Company Profile

This group is a renowned heritage luxury conglomerate with numerous top-tier brands under its belt. Its major business areas include jewelry, luxury watches, accessories and writing instruments, fine leather goods, and fashion. The company boasts a diverse workforce from over 130 countries and operates extensively across 36 countries and regions.

Industry: Retail / Luxury Goods

Employees: 4,000

Challenge

• System Fragmentation and Dispersed Data: The group’s original recruitment systems were stacked in siloed architectures without full digitalization. Processes were split into multiple segments, with recruitment, offer, and onboarding handled independently on different platforms, resulting in disconnects between online and offline activities and a lack of unified coordination. Document versions were chaotic and difficult to manage, and fragmented data was hard to monitor. Some operations still relied on offline procedures, severely impacting overall efficiency.
• Insufficient Onboarding Guidance for New Employees: The first year, and especially the initial 30 days, are critical for new hires, often considered the “golden period” for retention. Without thorough, standardized, and flexible onboarding guidance, the business risks higher attrition rates, poor performance, increased noncompliance, and team collaboration issues, leading to diminished employee potential and cultural engagement. The group is eager to implement improvement measures promptly.
• Challenges in Talent Search and Reserve: The recruitment team has to expend significant time and energy searching for candidates through various external channels, yet still struggles to find individuals matching industry experience and professional skill requirements for further screening or pooling. This low efficiency leads to prolonged recruitment cycles and suboptimal results, affecting business development and brand reputation.
• Data Compliance Risks: Existing systems do not meet the compliance requirements of China’s PIPL (Personal Information Protection Law) and CBDT (Cross-border Data Transfer), posing significant legal risks.

Solution

1. Building an integrated digital management platform

MoSeeker collaborated with the group to develop a “three-in-one” digital management platform, fully integrating previously disconnected recruitment, offer, and onboarding processes into a unified online system. This end-to-end digitalization links every stage—from employer branding promotion, job postings, employee referrals, resume routing, background checks, offer issuance, to onboarding—giving HR teams a single platform for all online operations, collaboration, and management, ensuring data consistency and accessibility.

During implementation, MoSeeker worked closely with the group’s various business and brand teams, taking their interests and feedback into account to drive every function’s delivery and refine every detail. Steps included thorough requirements analysis, development and configuration, SIT, client training, and UAT, all to ensure the new platform’s successful launch on schedule. On top of the legacy system, MoSeeker performed non-disruptive data migration, optimized existing functions, and custom-developed a series of unique features:

• Document Standardization: Developed standardized recruitment document templates for consistent use across all brands, replacing disparate historical formats. For example, the original system had over 100 contract templates—cumbersome and constantly growing. MoSeeker simplified classification, reducing these templates to just nine, significantly streamlining operations.
• SAP SuccessFactors Integration: Achieved seamless connectivity with the group’s global SAP SuccessFactors, breaking down system barriers, synchronizing essential data, adapting to China’s recruitment ecosystem, ensuring cross-border data transfer compliance, and reinforcing personal privacy protections.
• Self-Service Certificates: Employees can now generate various certificates (such as employment, resignation, and income verification) directly on the digital platform, speeding up processes and relieving HR of routine administrative workload.

3. Developing a premium talent pool

To address early-stage recruitment pain points, MoSeeker worked with the group to jointly develop a premium talent pool for unified storage and management of candidate resumes. With sophisticated filtering based on various criteria and tags, the system enables HR to identify and select high-quality talent from the pool, supporting strategic recruitment decisions.

Impact

The integrated digital management platform, encompassing recruitment, offer, and onboarding processes, has significantly enhanced the group’s digital recruitment capabilities, achieving deep system integration and automated workflows. This streamlining of business processes and operations has boosted efficiency, reduced management costs and legal risks, and positioned the group for flexible expansion in the future. Through process standardization and platform-driven management, the company can respond more efficiently to market and business needs, improve candidate satisfaction, access accurate employment data, and support optimised decision-making. Additionally, employees and HR now benefit from a smart and convenient user experience that better communicates a unified employer brand image and supports ongoing upgrades of the group’s HR services.

The automated, digital onboarding solution delivers comprehensive, human-centered guidance to every new hire, covering the entire journey from seven days before joining to 367 days after. Over the course of a year, new employees are smoothly eased into their roles, receiving personalized care and experiencing a Haute Couture-style onboarding journey that fosters a strong sense of belonging and identity. Meanwhile, the premium talent pool enables batch screening and pinpointing of top candidates, building a stable talent reserve and shortening recruitment cycles. This ensures the group has sufficient human resources to handle fluctuating staffing needs and robustly supports both business growth and organizational transformation.

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