Telekom deployed Avature DNA alongside Avature Internal Mobility to create a personalized talent marketplace and a community-like employee hub for its top talent in Germany, using the application’s Employee Engagement capabilities to drive targeted communication and mobility. Avature DNA was configured to surface AI-driven personalization and recommendation logic to match internal opportunities to high-potential employees, and to present a consolidated hub for talent profiles, curated opportunities, and employee-facing content.
The implementation centered on Avature Internal Mobility workflows and Avature DNA Employee Engagement features, including personalization engines, talent marketplace orchestration, mobility request routing, and real-time reporting dashboards. Configuration emphasized profile-driven matching, curated community feeds, and mobility lifecycle tracking to support internal moves and succession conversations within HR and talent management functions.
Rollout was executed as a cohort-based initiative focused on the top 1 percent cohort in Germany with explicit plans to expand beyond the initial group, creating a phased governance model that ties HR policy exceptions and mobility approvals to the platform workflow. Deutsche Telekom reported improvements in internal communication, internal mobility access and real-time reporting as direct outcomes of the deployment, and the architecture is positioned for broader employee coverage as the initiative scales.
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Epic Systems | Professional Services | 14000 | $5.5B | United States | Avature | Avature DNA | Employee Engagement | 2021 | n/a |
In 2021, Epic Systems implemented Avature Onboard and Avature DNA to create moderated cohort hubs and a centralized employee networking tool to support campus recruiting and onboarding in the United States. The deployment targeted HR functions for onboarding and ongoing employee engagement, and the Avature DNA Employee Engagement solution was used to shift candidate touches into cohort-based, social onboarding experiences.
The implementation combined Avature Onboard for structured onboarding workflows with the Avature DNA social and employee-hub module to host moderated cohort communities, facilitate peer networking, and centralize communications for new hires. Configuration focused on cohort management, moderated content flows, and profile-driven networking to support campus recruiting cohorts and orientation sequences, aligning with standard Employee Engagement functional workflows.
Operational coverage was scoped to campus recruiting and onboarding in the United States and managed by HR teams, with governance implemented through moderated hubs to control content and participant membership. The Avature case study documents that the Avature DNA social/employee-hub module and Onboard configuration delivered documented operational outcomes, including savings of over $50,000 in postage and more than 100 hours annually.
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