Fuel50 is an AI-driven talent marketplace platform that fuels internal talent mobility. “We help organisations with a tool that helps employees maximise their talent and skills”, Jo Mills, Co-Founder and Chief Experience Officer at Fuel50, told Recruitment Tech.
Heart of the employee proposition
Founded in 2013 in New Zealand, the company has swiftly expanded its operations to the United States and Europe in following years. “Organisations come to us for a number of reasons”, Mills said. “One is all around retaining great employees. Secondly, it’s about internal mobility and helping people find opportunities to maximes their skills and lead to business success.”
Josh Bersin predicted talent mobility marketplaces to fully break through in 2023. Fuel50 could very much be the living proof of that.
For Mills and Fuel50, the employee is central to everything they do. It should come as no surprise that the company is known for being the AI Opportunity Marketplace solution that smart-matches your people to coaches, learning, vacancies, gigs, projects, and career journeys. At the beginning of the year, renowned tech expert Josh Bersin predicted talent mobility marketplaces to fully break through in 2023. Fuel50 could very much be the living proof of that.
“We help organisations tap into their deep talent pool, and find a way to use that talent and those skills to really fulfil the organisational goals.”
“We help people figure out what they love at work and then help them to find their way within an organisation”, said Mills. “In turn, we help organisations tap into their deep talent pool, and find a way to use that talent and those skills to really fulfil the organisational goals. Fuel50 really gets to the heart of the employee proposition.”
Foundation of IO psychology and AI
“Fuel50 has a number of unique benefits that we bring to the marketplace”, Mills continued. “Firstly, we’re based on deep thought leadership with a foundation of industrial-organisational (I/O) psychology and career coaching. So we come to the marketplace with a really unique lens, but we also do is we feed in really robust data. So underneath it all is an AI-curated dataset which really delivers today in AI imperatives as well as business outcomes.”
“The AI adapts to your organisation and roles, applying proficiency levels to capabilities and specialist skills to ensure a smooth learning curve from entry-level to executive roles.”
Based on extensive research into workplace learning and career progression, Fuel50 launched a newly-designed solution: its Learning Curve AI. “The AI adapts to your organisation and roles, applying proficiency levels to capabilities and specialist skills to ensure a smooth learning curve from entry-level to executive roles. This goes beyond a simple linear approach, and instead applies a curve that reflects increased complexity of role progression and skill demonstration.”
Award-winning & integrated
In the past few years, Fuel50 has won its fair share of awards. During the 2022 Brandon Hall Group Excellence in Technology Awards, Fuel50 was named a ‘gold winner’ for a third year in a row. Moreover, it won the Stevie Award in the category of Most Innovative Company of the Year. As well as winning several finalist spots for awards related to SaaS and HR Tech.
In recent years, Fuel50 has clearly emphasised the need to integrate with many of the leading HRIS, ATS and LMS vendors.
What’s behind all the success? Part of the answer may just be underneath the awards section on the Fuel50 website. In recent years, Fuel50 has clearly emphasised the need to integrate with many of the leading HRIS, ATS and LMS vendors, including Workday, SAP SuccessFactors, Oracle HCM Cloud, UltiPro (Ultimate Software), Taleo, Cornerstone OnDemand, Jibe, Degreed and Edcast.
Wide range of customers
Meanwhile, on the customer side, Fuel50 has aimed for flexibility as well. “We’re used by a really wide ranger of customers”, Mills said. “So we’re used by smaller companies with around a thousand staff — all the way up to companies with 110,000 to 150,000 staff. But what’s common across all those organisations is that they’re really looking to drive internal mobility. They’re looking to retain great people, and they really want to deeply understand the skills of their organisation.”
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