List of Pilat Talent Management Customers
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United Kingdom
Since 2010, our global team of researchers has been studying Pilat Talent Management 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 Pilat Talent Management for Talent Management 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 Pilat Talent Management for Talent Management include: Time Warner, a United States based Media organisation with 24800 employees and revenues of $28.10 billion, O2 UK, a United Kingdom based Communications organisation with 68000 employees and revenues of $7.71 billion, Neopost, a United Kingdom based Manufacturing organisation with 459 employees and revenues of $100.7 million and many others.
Contact us if you need a completed and verified list of companies using Pilat Talent Management, 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.
The Pilat Talent Management customer wins are being incorporated in our Enterprise Applications Buyer Insight and Technographics Customer Database which has over 100 data fields that detail company usage of software systems and their digital transformation initiatives. Apps Run The World wants to become your No. 1 technographic data source!
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight | Insight Source |
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Neopost | Manufacturing | 459 | $101M | United Kingdom | Pilat HR | Pilat Talent Management | Talent Management | 2016 | n/a | In 2016, Neopost implemented Pilat Talent Management in the United Kingdom, initiating a formalized talent program within its HR function. The initial rollout targeted Pilat’s Performance module to digitize a previously paper-based appraisal approach, then extended to the Pilat Talent Management Talent module for succession planning and talent pools. The deployment of Pilat Talent Management centered on core performance management workflows, including goal setting, appraisal cycles, and documented development plans, aligned with talent pool tagging and succession candidate tracking. Pilat’s Talent Management functionality was used to structure talent pools and create succession plans, providing discrete talent and performance capabilities within the same application suite. Operational coverage was focused on Neopost UK HR and line managers, with the implementation serving employee development and talent identification business functions. Integrations with other systems are not documented in the source, so the implementation is described as an HR-centric application rollup rather than an enterprise ERP integration. Governance followed a phased rollout, deploying performance management first before enabling the Talent module for succession planning and talent pools, which supported clearer visibility of development and talent. The UK HR case study documents outcomes of higher employee engagement and clearer visibility of development and talent as direct results of using Pilat Talent Management. | |
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O2 UK | Communications | 68000 | $7.7B | United Kingdom | Pilat HR | Pilat Talent Management | Talent Management | 2005 | n/a | In 2005, O2 UK implemented Pilat Talent Management as a UK-focused HR and performance deployment. The implementation centralized objectives, one to one notes, development plans and talent assessments across the organisation using Pilat’s Talent Management module. The Pilat Talent Management configuration emphasized core talent management capabilities, including objective setting, structured performance review workflows, development plan tracking and talent assessment workflows. Mobile access was enabled to allow managers and employees to record meeting notes and update development actions outside of desktop environments. Operational scope was centered on HR and line managers across the United Kingdom, with the solution used to standardize talent assessments and orchestrate manager calibration sessions. Governance changes focused on consistent capture of one to one meeting notes and calibrated talent review processes to support more uniform decision making. The case study explicitly references improved manager calibration, expanded mobile access and heightened employee engagement as application level outcomes tied to the Pilat Talent Management deployment. | |
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Time Warner | Media | 24800 | $28.1B | United States | Pilat HR | Pilat Talent Management | Talent Management | 2005 | n/a | In 2005, Time Warner implemented Pilat Talent Management, deploying Pilat HR PulseT to support enterprise wide succession planning and broader Talent Management across its divisions. The deployment targeted the US HR and talent area and covered corporate and division HR teams for centralized talent processes. Functional modules implemented included succession planning, performance management, and 360 degree assessments, with the vendor press release explicitly naming succession planning as a delivered module. Pilat Talent Management was configured to support succession candidate pools, development planning, performance appraisal cycles, and multi rater feedback workflows consistent with Talent Management system capabilities. Operationally the program centralized succession and assessment workflows into existing HR processes, aligning performance and 360 assessment outputs with succession reviews and talent calibration activities. Governance placed ownership with the US HR and talent function for administration and rollout, and the implementation embedded assessment driven workflows to inform ongoing talent review and succession planning across divisions. |
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