Case Study: Developing bespoke assessments for Toyota GB

Automotive & Manufacturing
How Toyota GB overhauled their graduate and apprentice assessment processes with Sten10

Replacing outdated exercises with evidence-based, psychologically informed, bespoke assessment centre tasks relevant to Toyota GB.

About the Customer

Organisation

Toyota GB

Industry

Automotive & Manufacturing

Use Case

Graduate and apprenticeship assessment

Strengthening engagement

Average candidate engagement ratings of 5.48-5.71/6

Background

Toyota GB had been using the same exercises for several years which had started to feel dated. Toyota GB was keen to create an updated and even better experience for assessors and candidates.

Sten10 worked closely with Toyota GB to develop bespoke assessment tasks tailored for graduates and apprentices across various departments, ensuring a uniquely Toyota experience.

The Challenge

Toyota spotted an opportunity in their Emerging Talent recruitment process: their assessment exercises could be more up to date, and even more engaging. They also wanted to reflect the company’s modern focus on innovation and sustainability as well as its community feel.

In a competitive job market, where organisations need to “sell” roles to candidates, Toyota’s exercises fell short. An analysis of candidate data revealed overlaps in tasks intended to measure different competencies, resulting in ineffective evaluation of key behaviours.

Additionally, Toyota’s transition to their new potential model necessitated a cohesive, unified approach across the organisation.

Giving feedback to candidates is really important to Toyota and this was a massive, time-hungry task for assessors. We needed to look for a way to provide candidates with useful feedback while saving time for assessors.

The Solution

Sten10 worked closely with Toyota stakeholders to develop new group exercises, analysis tasks and interview guides that let Toyota talk to candidates about their innovative and sustainable work, and aligned to their new potential model. We also proposed a new feedback process that would save weeks of time for assessors.

Tasks

The new tasks reflected Toyota’s core goals for sustainability and innovation, integrating the One Toyota Potential model.

Exercises

Sten10 created multimedia exercises designed to engage all candidates and ensure fair assessment.

Group exercises were cleverly designed to positively include all candidate equally so quieter and more confident candidates could be assessed equivalently.

Video

Incorporated different video “curveballs” in group exercises to challenge candidates’ agility in real-time, making the exercises more engaging and adaptable over time.

Feedback

Developed an automated feedback guide for assessors, featuring dynamic feedback statements and practical development tips aligned with the descriptors in Toyota’s potential model.

Scoring

Candidates’ scores from the integration session automatically generated relevant feedback, allowing Toyota to provide timely feedback to all candidates, regardless of outcome. The automated system protected assessors’ time by streamlining the feedback process.

Training

Sten10 provided comprehensive assessor training on the new exercises, and best practise to make sure every assessor could pick up the exercises and be ready-to-go.

The Impact

Quality

The new exercises were designed by experts to support fair assessment for all candidates regardless of background, whilst providing valuable insights into Toyota’s work environment. Candidates appreciated the opportunity to learn and grow, even if they weren’t selected for a role. Detailed feedback was valued for providing insights into strengths and development areas.

Brand Perception

Candidates felt the experience enhanced their perception of Toyota, reinforcing its positive reputation. Being able to reflect the great work that they’re doing, in these exercises was a huge step forwards for Toyota.

Engagement

Candidates across the Emerging Talent assessment centres rated important areas about the assessment centres on a 1 – 6 scale:

“This exercise allowed me to demonstrate my skills and abilities.” → 5.48

“This exercise was engaging.” → 5.59

“This exercise felt relevant for the placement I was being considered for.” → 5.71

The candidates felt that they were able to show off their strengths in interesting exercises that felt relevant to them and Toyota.

Efficiency

The new feedback process Sten10 developed for Toyota saved approximately 1 hour per candidate. This means that every year, across all of the emerging talent assessment centres Sten10 saves weeks of time for Toyota’s assessors.

Let’s build potential, together

Share your goals and challenges with our qualified team of assessment experts today.

21 July 2026
Case Study: How National Grid streamlined their Early Careers assessment centres with TopScore

Utilities & Energy
How National Grid streamlined their Early Careers assessment centres with TopScore

Supporting graduate, apprenticeship and social mobility assessment centres with a simpler, more consistent digital assessment experience.

About the Customer

Organisation

National Grid

Industry

Utilities & Energy

Use Case

Graduate, apprenticeship and social mobility assessment centres

Scale

80+ assessment centres delivered annually

The Challenge

National Grid’s Early Careers team manages a high volume of assessment centres each year to recruit graduates, apprentices and candidates through social mobility programmes.

Prior to adopting TopScore, assessment activities were delivered virtually, with processes spread across multiple systems. As the team evolved and scaled, they needed a more structured and reliable way to manage assessment centres while maintaining a positive experience for both assessors and candidates.

With up to 80 assessment centres delivered annually and multiple stakeholder groups involved in each event, efficiency, consistency and ease of administration became critical.

“TopScore has just been easy. Easy to use, easy to set up, and easy to manage. It’s become a key part of how we run our assessment centres.”

The Solution

Having previously used TopScore in other organisations, members of the National Grid team were confident in its ability to support large-scale assessment delivery.

Since implementing TopScore in 2023, National Grid has used the platform across:

Programme

Graduate assessment centres

Programme

Advanced and higher apprenticeship programmes

Initiative

Social mobility recruitment initiatives

Delivery

Virtual and in-person assessment events

The team uses TopScore to manage scheduling, assessment scoring, assessor coordination and candidate evaluation, creating a single source of truth throughout the assessment process.

“We rely on the assessors assessing effectively so it is great for us to have all of the assessor notes and scores in one place.”

The Impact

Since implementing TopScore, National Grid has streamlined its assessment centre delivery, reducing administrative complexity and creating a simpler experience for everyone involved.

The platform has supported improvements across usability, collaboration, scheduling and candidate experience.

A Simpler Way to Run Assessment Centres

For National Grid, one of the biggest benefits of TopScore has been ease of use.

The platform enables assessors and administrators to quickly access schedules, record scores and manage assessment activities without extensive training or technical expertise.

“It’s just a simple tool that is easy to use. You don’t need too much brain power to be able to use it.”

Everything in One Place

Before TopScore, assessment information was distributed across different systems and processes.

Today, assessor notes, candidate scores and scheduling information are all stored centrally, giving the team confidence in their decision-making and reducing administrative overhead.

The team uses assessor scores directly to inform hiring decisions, making consistency and visibility essential throughout the assessment process.

“We don’t have a separate wash-up to calibrate the scores. We rely on the assessors assessing effectively so it is great for us to have all of the assessor notes and scores in one place.”

Supporting High-Volume Hiring

National Grid delivers a significant number of assessment centres every year, with volumes regularly reaching more than 80 events.

TopScore’s scheduling capabilities have helped the team efficiently coordinate large numbers of assessors and candidates, while new functionality allowing multiple assessment centres to run within the same schedule has provided additional flexibility.

“It’s easy to set up schedules. It’s easy to create new schedules. And now that we have multiple assessment centres that can be done on the same day in the same schedule, that has been great for us this year.”

Positive Assessor & Candidate Experience

The majority of National Grid’s assessors are internal stakeholders, making usability particularly important.

According to the team, assessors have responded positively to the platform and find it straightforward to use during assessment events.

Assessors have also benefited from TopScore’s accessibility features, language options and digital assessment delivery capabilities.

“TopScore in terms of its usability for the candidates has been great. You’ve got the accessibility function and the option to where you can change the written and audio language.”

A Reliable Partner for Assessment Delivery

Since implementation, National Grid has experienced a smooth rollout and ongoing success with the platform.

The team continues to use TopScore as a core part of its assessment strategy and recommends it to other organisations looking to improve the efficiency and consistency of their assessment centres.

“I would definitely recommend it as a tool for any organisation to use.”

Key Results

Through implementing TopScore, National Grid has created a more efficient, consistent and scalable assessment process.

80+ Assessment Centres

Supporting graduate, apprenticeship and social mobility assessment centres annually.

One Central Platform

Scheduling, scoring, assessor collaboration and candidate evaluation managed in one place.

Reduced Administration

Less complexity by removing disconnected processes and bringing assessment data together.

Positive User Experience

Strong feedback from assessors and candidates using the platform during assessment events.

Flexible Delivery

Supporting both virtual and face-to-face assessment centres.

Consistent Decisions

Centralised scores and feedback helping teams make confident hiring decisions.

“TopScore has just been easy. Easy to use, easy to set up, and easy to manage. It’s become a key part of how we run our assessment centres.”

Conclusion

Today, TopScore supports National Grid’s Early Careers assessment strategy by helping the team deliver consistent, efficient and candidate-focused assessment centres at scale.

The platform has improved the way assessment activity is managed by reducing administration, bringing information into one place and creating a smoother experience for assessors, administrators and candidates.

Through its ease of use, flexibility and ability to support large-scale assessment delivery, TopScore has become an important part of National Grid’s recruitment process.

80+ Events Annually

Supporting graduate, apprenticeship and social mobility assessment centres.

Multiple Programmes

Used across early careers recruitment initiatives and assessment formats.

Improved Experience

Providing a simpler journey for assessors and candidates alike.

“TopScore has just been easy. Easy to use, easy to set up, and easy to manage. It’s become a key part of how we run our assessment centres.”

Demo TopScore’s full range of features

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17 July 2026
Case Study: Strengthening Hiring Outcomes for Cooper Parry

Financial Services
Strengthening Hiring Outcomes for Cooper Parry

In 2024, Cooper Parry implemented TopScore, transforming its early careers assessment centres from a manual, paper-based process into a fully digital, data-driven, and sustainable experience.

This initiative was driven by a clear ambition: to improve decision quality, enhance candidate experience, reduce administrative burden, and align recruitment practices with B Corp values.

TopScore was successfully embedded across assessment centres in our professional services teams, delivering measurable impact across efficiency, sustainability, and hiring outcomes.

About the Customer

Organisation

Cooper Parry

Industry

Financial Services

Use Case

Managing assessment centres end-to-end

Scale

Annual efficiency gain of 106 hours of assessor time saved

The Challenge

Prior to implementation of Topscore, the assessment centre model was:

– Heavily paper-based, creating operational inefficiencies and environmental impact

– Admin-intensive, placing significant strain on recruiters and assessors

– Inconsistent in evaluation, with decisions often influenced by opinion rather than structured scoring

– Slow in feedback turnaround, negatively impacting candidate experience

– Time-heavy, with wash-up sessions taking up to 3 hours

As early careers hiring scaled, this approach became unsustainable and misaligned with the organisation’s ambition to deliver a modern, inclusive, and high-performing recruitment experience.

“We didn’t stop recruiting during COVID, but we couldn’t do face-to-face assessment centres.”

The Solution

TopScore was introduced as a centralised digital platform to manage assessment centres end-to-end.

The solution enabled:

– Real-time scoring and feedback capture in one place

– Structured, competency-based assessment, improving objectivity and consistency

– Streamlined wash-up discussions, supported by clear data

– Removal of paper-based processes, supporting sustainability goals

– Improved collaboration between assessors, driving better decision-making

The technology was implemented alongside a broader redesign of the early careers process, ensuring it enhanced both efficiency and experience.

Impact

Dramatic Time Savings & Efficiency Gains

– Wash-up sessions reduced from ~3 hours to 30–60 minutes

– Post-assessment admin reduced from 2 hours to 40 minutes per assessor

– Annual efficiency gain of 106 hours of assessor time saved

This has enabled recruiters and hiring managers to focus on higher-value activity, including candidate engagement and hiring decisions.

Significant Sustainability Improvements

– Elimination of paper-based processes saved ~4,000 sheets annually

– Introduction of digital scoring and reusable materials significantly reduced waste

These changes directly support the organisation’s B Corp commitments, embedding sustainability into recruitment operations.

Enhanced Candidate Experience

– Candidate satisfaction increased to from 4.2 to 4.81/5

– Faster feedback turnaround and more engaging, structured assessment experience

– Improved inclusivity, enabling candidates to perform at their best

The new process has created a more transparent, supportive, and candidate-focused journey.

Stronger Hiring Outcomes

– Offer acceptance increased from 86.6% to 92%

– Assessment centre-to-offer conversion improved to 48%

– Early careers retention improved to 92% (up from 81%)

The shift to structured, data-driven assessment has significantly improved both hiring quality and long-term success.

Strategic Impact

This initiative has delivered more than operational improvements it has driven a step change in how early careers recruitment is delivered.

– Decision-making has moved from subjective judgement to data-led assessment, improving fairness and consistency

– Assessors are more engaged and accountable, with clearer evaluation frameworks

– Recruitment processes are now fully aligned to organisational values, particularly sustainability and inclusion

– The model is now scalable and future-ready, capable of supporting continued business growth

The implementation of TopScore has contributed to the evolution of Talent Acquisition into a modern, insight-led, and high-impact function.

Why This Deserves Recognition

This initiative demonstrates how technology, when implemented with clear purpose and strong execution, can transform Talent Acquisition outcomes.

The impact is clear:

– Significant time and efficiency gains

– Meaningful environmental impact

– Improved candidate experience and engagement

– Stronger quality of hire and retention

Most importantly, it has created a sustainable, scalable, and high-quality early careers hiring model, positioning Cooper Parry as a leader in innovative, values-driven recruitment.

Demo TopScore’s full range of features

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Test its full range of features and see how it can streamline your assessment centres.

15 July 2026
Case Study: Transforming Early Careers Assessment at Scale for EDF

Utilities & Energy
Transforming Early Careers Assessment at Scale for EDF

EDF is one of the UK’s largest energy providers, recruiting hundreds of early careers candidates each year across graduate schemes, apprenticeships and industrial placements.

What began as a solution to enable recruitment during COVID has evolved into a long-term strategic platform that underpins assessment centre delivery across EDF’s national early careers programmes.

About the Customer

Organisation

EDF

Industry

Utilities & Energy

Use Case

Assessing large candidate volumes across multiple programmes

Scale

700+ candidates attended assessment centres in 2025 alone

The Challenge

When face-to-face assessment centres became impossible during the pandemic, EDF needed a way to continue recruiting at scale without compromising candidate experience, assessment quality or hiring outcomes.

EDF needed a solution that could:

– Assess large candidate volumes across multiple programmes
– Reduce administrative burden and logistical complexity
– Improve recruitment speed and flexibility
– Support sustainability goals by reducing travel and paper usage
– Deliver a positive and consistent candidate experience

Traditional assessment centres required significant coordination, including venue management, travel arrangements, printed materials and manual scheduling, creating challenges when candidates or assessors changed plans at short notice.

“We didn’t stop recruiting during COVID, however the environment and our commitment to our Zero Harm safety culture meant face-to-face assessments we not a viable option.”

The Solution

EDF implemented TopScore across its Graduate, Apprenticeship and Industrial Placement programmes, creating a central hub for assessment centre delivery and coordination.

Today, the platform supports approximately 50 assessment centres annually, with up to five centres running per week during peak recruitment periods.

Impact

Significant Cost Savings

Moving away from venue-based assessment centres has substantially reduced operational costs associated with travel, facilities and administration.

EDF estimates an overall cost reduction of almost 80% compared with traditional assessment centre delivery.

Flexibility & Reliability

TopScore has reduced scheduling complexity and made it easier to adapt assessment centres in real time.

“Using TopScore, we can change timetables at the drop of a hat.”

EDF also reports exceptional platform reliability.

“We’ve never had technical difficulties, never had an issue.”

Enhanced Candidate Experience

Candidate experience remains a key priority for EDF. Every application is reviewed by a person, ensuring candidates are not excluded through automated screening alone.

“The point of Early Careers is to nourish talent – we don’t want to lose candidates through an automated AI process with no human interaction.”

Candidate feedback consistently highlights the platform’s ease of use, clear navigation and smooth assessment experience.

Sustainability Impact

Supporting EDF’s sustainability ambitions has been a major benefit of the platform.

TopScore has enabled:

– Significant reductions in candidate and assessor travel
– Fully paperless assessment delivery
– Elimination of printed assessment materials
– Reduced environmental impact from assessment centre operations

“Sustainability is really important to us at EDF.”

Long-Term Impact

More than five years after implementation, TopScore remains a core part of EDF’s early careers recruitment strategy.

The platform continues to support scalable hiring, operational efficiency, improved candidate experiences and sustainability objectives, demonstrating how a solution introduced during a period of disruption became a long-term strategic advantage.

Key Results

TopScore has enabled EDF to manage high recruitment volumes more efficiently while maintaining assessment quality.

In 2025 alone:

23,000 applications received

716 candidates attended assessment centres

192 offers accepted

EDF estimates that virtual assessment centres save candidates approximately five hours of travel time per person, while enabling recruitment teams to assess more candidates in a shorter timeframe.

“We can assess 25 candidates over a day much more easily now.”

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14 July 2026
Case Study: How British Airways supported 300 candidates with TopScore
How British Airways supported 300 candidates with TopScore

About the Customer

Organisation
British Airways is the United Kingdom’s flag-carrier airline and the largest UK-based carrier by international fleet and destination size.

Focus Area
The organisation recruits a significant volume of emerging talent each year across graduate, apprenticeship, engineering, head office, customer operations and regional programmes.

300

candidates supported this year alone

50%

reduction in assessor time

20-35

assessment days annually

The Challenge

Prior to implementing TopScore, British Airways relied on a combination of Microsoft Teams, breakout rooms and spreadsheets to manage virtual assessment centres. While functional, the process was highly manual, time-consuming and difficult to scale. Assessors had to manage multiple systems simultaneously, creating additional administration and operational complexity.

As assessment activity increased following the pandemic, the team recognised the need for a more streamlined, professional and scalable solution that could improve both operational efficiency and the candidate experience.

British Airways needed a solution that would:
- Reduce the administration and complexity associated with running assessment centres.
- Improve the candidate experience through clearer communication and a more professional process.
- Support high-volume emerging talent recruitment at scale.
- Enable assessors to collaborate effectively and make informed hiring decisions.
- Deliver a consistent experience across multiple business functions and locations.
The challenge was significant. Each year the team runs approximately 20–35 assessment centre days, often operating both morning and afternoon sessions, with between 250–300 candidates invited through the process across multiple schemes.

Our Solution

British Airways uses TopScore to manage its emerging talent assessment centres across graduate and apprenticeship programmes.

The platform supports a wide range of assessment activities, including:
- Presentations
- Group exercises
- Role plays
- Interviews
- Technical and practical exercises for engineering candidates
TopScore is used as the dedicated assessment centre platform alongside British Airways’ existing recruitment system, Manage My Recruitment, which manages applications and vacancy advertising. Once candidates reach assessment centre stage, TopScore becomes the central platform for assessors, scoring, feedback and candidate management.

“TopScore has been a fantastic tool for our assessment centres at British Airways. The platform is incredibly user-friendly for both candidates and assessors, and the consistency it brings to scoring and wash-ups is invaluable. The ability to provide clear, structured feedback to candidates is a real standout feature and hugely enhances the overall candidate experience. On top of that, the support team is exceptionally responsive, making the whole process seamless from start to finish.”

– Client feedback

Scale of Usage

The platform is used across British Airways’ entire emerging talent offering, including:
- Head Office
- Customer Operations
- Engineering
- Regional Operations
- International locations
Assessors from across the organisation use TopScore, including teams based in London, Glasgow, Cardiff and the United States.

Implementation

Implementation was rapid and seamless. Following procurement, British Airways was onboarded quickly and moved from contract signing to running live assessment centres within a matter of months.

The organisation signed during the autumn renewal period and was successfully using the platform for live assessment centres by January.

Results

Impact of implementing TopScore

One of the most significant benefits delivered by TopScore has been operational efficiency. By replacing manual administration, spreadsheets and complex Teams-based processes, the platform has enabled the recruitment team to manage large-scale assessment centres far more effectively. Assessors have access to one centralised platform for candidate evaluation, scoring and reporting, dramatically reducing coordination effort and administration time.

“The real cost savings for us are efficiency and time.”

– Joanne Walsh, Emerging Talent Recruitment Manager at British Airways

Reduced assessor time by at least 50%

Thanks to TopScore’s efficient and streamlined marking and feedback functionality. This allows our assessors to focus more on candidate interaction rather than administration.

300 candidates supported

Through using TopScore this year alone

Sustainability benefits

There are significant sustainability gains, as all assessment materials are hosted within TopScore. This removes the need for printed materials, reducing paper usage while also enhancing data security and confidentiality.

Candidate Experience Improvements

TopScore has significantly improved the candidate experience by creating a more professional, structured and supportive assessment journey.The professionalism of the platform, combined with clear communications and technical support, helped create a smoother and more engaging experience for candidates.

British Airways particularly valued the ability to provide feedback reports to candidates, ensuring that even unsuccessful applicants received meaningful insight from the process.

Specific Pain Points Solved:
- Reduced administration and manual effort
- Improved assessment centre organisation
- Enhanced candidate communication
- Delivered a more professional and branded experience
- Simplified assessor scoring and collaboration
- Provided responsive technical support
- Enabled scalable delivery across multiple locations and business functions
Sustainability & Hybrid Working

The platform enabled British Airways to successfully transition from virtual assessment centres during and immediately after the pandemic while maintaining consistency and fairness in the assessment process.

Even after returning to face-to-face assessment centres, British Airways continues to use TopScore for assessor scoring, evaluation and feedback reporting, demonstrating the long-term value of the platform beyond virtual delivery.

“The ongoing support we receive as an organisation from the TopScore team is always above and beyond, with very quick turnaround times, helpful answers and solutions. Nothing is ever too much trouble.”

– Joanne Walsh, Emerging Talent Recruitment Manager at British Airways

Conclusion

Today, TopScore supports hundreds of candidates and dozens of assessment centres annually, helping British Airways improve efficiency, enhance candidate experience and deliver consistent assessment outcomes across the organisation. The platform’s ease of use, flexibility and outstanding customer support have made it an integral part of the airline’s early careers recruitment strategy, as British Airways now uses TopScore to support:
- 20–35 assessment centre days annually
- Multiple assessment centre sessions each day
- Approximately 250–300 emerging talent candidates per cycle
- Assessment centres across numerous business functions and locations
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Case Study: Evolving assessments for Deloitte

Professional services

Evolving assessments for Deloitte

With high-volume assessments planned across different regions, Deloitte needed to ensure consistency, objectivity, and reliable candidate differentiation.

About the Customer

Organisation

Deloitte

Industry

Professional services

Use Case

Validation and updating of assessment scenarios

Improving outcomes

Through the design of realistic, relevant, and engaging exercises

Background

Deloitte required support from Unseen’s team of organisational psychologists, Sten10, to validate and update 25 assessment scenarios used for evaluating frontline social workers across the UK.

The Challenge

With high-volume assessments planned across different regions, they needed to ensure consistency, objectivity, and reliable candidate differentiation (who’s good/ who’s great/ who’s not quite ready).

The scenarios; comprising role-play and written exercises, required rigorous testing to confirm that marking guides accurately captured observable behaviours aligned to KSS indicators.

The Solution

Unseen’s Sten10 team delivered a review and updating process:

Validation sessions

We provided two occupational psychologists to work alongside Deloitte’s team across six intensive validation days in Birmingham and London. Each day tested six scenarios with real frontline social workers, allowing us to observe whether marking guides reliably captured the intended behaviours.

Role Actor Preparation

We developed standardised two-page background templates and scripted role-play lines (10-15 per scenario) to ensure consistent delivery across all assessments. We trained role actors one-to-one and delivered pre-delivery webinars for both actors and social worker assessors.

Post-Validation Analysis:

We recorded and analysed all role plays, systematically reviewing marking guides to assess behaviour frequency, calculate facility values (how easy/ difficult behaviours are for candidates to demonstrate), and confirm candidate differentiation. This approach provided evidence-based justification for each behaviour on the marking guides.

The Impact

The Unseen team successfully validated all 25 scenarios within the tight timeframe, delivering refined, objective marking guides backed by empirical evidence.

The standardised approach ensured consistent assessment delivery across multiple venues, while our detailed analysis confirmed that the scenarios effectively differentiated candidate performance; critical for Deloitte’s high-stakes assessment process and selecting the most suitable candidates.

Let’s build potential, together

Share your goals and challenges with our qualified team of assessment experts today.

3 June 2026

Case Study: Bringing Together 25 Markets Globally for Vodafone

Telecommunications

Bringing together 25 markets globally for Vodafone

By engaging their global workforce to be part of their corporate storytelling.

About Vodafone

Vodafone is a multinational telecommunications organisation operating across multiple global markets.

The company wanted to create more authentic employee-led storytelling while giving teams across the world the ability to contribute content at scale.

Organisation

Vodafone

Industry

Telecommunications

Scale

87,200+ employees
40 operating markets

Use Case

Employer brand, internal communications and employee storytelling

The Challenge

Vodafone wanted to create video content more regularly across its global organisation, but traditional production methods made this difficult to scale.

There was no central framework for collecting authentic employee stories from different markets, meaning content creation was often limited by location, production costs and availability.

Seenit was initially introduced through Vodafone’s Innovation team before expanding into Employer Brand. The platform enabled employees across regions to contribute their own stories, helping Vodafone showcase a more inclusive and diverse organisation.

How Vodafone used Seenit

Employee storytelling

Giving employees a simple way to capture authentic moments and experiences.

Global collaboration

Connecting contributors across markets without relying on central production teams.

Employer brand

Creating authentic content that brought Vodafone’s culture to life.

Internal communications

Sharing employee voices across the organisation at scale.

“Creating videos the Seenit way actually enables integrity, it gives our people a voice.”

Laura Turkington, Global Innovation Senior Manager at Vodafone

Impact across 5 years

25+

Global markets

350+

Contributors

700+

Online edits

3,000+

Uploads

200

Campaigns run

We are Vodafone Engineering

One of hundreds of employee-led videos created by Vodafone using Seenit.

The campaign allowed teams to showcase their expertise, culture and people through authentic stories created from within the organisation.

550+

Likes

50

Reposts

20

Comments

15+

Countries’ content collected

“As Vodafone becomes a more purpose led organisation, Seenit presents a huge opportunity for us to bring that to life, both for our employees and with the outside world.”

Book a demo of Seenit today

Discover the fastest way to get content from your team and turn it into impactful stories.

30 May 2026

How Yodel cut time-to-hire by 38%

About the Customer

Organisation

Yodel

Technology used

Candidate Experience Chatbot

Focus areas

Demystifying which Driver opportunity was the best fit for each candidate and automating elements of the recruitment process whilst measuring candidate experience throughout

Client Quote

“The exercise reminds us of the sheer amount of information candidates don’t know, that we assume they do know; we’ve now created a more thoughtful, richer candidate experience that we can build on and constantly improve.”

197,700

chatbot conversations in the first 2 years

97% positive feedback

from candidates undergoing the screening process delivered by the screening bot

68,983 candidates

screened by the screening bot

The Challenge

Yodel deliver millions of parcels a year, across 60 sites, to every UK postcode. The Yodel Resourcing team recruit over 4,500 Drivers annually and receive over 1,200 applications per week.

This number increases to 5,500 applications per week as they hire additional resource for their peak delivery season covering Black Friday, Cyber Monday and Christmas.

This means that the team need to hire 3,500 new Drivers in just a few months. Yodel offer several different types of opportunity to those who want to become Drivers, including self-employed and employed roles. To attract the right numbers, Yodel also offer full-time and part-time opportunities.

Whilst this means that all needs are catered for, those new to a Driver role could find the options overwhelming.

Our Solution

Meet & Engage ran a collaborative workshop with Yodel’s resourcing team with the purpose to:

Demystify which Driver opportunity was the best fit for each candidate
Measure candidate experience at several points and gather feedback to allow continuous improvement
Automate elements of the recruitment process

The first initiative was to create three Candidate Experience Bots for each of the three key Driving opportunities that would sit on the relevant pages of the career’s website. Each Bot would have a dialogue with a candidate about that specific opportunity and serve them the relevant roles available.

The second part of the plan included producing three Candidate Experience Bots that would be deployed to screen candidates once they had completed their online application via the ATS. The team believed that this would give candidates the flexibility to complete this stage of the process at a time to suit them and in a format they were familiar with. In addition, this would give the Resourcing Team more scope to focus on other candidate experience initiatives.

Having mapped out these processes, Meet & Engage and the Yodel team worked on the Bot dialogue and assets required to create rich and relevant conversations with candidates. Meet & Engage worked closely with the Yodel ATS and creative partner (responsible for the careers website) to ensure relevant integrations could be put in place.

Results

Impact of the chatbots

42% of bot chats

took place outside of office hours, when recruiters would otherwise be unable to respond with a personalised candidate experience

95-98

Net Promoter Score indicated by candidate feedback

38% reduction

in the average time to hire

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21 May 2026

How MBDA created a complete, personalised, online onboarding journey that’s engaging for both experienced and early career hires

About the Customer

Organisation

MBDA

Focus Area

Creating a complete, personalised, online onboarding journey that’s engaging for both experienced and early career hires.

Programme

Inspire & Nurture, underpinned by MBDA’s Onboarding Portal.

Outcome

Strengthened candidate experience during onboarding with high engagement and strong feedback from candidates and hiring managers.

virtual events with an average Net Promoter Score of 90 (“World Class!”)

94%

registration for the Onboarding portal

97%

of Early Careers candidates say that the portal is easy to use

The Challenge

In a time of skills shortages in core STEM specialisms and fierce competition from other employers, candidate experience during the onboarding stage is a key priority. How can you ensure that candidates feel supported and begin to align themselves to the brand values, providing a tailored experience when operating at scale? That was the challenge MBDA faced.

They understood the clear correlation between providing a great experience during the onboarding journey and the number of engaged hires who turned up on day one. They also understood that different audiences potentially have very different needs as they move through the process, and wanted to adopt a solution that would retain a strong element of personalisation in the candidate experience, whether candidates were fresh grads or niche hires.

MBDA also wanted to be able to measure quantitative and qualitative candidate sentiment and capture a dataset that could be used to review and refresh their offering on an ongoing basis.

Brand perceptions

As a defence organisation, MBDA can fall prey to stereotypes about their culture and the type of candidates who will succeed in hiring processes. MBDA is making conscious efforts to tackle these misconceptions throughout their attraction and hiring journeys.

Support & preparation

It was important that, whatever their background or experience, all candidates were empowered to thrive in selection and leave the process with a consistent, positive view of MBDA’s brand values and a better understanding of what is a complex matrix organisation.

Engagement

Security restrictions imposed by the MOD mean all candidates must undergo vetting. This both limits the candidate pool (nationality), but also increases the time to hire significantly. This added time increases the risk of losing candidates in-process through lack of engagement, as recruiters do not have the resource to interact with all candidates as often as they would like.

Our Solution

The Meet & Engage technology used by MBDA includes live virtual recruiting events coupled with a fully-branded, social network style nurture journey.

Meet & Engage, Unseen’s candidate experience and onboarding platform, underpins MBDA’s Onboarding Portal so candidates can access a complete, personalised online experience.

Inspire & Nurture

The Meet & Engage technology used by MBDA includes:

Live virtual recruiting events couple with a fully-branded, social network style nurture journey
Take advantage of features like live streaming, content sharing and polling
Fully-concierged service by our team of experts
Fully-branded pre– and post–event comms and in-depth data including NPS

Timeline for Onboarding

Automated candidate journey in a personalised social media style interface
Content shared by wall posts, videos and articles
Email and SMS nudges to see fresh content
Candidate experience pulse checks

MBDA’s Onboarding Portal

Once an offer has been accepted, candidates are invited via an integration between Meet & Engage and Workday (MBDA’s ATS) to register for their Onboarding Portal, through which automated yet tailored and timely content is served up, via a social-style platform.

Content was designed to be shared over a series of weeks and months to match the candidate’s stage of their onboarding journey. The content themes include guidance and reminders about the induction process, videos about the business, employee testimonials, as well as scheduled messages to wish people a happy Diwali/Christmas/New Year.

Through the Onboarding Portal, Channels enable candidates to chat amongst themselves within the professional, branded environment – to arrange house shares per location, for example. The portal was backed up by group and 121 chat events, where candidates could get answers to questions in real time and hear from a diverse range of employees about life at MBDA.

Onboarding portals for different audiences

Underpinning the post-offer experience is the onboarding portal which looks and feels like an MBDA social feed, with a focus on everything a candidate may need between offer and start. An integration with Workday (MBDA’s ATS) automates a registration invitation to candidates at point of offer.

Once in, the portals are bespoke to the candidate’s entry route, with content either tailored to experienced hires or early careers. Further tailoring within that includes, for example, content specifically for graduates returning to employment at MBDA after completing their degree which included a placement with the company.

Each feed shares videos, wall posts, images, social links and captures feedback. Each post on the feed is nominally posted by someone in the business, and hovering over their picture reveals their bio. Introducing colleagues-to-be in this way, MBDA provides rich insight into aspects of MBDA that candidates may not have appreciated, demystifies the organisation, supports D&I representation and brand values and draws candidates into the MBDA family early.

The in-built feedback chatbot provides a chance to capture candidate sentiment at each stage and gives candidates a real say in the shape of the future process.

The Chat Channels in the portal are set up for each MBDA UK site location (Bolton, Bristol, Stevenage) and offer a space for candidates to chat online with future colleagues. Examples include graduates arranging house-shares or asking about parking and facilities. Recruiters and MBDA ambassadors use Channels to post updates, photos and to get light-hearted conversations started, to begin fostering warm, professional relationships early.

Employee stories and testimonials

The MBDA team worked closely with the Meet & Engage team to plot out the content over the relevant time-period for each entry route. Experienced hire candidates have content fed over a few months while they go through security checks and notice periods, while Early Careers feeds include content tied to specific dates aligned with the annual recruitment cycles.

The content is pre-defined, but released slowly to the candidate over their onboarding journey, with nudges by email/SMS when new content is released. This maximises candidate engagement and ensures that actionable content is highlighted in the feed for their attention the next time a candidate logs in.

1-2-1 Live Chat

A key challenge was the disparity of candidates’ onboarding timescales. Offers were being made from mid-September all the way through to early Spring for Early Careers and year-round for Experienced Hires; and a person’s onboarding period could range anywhere from a few weeks to a few months.

For Experienced Hires, MBDA frontloaded the content so that candidates would see all of the important content initially, and then drip fed the less critical content over the course of their onboarding period.

Throughout the process, recruiters hosted group and 1-2-1 live virtual chats for candidates, to help them feel comfortable about what was ahead as they went through the selection process and waited, sometimes many months, to join the business. All elements of the solution capture light-touch candidate feedback after each encounter.

Results

Impact of MBDA’s onboarding experience

virtual events, with an average Net Promoter Score of 90

94%

registration for Onboarding portal

97%

of Early Careers candidates say that the portal is easy to use

100%

of candidates say that their recruitment experience has been good

100%

of early career candidates felt more confident about joining

✓

Hiring managers reported that new starters are better prepared for work

The results of implementing solutions to strengthen MBDA’s candidate experience exceeded all expectations and have had a hugely positive impact on candidates. Overall, introducing the Meet & Engage platform has helped MBDA to keep candidates engaged in a number of ways that were previously unavailable.

Participant Feedback

“As it is such a long time between being offered the role & starting, the timeline has been brilliant for making me feel that I’ve not been forgotten about!”

“This was a fantastic way to introduce me to MBDA – people, values, benefits. It was so helpful to learn about the company, and it made me feel included while I worked my notice in my current role. I am so looking forward to my first day.”

“I found it all very welcoming and comforting, and, although I don’t feel 100% prepared (just my general anxieties!), I am excited about starting.”

“Best ‘onboarding’ experience I’ve ever had, thank you.”

Conclusion

The MBDA team have already conducted in-depth analysis of the data emerging from the different onboarding journeys and tweaked the journey for returners, to include more fresh content in response to lower time-spent-engaging data.

They will undertake a review of the content by type (video, wall posts, images, etc.) and by candidate engagement levels with individual pieces of content, as well as refreshing the Timeline with newly branded-elements and new polling tools.

Candidate sentiment continues to be captured as they move through the portal and candidates are signposted towards the feedback chatbot, Debbie, to submit any feedback they’d like to provide. This feedback is regularly reported and provides opportunity for continuous improvements to the candidate experience at MBDA.

Demo Meet & Engage’s full range of features

Demo Meet & Engage’s full range of features and see how they could elevate your candidate experience.

Meet & Engage is Unseen’s candidate experience and onboarding platform.

Increasing candidate engagement with the Ministry of Justice

How the Ministry of Justice used chatbots to increase candidate engagement and arm candidates with the information they need to succeed

About the Customer

Organisation

Ministry of Justice

Partner

SSCL and the Ministry of Justice

Use Case

Using chatbots to increase candidate engagement and arm candidates with the information they need to succeed.

Outcome

94% satisfaction rating and 234 days of human work time saved by the bot.

The Challenge

SSCL needed to find a way for their client, the Ministry of Justice, to engage with potential and in-process candidates in a valuable way that answered questions, provided valuable advice, sifted candidates for different jobs, while also improving time efficiency for recruiters.

Our Solution

Meet & Engage, Unseen’s candidate experience and onboarding platform, powers a chatbot that supports candidates and recruiters.

A chatbot that answers FAQs, helps candidates self-sift for 7 different roles, and seamlessly hands over to live chat with a recruiter during office hours.

Results

Impact of the chatbot

94%

satisfaction rating

234

days of human work time saved by the bot

different roles candidates can self-sift for

Demo Meet & Engage’s full range of features

Demo Meet & Engage’s full range of features and see how they could elevate your candidate experience.

Meet & Engage is Unseen’s candidate experience and onboarding platform.

21 May 2026

Category: Case Studies

How Toyota GB overhauled their graduate and apprentice assessment processes with Sten10

About the Customer

Background

The Challenge

The Solution

The Impact

Quality

Brand Perception

Engagement

Efficiency

Let’s build potential, together

How National Grid streamlined their Early Careers assessment centres with TopScore

About the Customer

The Challenge

The Solution

The Impact

A Simpler Way to Run Assessment Centres

Everything in One Place

Supporting High-Volume Hiring

Positive Assessor & Candidate Experience

A Reliable Partner for Assessment Delivery

Key Results

80+ Assessment Centres

One Central Platform

Reduced Administration

Positive User Experience

Flexible Delivery

Consistent Decisions

Conclusion

80+ Events Annually

Multiple Programmes

Improved Experience

Demo TopScore’s full range of features

Strengthening Hiring Outcomes for Cooper Parry

About the Customer

The Challenge

The Solution

Impact

Dramatic Time Savings & Efficiency Gains

Significant Sustainability Improvements

Enhanced Candidate Experience

Stronger Hiring Outcomes

Strategic Impact

Why This Deserves Recognition

Demo TopScore’s full range of features

Transforming Early Careers Assessment at Scale for EDF

About the Customer

The Challenge

The Solution

Impact

Significant Cost Savings

Flexibility & Reliability

Enhanced Candidate Experience

Sustainability Impact

Long-Term Impact

Key Results

23,000 applications received

716 candidates attended assessment centres

192 offers accepted

Demo TopScore’s full range of features

How British Airways supported 300 candidates with TopScore

About the Customer

The Challenge

Our Solution

Scale of Usage

Implementation

Results

Reduced assessor time by at least 50%

300 candidates supported

Sustainability benefits

Candidate Experience Improvements

Specific Pain Points Solved:

Sustainability & Hybrid Working

Conclusion

Demo TopScore’s full range of features

Evolving assessments for Deloitte

About the Customer

Background

The Challenge